Mustard HR was commissioned to support a redundancy situation due to a change in the direction of the business. The affected employees were placed at risk of redundancy and a consultation period commenced.  Mustard HR worked with the client to carefully consider all representations put forward during consultation and respond to these accordingly. The company maintained their stance and unfortunately there were no suitable alternative opportunities within the (small) business.  Mustard HR saw the process through, regrettably, to dismissal on redundancy grounds. The client, who had no ..read more

Mustard HR recently wrote a guest blog post on flexible working for the parenting website and blog ‘The Resilient Mama’.  This was pre COVID-19 restrictions in the UK and as we now know, the flexible working landscape seems to have changed somewhat (in terms of working from home anyway).  However, the blog post focused on requesting flexibility (and the many variations of flexible working) not, as we are now experiencing, it being forced on people unexpectedly. These were the 5 top tips Mustard HR gave for mum’s returning to the workplace after maternity leave, however the advice do ..read more

Career’s aren’t just about success and progression, the seemingly ‘bad’ experiences we have at work can teach us a lot about what we want and where we are going.  I’ve had times during my working life where I’ve felt frustrated, stuck and unappreciated.  However, reflecting on this (mainly from my pre-HR days) I can see now just how much I’ve learned along the way… Independence My first job as a teenager was as a waitress in our local village pub.  I started as a timid 13-year-old with no idea of how to properly set a table or deal with customers.  It was a baptism of fire ..read more

An employee raised a grievance having been suspended pending disciplinary action.  This is not uncommon and will very much depend on the circumstances as to how it is managed. In this case, Mustard HR was commissioned to carry out an investigation into the grievance points the employee had raised.  Because some of these points were related to the disciplinary issue, including conduct during proceedings, the advice to the client was to ‘park’ the disciplinary process until the grievance had been resolved (note, this isn’t always the case – it is entirely dependent on the facts of eac ..read more