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Remote Health & Safety Services

September 9, 2021/in Articles, News /by Abi Baker
Read more
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The ‘Pingdemic’

August 30, 2021/in Articles, Business, Coronavirus, Government, Guidance, Guidelines, HR, HR Consultant, Information, News, Uncategorized /by Dee Newton
Workers in the food sector to be exempt from self isolation rules
Workers in key sectors, and particularly in the food supply chain, will still be allowed to go to work if they have been told to self isolate by NHS test and trace so long as they test negative for coronavirus.
The new exemptions, which are expected to come into force this week, are in response to widespread concerns that critical businesses could be forced to close because of staff shortages caused by individuals being told they need to self isolate.
https://www.peoplemanagement.co.uk/…/workers-food…
#coronavirus #staffing #leadership #business #covid19
https://cravensafetyservices.co.uk/wp-content/uploads/2021/08/GREENG.jpg 1365 2048 Dee Newton https://cravensafetyservices.co.uk/wp-content/uploads/2021/02/Craven-Consultancy-Services-Logo_white-text-copy-300x300.png Dee Newton2021-08-30 15:51:542021-09-30 09:27:10The ‘Pingdemic’

There are literally 3 unique ‘people’ elements to protect Your business & Your people

August 30, 2021/in Articles, Guidance, HR, Information, News, Uncategorized /by Dee Newton
What is HR ? Really, why do we need it as an SME?
There are literally 3 unique ‘people’ elements to protect Your business & Your people
1. Talent – Do you have the right people, with the right skills, in the right job roles?
2. Organisation – Do you have the right culture, are Your people happy, motivated, positive & ‘tip top’ productive, to win the market right now?
3. Leadership – Do you have the right leadership & people management capabilities & management style, to maintain or support your business growth, to reach ultimate Success & keep up with Your Competition?
We thrive on helping you to build a positive & healthy culture; by implementing and slotting together, the various components like a jigsaw, we support and help you to move away from directive management (if this is the case) to holding developmental coaching conversations).
Interested? Then get in touch now for a friendly chat with Dee Newton, Our HR Consultant.
https://cravensafetyservices.co.uk/craven-hr…/hr-blog/
#hrforsme #continousimprovement #sme #hr #business #leadership #culture #talent
https://cravensafetyservices.co.uk/wp-content/uploads/2021/08/Craven-HR-Services_hairdressers.jpg 1656 2500 Dee Newton https://cravensafetyservices.co.uk/wp-content/uploads/2021/02/Craven-Consultancy-Services-Logo_white-text-copy-300x300.png Dee Newton2021-08-30 14:42:462021-08-30 15:54:36There are literally 3 unique ‘people’ elements to protect Your business & Your people

Covid Vaccinations

August 30, 2021/in Articles, Guidance, Guidelines, Hazards, Health, HR, Information /by Dee Newton
Are you offering paid leave to your staff for attending Covid Vaccinations?
https://www.peoplemanagement.co.uk/…/one-in-four-firms…

https://cravensafetyservices.co.uk/wp-content/uploads/2021/08/Craven-HR-Services_Covid-support-2.jpg 1668 2500 Dee Newton https://cravensafetyservices.co.uk/wp-content/uploads/2021/02/Craven-Consultancy-Services-Logo_white-text-copy-300x300.png Dee Newton2021-08-30 14:39:102021-08-30 15:55:47Covid Vaccinations

ISO 45003

June 22, 2021/in Articles, Health, Information, Stress /by Abi Baker
Read more
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We think Differently & offer Value Added HR Support.

June 11, 2021/in Analytics, Articles, Business, Company Culture, Diversity, Employer Of Choice, Employment Legislation, Entrepreneurs, Guidance, HR, HR Consultant, HR for SME, HRIS, Information, Leadership, Legislation, News, Outsourced HR, Performance Management, Policies & Procedures, Positive Leadership, Recruitment, Small Business, SME, Staffing, Stress, Team Values, Training, Value Added HR, Workplace Wellbeing /by Dee Newton

But aren’t all Outsourced HR Services all the Same? How are we at Craven HR Services any different?

