“Blake Morgan's HR Consultancy service is a constant and invaluable help to the Diocese of Portsmouth as we seek to be an excellent place of work for all our clergy, staff and volunteers.”
Blake Morgan’s HR Consultancy team combines specialist practical and commercial experience with robust legal advice from our employment lawyers. This means we provide up-to-the-minute expert opinion on all issues relating to HR.
Our experienced HR Consultants provide three main types of HR consultancy:
The HR Consultancy team has extensive experience right across the HR spectrum, with specialist knowledge of the following areas:
Our Strategic Interventions expertise includes:
Our extensive list of HR clients range in size from a multinational manufacturer to not-for-profit organisations, such as the Diocese of Portsmouth and family-owned or owner-managed businesses.
We provide first rate services to the following sectors:
|Education||Industrial & commercial supplies and distribution|
|Care provision||Risk analysis|
|Maintenance services and transport|
Examples of how our HR Consultancy team has provided specialist help include:
Where employment ends and a termination payment is made on or after 6 April 2018, new provisions create a special formula for calculating the tax due which all employers must be aware of.
A number of whistleblowing cases have made headlines in the last few months and highlighted the fact that such claims are here to stay.
The legislation creates a new corporate criminal offence of failure to prevent tax evasion, but how does this impact on HR?
Carrying out redundancies fairly is crucial to avoid the risk of costly litigation. A recent EAT decision about "bumping" is a useful reminder to employers that, depending on the circumstances...
Blake Morgan's employment specialist, Debra Gers, comments on maternity disclosure survey.
High profile news stories about sexual harassment show that it is a problem across all sectors and organisations regardless of size. Recently published guidance by ACAS and the Equality and Human Rights Commission will help employers
As many employers will know, on 6 April 2018, and then again on 6 April 2019, the minimum contributions to a pension scheme for the purposes of the automatic enrolment regime will increase.
Video surveillance at work is a considerable intrusion into private life and it is important to weigh up the right to privacy as provided for by article 8 of the European Convention on Human Rights against the need for the surveillance.
With less than 3 months to go until larger employers must publish their gender pay gap, Kevin Lau, a senior solicitor in the employment team at Blake Morgan LLP looks at the latest developments and what employers and HR professionals need to know.