๐๐ผ๐ ๐น๐ผ๐ป๐ด ๐ถ๐ ๐๐ผ๐ผ ๐น๐ผ๐ป๐ด ๐๐ต๐ฒ๐ป ๐๐ผ๐บ๐ฒ๐ผ๐ป๐ฒโ๐ ๐ผ๐ณ๐ณ ๐๐ถ๐ฐ๐ธ?
You care. But you also need to run a business.
And right now, youโre walking on eggshells โ
because one wrong move could trigger a discrimination claim.
๐๐๐ฝ๐ฒ๐ฐ๐ถ๐ฎ๐น๐น๐ ๐ถ๐ณ ๐๐ต๐ฒ๐ฟ๐ฒโ๐ ๐ฎ ๐บ๐ฒ๐ป๐๐ฎ๐น ๐ต๐ฒ๐ฎ๐น๐๐ต ๐ฐ๐ผ๐ป๐ฑ๐ถ๐๐ถ๐ผ๐ป ๐ผ๐ฟ ๐ฑ๐ถ๐๐ฎ๐ฏ๐ถ๐น๐ถ๐๐ ๐ถ๐ป ๐๐ต๐ฒ ๐ฏ๐ฎ๐ฐ๐ธ๐ด๐ฟ๐ผ๐๐ป๐ฑ.
Here's the problem most leaders face;โณ Youโve got deadlines to meet
โณ The teamโs under pressure
โณ Productivity is dipping
โณ Morale is on the floor
And yet... youโre afraid to act.
๐๐ฒ๐ ๐บ๐ฒ ๐ฏ๐ฒ ๐ฐ๐น๐ฒ๐ฎ๐ฟ: ๐ฌ๐ผ๐ ๐ฐ๐ฎ๐ป ๐๐ฎ๐ธ๐ฒ ๐ฎ๐ฐ๐๐ถ๐ผ๐ป.
But it has to be done the right way.
Especially when the Equality Act 2010 is in play โ and it often is.
Hereโs what I want you to do:โค Hold regular absence review meetings โ keep the tone supportive, not punitive
โค Get Occupational Health input โ not just GP notes
โค Consider reasonable adjustments โ but youโre not expected to do the impossible
โค Use a capability process โ separate from misconduct
โค Document everything โ every offer of help, every refusal, every outcome
๐ง๐ต๐ถ๐ ๐ถ๐๐ปโ๐ ๐ฎ๐ฏ๐ผ๐๐ ๐ฏ๐ฒ๐ถ๐ป๐ด ๐ต๐ฒ๐ฎ๐ฟ๐๐น๐ฒ๐๐.
๐๐โ๐ ๐ฎ๐ฏ๐ผ๐๐ ๐ฏ๐ฒ๐ถ๐ป๐ด ๐ณ๐ฎ๐ถ๐ฟ, ๐ฐ๐ผ๐ป๐๐ถ๐๐๐ฒ๐ป๐ ๐ฎ๐ป๐ฑ ๐ฝ๐ฟ๐ผ๐๐ฒ๐ฐ๐๐ฒ๐ฑ.
Because you deserve support too.
๐๐ป๐ฑ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐บ๐ฒ๐ป๐ ๐น๐ฎ๐ ๐ถ๐๐ปโ๐ ๐ด๐ฒ๐๐๐ถ๐ป๐ด ๐๐ถ๐บ๐ฝ๐น๐ฒ๐ฟ.
Itโs evolving. Fast.
And with it comes more employee obligations, more nuance, and more risk.
๐ง๐ต๐ฎ๐โ๐ ๐๐ต๐ ๐๐ต๐ฒ ๐ผ๐น๐ฑ ๐๐ฅ ๐ฐ๐ผ๐ป๐๐๐น๐๐ฎ๐ป๐ฐ๐ ๐บ๐ผ๐ฑ๐ฒ๐น โ ๐ด๐ถ๐๐ถ๐ป๐ด ๐ฎ๐ฑ๐๐ถ๐ฐ๐ฒ ๐ณ๐ฟ๐ผ๐บ ๐ฎ ๐ฑ๐ถ๐๐๐ฎ๐ป๐ฐ๐ฒ โ ๐ท๐๐๐ ๐ฑ๐ผ๐ฒ๐๐ปโ๐ ๐๐ผ๐ฟ๐ธ ๐ฎ๐ป๐๐บ๐ผ๐ฟ๐ฒ.
We offer something different.
A hands-on, strategic HR partnership that functions as an extension of your leadership team.
Proactive support. Direct involvement. People-first thinking.
Itโs what we call an ๐ฎ๐น๐น-๐ถ๐ป๐ฐ๐น๐๐๐ถ๐๐ฒ ๐๐ฅ ๐ฑ๐ฒ๐ฝ๐ฎ๐ฟ๐๐บ๐ฒ๐ป๐ โ ๐ณ๐ผ๐ฟ ๐น๐ฒ๐๐ ๐๐ต๐ฎ๐ป ๐บ๐ถ๐ป๐ถ๐บ๐๐บ ๐๐ฎ๐ด๐ฒ.
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