Yes we offer all the usual ‘HR & People Management’ Services, but what Value Added HR do we offer?

Ok I will try & explain ‘in a nutshell’. The following are the elements of HR & People Management, which we believe makes us extra special & positively sets us apart from others similar providers;

  • Growth & Support – We do genuinely love working with small businesses, start up’s & entrepreneurs, to help support you to grow, or maintain your business & people & to support you to be an ‘Employer of Choice’ – we celebrate with you the ‘big and the small wins’ in Partnership
  • Authentic – We are real people who have have tons of HR/People Management experience working with real people in various sectors & industries
  • HR Presence – You tell us what you want, we can be a transparent HR ‘presence’ or we can work ‘behind the scenes
  • Relationships – We really do have a sense of humour & we are great communicators, which helps us build positive relationships with our clients very quickly
  • HR Presence – You tell us what you want, we can be a transparent HR ‘presence’ or we can work ‘behind the scenes’
  • Positive Leadership – Let’s be honest here, how many poor/unfair ‘boss’s’ have you worked for or do you know? We can help coach you to be a real Leader, we can help enhance your ‘soft skills’ & ‘confidence’ which are crucial in positive leadership, ultimately leadership is ‘vision, ”building your people’, ‘inspire & influence others’ & truly ‘connecting with your team’
  • Business Plans & Strategy – We are a small business, why do we need business plans & strategy? Treat your small business as a huge corporate one, in terms of the foundations, rid yourselves of the ‘small business’ mindset (reactive) & focus on a more ‘proactive’ mindset that will enable natural business growth. Strategy is at the core & heart of every successful business, we can also help you implement your Company ‘Mission’, ‘Vision’, & Values
  • Culture – We thrive on helping you to build a positive & healthy culture; by implementing and slotting together, the various components like a jigsaw
  • Coaching – We all have that one Positive Leader who we remember more than anyone else, there will be different reasons why we credit this person, they may have helped you breakthrough or gave you that amazing opportunity, ultimately they ‘believed in you’ our point is, we can help you be that Leader, we can also love coaching those employees with ‘high potential’ & seeing them soar
  • Continuous Improvement – Is a permanent state of change, & we love it, striving to get better & better, always changing, always innovating, never boring or dull
  • Avoid Formal Processes – We like to avoid long formal process driven processes (where possible) & instead positively coach you & your managers to have the conversations that need to be held, to help your people to increase self awareness and responsibility for enhanced performance & productivity
  • Branding & Marketing & Communications – We understand your time restraints & pressures, but we love helping businesses with their branding & marketing, we are also told we are pretty good at it, we also love being the positive communicator for the business
  • Health & Wellbeing –  Healthy, happy staff are more productive, and take less time off work due to sickness. We can help to develop your wellbeing strategies
  • Team Building – We can help you build high performing teams, we will support you to implement; Accountability, SMART Goals, Performance Management, Well defined Roles, Team and Company Values, Regular f2f & team meetings
  • Technology – We embrace it, it helps us to become more strategic & bridges the communication gap, we can create accurate analytics that drive enhanced performance management
  • Training – We have an array of training experience – including Leadership, HR & People Strategy, Business Planning, Employee Wellbeing, Absence Management, Conflict Management, Data Protection/GDPR, Leading People & Great Teams, Team Values, Managing Investigations, Performance Management, Disciplinary & Grievance, Goal Setting, Branding & Marketing
  • Get to know you – We get to know you & your business inside & out including your ‘quirks’ – we all have them.
https://cravensafetyservices.co.uk/wp-content/uploads/2021/06/shutterstock_1191057094.jpg 2778 5000 Dee Newton https://cravensafetyservices.co.uk/wp-content/uploads/2021/02/Craven-Consultancy-Services-Logo_white-text-copy-300x300.png Dee Newton2021-06-11 15:42:472022-01-27 17:50:52We think Differently & offer Value Added HR Support.

