HR Services

RadfordWilson can provide HR and employment law support and advice across all businesses and industries. Our consultants have practiced in employment law and have practical HR experience in addition to lecturing on CIPD courses.

RadfordWilson specialise in providing bespoke HR services to businesses across the country. Our consultants have a specialist level of knowledge that enables us to provide tailor made HR support to various business sizes across differing industries. We can provide flexible and specific HR services and support, for when you need it and help your business put into place processes and policies to ensure you are compliant and time efficient.

RadfordWilson can supply your business with advice guides and packages that help you deal with disputes, grievance procedures and employee recruitment and retention. We can also help provide all contracts and policies you may need, or simply review your existing policies to make sure they are compliant.

Let us help protect your business by ensuring you comply with employment law rules and regulations, including coping with organisational change and restructure.

Get in touch to see how we can take care of your people issues and reduce the stress and time-consuming day-to-day matters that HR management involves.

Harassment in the workplace is a very real issue and one that employers may try to keep quiet. The fact is that harassment of any sort can have devasting individual consequences and affect an entire organisation.
Burges Salmon have produced a concise and helpful precis of the recommendations issued by The Women and Equalities Commission in its report on Sexual Harassment in the Workplace.

The recommendations include:

• a mandatory duty on employers to protect employees from sexual harassment in the workplace
• a duty for public sector employers to conduct risk assessments for sexual harassment and then mitigate risks
• reintroducing employer liability for third party harassment
• extending sexual harassment protection to interns and volunteers
• extending the time limit for bringing a claim to 6 months
• enabling tribunals to award punitive damages
• limiting the use of confidentiality clauses in settlement agreements to government approved standard clauses.

It is imperative that organisations are aware of their obligations to protect their employees/ workers/ volunteers/ interns from any form of harassment and maintain a safe environment for all workers. For more information on how this may affect your business please get in touch.