Why do you need HR as an SME or Start Up?

May 27, 2021/in Articles, Business, Company Culture, Covid Pandemic, Diversity, Employer Of Choice, Employment Legislation, Guidance, Guidelines, Hazards, Health, HR, HR Consultant, HR for SME, HRIS, Information, Leadership, Legislation, News, Outsourced HR, Performance Management, Policies & Procedures, Positive Leadership, Recruitment, Small Business, SME, Staffing, Team Values, Training, UK Economy, Value Added HR, Workplace Wellbeing /by Dee Newton

Why do you need HR as an SME or Start Up – what’s the point?

Are you clear on what steps to take as a business if facing a tribunal, unfair dismissal, constructive dismissal or whistleblowing claim?  If your answers are no, please do read on.

I spoke to an owner of a small business the other day who told me that he never gets around to doing the HR/people tasks for his staff, it always gets pushed down the priority list. His thinking was that, although he knew he had certain legal responsibilities, ‘nothing bad had happened yet’. Does that sound familiar?

There comes a point in every start-up, fledgling or growing SME where you start to consider adding positive and value added HR to your structure.

Recent Survey

A recent survey conducted by Croner among those working in SME organisations, including CEOs, MDs, finance directors, operations directors, line managers, PAs and secretaries, shows that one in 10 are spending up to 15 hours or two days a week managing HR issues.

The Top 7 common HR risks that small businesses take and what the potential penalties are for ignoring them or getting them wrong.

  1. Failure to provide written Employee Terms

Employees and workers must receive most of the information about their terms in a single “principal” document no later than when they start employment.

The employer will be ordered to pay the employee two weeks’ pay (subject to the statutory cap on a week’s pay) or, if it is just and equitable in the circumstances, a higher amount of four weeks’ pay (subject to the statutory cap). If there are exceptional circumstances where it would be unjust and inequitable to make an award against the employer, none will be made.

  1. Failing to check an employee’s right to work evidence

All employers in the UK have a responsibility to prevent illegal working. You do this by conducting simple right to work checks before you employ someone, to make sure the individual is not disqualified from carrying out the work in question by reason of their immigration status.

If you are found to be employing someone illegally and you have not carried out the prescribed checks, you may face sanctions including:

  • a civil penalty of up to £20,000 per illegal worker;
  • in serious cases, a criminal conviction carrying a prison sentence of up to 5 years and an unlimited fine;
  • closure of the business and a compliance order issued by the court;
  • disqualification as a director;
  • not being able to sponsor migrants;
  • seizure of earnings made as a result of illegal working; and
  • review and possible revocation of a licence in the alcohol and late-night refreshment sector and the private hire vehicle and taxi sector.
  1. Unfair Dismissal

Employers are expected to comply with the principles set out in the Acas code of practice on disciplinary and grievance procedures when handling disciplinary situations.

If a tribunal finds that an employee has been unfairly dismissed, you might be ordered to:

  • reinstate them (give them their job back);
  • re-engage them (re-employ them in a different job).

You might also have to pay compensation, which depends on the employee’s:

  • age;
  • gross weekly pay;
  • length of service.

You might have to pay extra compensation if you do not follow a tribunal’s order to reinstate someone.

There’s a limit on the amount a tribunal can award for unfair dismissal, apart from in cases relating to:

  • health and safety (for example where you unfairly dismiss someone for taking action on health and safety grounds);
  • whistleblowing.

Procedural failings will normally render a dismissal unfair, but compensation can be reduced in proportion to the likelihood that the dismissal would have occurred had a fair procedure been followed.

There are also some circumstances in which the minimum service requirement does not apply.

Where there has been an unreasonable failure by either party to comply with the code the tribunal may increase or decrease compensation by up to 25%, depending on which party is at fault. A failure to follow the code will not, by itself, render an employer liable to legal proceedings.

  1. Unfair Discrimination

You’re legally protected from discrimination by the Equality Act 2010.

You’re also protected from discrimination if:

  • you’re associated with someone who has a protected characteristic, for example a family member or friend
  • you’ve complained about discrimination or supported someone else’s claim
  • An employee who thinks they’ve been discriminated against may raise a grievance or take their case to an employment tribunal.
  • You’re responsible for discrimination carried out by your employees unless you can show you’ve done everything you reasonably could to prevent or stop it.

There is no maximum cap on the amount of compensation that you can receive for discrimination.

  1. Lack of Company Policies & Procedures

The only express legal requirements for employers to have employment policies and procedures are as follows:

  • under the Health and Safety at Work etc Act 1974, employers with 5 or more employees must have a written general Health and Safety Policy; and
  • under the Employment Rights Act 1996, employers are required to give employees a written statement of the main terms and conditions of their employment, which includes the employer’s rules and procedures for dealing with both disciplinary and grievance issues

However, there are also a number of other areas where non-statutory codes of practice, designed to set out guidance as to how employers can comply with their statutory employment obligations, recommend that employers implement appropriate policies and/or procedures.

A prime example of this is the employment related code of practice issued under the Equality Act 2010, which outlaws discrimination and harassment on various grounds, including sex, race, age and religion. This code recommends that an employer should have an Equal Opportunities Policy and gives guidance as to what it should contain.

Although the code concerned does not itself have legal status, breaches of it can be taken into account by an Employment Tribunal in determining an employer’s liability for discrimination and harassment claims, and as a result employers would be wise to ensure that they have such a policy in place.

Even if stated to be non-contractual, it is very important for employers to note that an employer’s failure to follow their own policy, although not a breach of contract, will still generally be taken into account by an employment tribunal so far as it is relevant to determining the claim concerned. Tribunals will therefore expect an employer to be able to give a very good reason as to why any relevant non-contractual policy was not followed. Furthermore, it can be the case that, even if an employer states in a handbook that certain or all policies are not contractual in nature, policies can be deemed to be contractual, if other circumstances, such as custom and practice, supports that fact.

  1. Wasted Time

If you don’t handle your HR/people management responsibilities properly, you will inevitably encounter issues or complaints from your employees at some point. The management time required to sort these out is always significantly more than the time that would have been needed to do things right in the first place.

And if you are taken to an employment tribunal, the preparation required amounts to weeks of lost management time.

  1. Demotivated staff

Information about employee rights is widely available on the internet, so employees tend to be fairly clued up about their rights at work and the processes that their employers should follow. So if you don’t do things properly, your employees will more than likely know and that can lead to demotivation and lower productivity. Whereas if you treat your staff fairly and lawfully, they are more likely to be happy and productive at work.

Get started for FREE with our HR ‘Health-Check’ Audit

https://cravensafetyservices.co.uk/wp-content/uploads/2021/02/Craven-Consultancy-Services-Logo_white-text-copy-300x300.png 0 0 Dee Newton https://cravensafetyservices.co.uk/wp-content/uploads/2021/02/Craven-Consultancy-Services-Logo_white-text-copy-300x300.png Dee Newton2021-05-27 11:07:532021-05-27 11:34:42Why do you need HR as an SME or Start Up?

Rethinking Profitability – How SME’s can rebuild after Covid-19

May 7, 2021/in Analytics, Articles, Company Culture, Covid Pandemic, Employment Legislation, Financial, Guidance, Guidelines, HR, News, Performance Management, SME, Uncategorized /by Dee Newton

As we emerge out of what is hopefully the last lockdown, employers have important decisions to make on how to reopen the workplace safely.  For many companies, rebuilding means trying to return to pre-COVID levels of business and traditional ways of working.

With many businesses continuing to focus on reducing overheads with a view to returning to normal, pre-COVID-19 levels of profitability in the near future, businesses who champion a strong company culture and invest in their talent will reap the benefits as the post-pandemic recovery continues.

Championing a strong and responsible company culture is no longer a box-ticking exercise – it’s a fundamental part of business growth.

One of the ways SMEs can achieve this is by looking at performance and employee data. Analysing the detail behind the data will often highlight areas where behaviour is impacting costs.

However, that traditional view of improving your financial strength may not be possible at the moment, or it may take too long. To thrive after the pandemic, businesses may need to completely rethink their route back to profitability.

For example, when we look at overheads, all too often some of these are simply viewed as the cost of doing business, with many leaders not realising the positive impact that people management can have on optimising costs and improving profit margins.

Rethinking profitability: How SMEs can rebuild after COVID-19 (globalbankingandfinance.com)

Our HR Consultant Dee Newton, loves working with SME’s to create and build positive cultures; including analytics, continuous improvement and people management strategies. 

https://cravensafetyservices.co.uk/wp-content/uploads/2021/03/Craven-Safety-Services_Accreditations.jpg 1666 2500 Dee Newton https://cravensafetyservices.co.uk/wp-content/uploads/2021/02/Craven-Consultancy-Services-Logo_white-text-copy-300x300.png Dee Newton2021-05-07 14:40:032021-05-07 14:47:39Rethinking Profitability – How SME’s can rebuild after Covid-19

Mental Health Awareness Week: 10-16 May 2021

May 7, 2021/in Articles, Guidance, Guidelines, Health, HR, Information, News, Stress, Uncategorized, Workplace Wellbeing /by Dee Newton

Mental Health Awareness Week 2021

Mental Health Awareness Week takes place on 10-16 May 2021 and this year’s theme is nature.

What is Mental Health Awareness Week and why does it matter?

Mental Health Awareness Week is an annual event when there is an opportunity for the whole of the UK to focus on achieving good mental health. The Mental Health Foundation started the event 21 years ago. Each year the Foundation continues to set the theme, organise and host the Week. The event has grown to become one of the biggest awareness weeks across the UK and globally.

Mental Health Awareness Week is open to everyone. It is all about starting conversations about mental health and the things in our daily lives that can affect it. This year we want as many people as possible – individuals, communities and governments – to think about connecting with nature and how nature can improve our mental health.

However, the Week is also a chance to talk about any aspect of mental health that people want to – regardless of the theme.

What do you actually want people to do during the Week?

The Week is an opportunity for people to talk about all aspects of mental health, with a focus on providing help and advice.

This year we want people to notice nature and try to make a habit of connecting to the nature every day. Stop to listen to the birdsong, smell the freshly cut grass, take care of a house plant, notice any trees, flowers or animals nearby. Take a moment to appreciate these connections.

We also want people to share images/videos/or just sound recordings of the nature on your doorstep (and how this made you feel) on social media using #ConnectWithNature and #MentalHealthAwarenessWeek

Why was Nature chosen as the theme for the Week?

The theme was chosen because being in nature is known to be an effective way of tackling mental health problems and of protecting our wellbeing.

This seemed particularly important this year – in the year of a pandemic. Our own research has shown that being in nature has been one of the most popular ways the public have tried to sustain good mental health at a challenging time.

Our hope is that by growing awareness of the importance of nature to good mental health – we can also work to ensure that everyone can share in it.

Nature is something that is all around us. It can be really helpful in supporting good mental health. Our ambition is to try to make that connection clearer for both individuals and policy makers.

How do you define Nature?

By “nature” we mean any environment in which we can use our senses to experience the natural world. This could include the countryside, a park or garden, coast, lakes and rivers, wilderness, plants or wildlife closer to home. It could also include nature that you can see or interact with in or from your home.

Aren’t there much more important mental health priorities than nature at the moment?

We are not saying that nature is the only priority that is important. And nature is not going to solve all mental health issues. But connecting with nature can play an important part in improving people’s mental health and make us feel better about ourselves.

During lockdown, nature has played a vital part in supporting mental health. According to our own research, last summer half of people in the UK said that being in nature was a favoured way to cope with the stress of the pandemic.

What about people who can’t access nature?

This will be a key part of the Week. Many people find it hard to access nature because of where they live or because they have no outside space. We will use the Week to launch new policy requests to enable greater access for people to nature. This can include making parks feel safer to use or planting more trees in our streets or asking developers to include plants and green spaces in their designs.

Wellbeing Strategy

“Starting a conversation about mental health doesn’t have to be difficult.” 

For any business, it is important to encourage employees to look after themselves and each other. Healthy, happy staff are more productive, and take less time off work due to sickness. We can help to develop your Wellbeing Strategy including: 

  • Developing a programme of initiatives to promote mental and physical wellbeing
  • Educating employees and managers on topics such as emotional intelligence, resilience and stress management
  • providing pragmatic advice on health and wellbeing issues which impact on the workplace
  • reviewing your working practices to create a supportive culture.

Get in touch with us now to see how we can help you develop your Wellbeing Strategy. 

https://cravensafetyservices.co.uk/wp-content/uploads/2021/05/MHAW_2021_Website_Header_1306x520px_V2.jpg 520 1306 Dee Newton https://cravensafetyservices.co.uk/wp-content/uploads/2021/02/Craven-Consultancy-Services-Logo_white-text-copy-300x300.png Dee Newton2021-05-07 14:05:122021-05-07 14:21:28Mental Health Awareness Week: 10-16 May 2021

Key Employment Changes 2021

May 7, 2021/in Articles, Guidance, Guidelines, HR, Information, Legislation, News /by Dee Newton
2020 has seen us grappling with the coronavirus job retention scheme (CJRS), the CJRS bonus that is no more, the job support scheme that came and went, and the changes to claiming statutory sick pay. Not to mention the practical problems of having many workforces working from home. However, it is important to have one eye on what is on the horizon in terms of legislation, to enable HR Professionals to advise their businesses and plan for any incoming changes.
  • IR35

Changes to the off-payroll tax legislation, IR35, which was due to be implemented in April 2020, have been deferred to 6 April 2021.  The changes will only affect medium to large companies.

  • Positive discrimination

Positive action includes expressly saying that applicants are welcome from under-represented groups such as women or those from minority ethnic groups. It includes advertising roles in places where those who are under-represented are likely to see them. But appointing someone into a role just because they have a protected characteristic is positive discrimination. The only time a candidate’s protected characteristic should be considered is in a ‘tie break’ situation when there is no other way of separating two candidates.
  • New Legislation

In December 2019 the Queen’s speech heralded a number of proposed pieces of legislation. Some of these may have been overtaken by the events of the last nine months, but the key ones for HR are:

  • Extension to redundancy protections to prevent pregnancy/maternity discrimination
  • Introducing an entitlement to one week’s leave for unpaid carers
  • Allowing parents to take extended leave for neonatal care
  • Making flexible working the default unless employers have a good reason not to
  • A new, single enforcement body for employment rights
  • Passing legislation to ensure tips left for workers go to them in full
  • A new right for all workers to request a more ‘predictable’ contract
Key employment law changes in 2021 (peoplemanagement.co.uk)
https://cravensafetyservices.co.uk/wp-content/uploads/2021/05/April-shutterstock_1044407029.jpg 357 635 Dee Newton https://cravensafetyservices.co.uk/wp-content/uploads/2021/02/Craven-Consultancy-Services-Logo_white-text-copy-300x300.png Dee Newton2021-05-07 13:45:382021-05-07 15:36:20Key Employment Changes 2021
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Craven Consultancy Services Ltd Company No. 13084931
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