We would like to introduce you to one of our clients, GM Coachwork.GM Coachwork started out building minibus conversions in the late 1980s, driven by a desire to make transport easier for wheelchair users. Over 30 years later, thousands of people use a GM Coachwork adapted vehicle every day to get more out of life.The organisation employs around 240 staff across various sites, performing tasks that range from sales and customer service to administration and all areas of vehicle assembly.GM Coachwork have been our HR clients since 2022, when they joined us as Premium HR Advisor members.Since then, we have supported the organisation with the implementation of employment contracts, the development of a brand-new team handbook and a thorough data review.GM Coachwork also decided to ‘top up’ their membership package with additional consultancy days, meaning we now act as HR business partners, supporting and advising on the more complex every-day issues and proving additional brainpower for people projects.HR Officer Kate Jackson says:"I couldn't be happier with the support I've received from SSG, especially Manuela. She is truly one of a kind and so easy to get on with. Her expertise and friendly approach have made every interaction a pleasure. It's been a great journey so far, and I'm grateful for her unwavering support and guidance."

GM Coachwork have been our clients since they joined us as Premium HR Advisor members in 2022.

HR Consultancy case study: GM Coachwork

Improving and strengthening company health and safety policies and processes is crucial for UK companies to prepare and compete in 2025.With January drawing to a rapid close, here are some key strategies for companies to review or implement to enhance their health and safety protocols:<h3 id="a0788b25-a4bb-4839-8a84-f6a7c28827b1" data-toc-id="a0788b25-a4bb-4839-8a84-f6a7c28827b1">Promote regular risk assessments and audits</h3><ul><li>Update risk assessments regularly to reflect changes in the workplace environment, such as the introduction of new technology, equipment, or practices. Ensuring that all potential hazards are identified and mitigated is key.</li><li>Regular audits of health and safety practices, alongside feedback from employees, can highlight areas for improvement.</li></ul><h3 id="ba751ac9-e86e-44d9-a0b0-7182e9605ccb" data-toc-id="ba751ac9-e86e-44d9-a0b0-7182e9605ccb">Promote safety culture and employee involvement</h3><ul><li>Establish a culture where health and safety are a shared responsibility. Empower employees to speak up about concerns and contribute to safety decision-making processes.</li><li>Reward safe behaviour and recognise individuals or teams who go above and beyond to ensure safety in the workplace.</li></ul><h3 id="911e5f20-2b36-4fb8-8c89-ad0d2efb9bb1" data-toc-id="911e5f20-2b36-4fb8-8c89-ad0d2efb9bb1">Strengthen mental health support</h3><ul><li>The mental health of employees should be treated with the same priority as physical health. This can be achieved by providing accessible mental health resources, including counselling and stress management workshops, as well as promoting a healthy work-life balance.</li><li>Encourage open communication and remove any stigma surrounding mental health in the workplace.</li></ul><h3 id="5efebb08-9270-4a37-bbf8-744812ddf825" data-toc-id="5efebb08-9270-4a37-bbf8-744812ddf825">Training and upskilling</h3><ul><li>Continuous training: Ensure employees are regularly trained on health and safety policies, including new risks and safety techniques. This training should be updated to reflect changes in workplace practices, technologies and legislation.</li><li>Practical drills: Run emergency response drills, especially for situations like fires, evacuations, or accidents, so that employees are always prepared.</li></ul><h3 id="f73f0d4c-59dd-4ffe-97a5-48f12bc42248" data-toc-id="f73f0d4c-59dd-4ffe-97a5-48f12bc42248">Promote safety culture and employee involvement</h3><ul><li>Establish a culture where health and safety are a shared responsibility. Empower employees to speak up about concerns and contribute to safety decision-making processes.</li><li>Reward safe behaviour and recognise individuals or teams who go above and beyond to ensure safety in the workplace.</li></ul><h3 id="dbcad014-09c5-4c83-8e7d-bf575aa4919a" data-toc-id="dbcad014-09c5-4c83-8e7d-bf575aa4919a">Compliance with evolving regulations</h3><ul><li>Stay updated with any changes in health and safety legislation, including the UK Health and Safety Executive’s (HSE) guidance, and ensure your policies are in full compliance.</li><li>Review and update policies in response to emerging trends, such as new work hazards, environmental sustainability issues or legislative changes.</li></ul><h3 id="0f3d8011-997a-4a15-8639-caca49d63020" data-toc-id="0f3d8011-997a-4a15-8639-caca49d63020">Sustainability and environmental safety</h3><ul><li>Focus on environmental health and safety. This includes ensuring that employees are not exposed to harmful chemicals or pollutants and promoting sustainability by reducing waste, recycling, and minimising environmental risks in the workplace.</li></ul><h3 id="a8311009-35e5-493a-b166-e75161d6cf07" data-toc-id="a8311009-35e5-493a-b166-e75161d6cf07">Crisis management planning</h3><ul><li>Prepare for possible health crises, such as pandemics, through clear contingency plans, regular updates and a proactive approach to employee health and safety during emergencies.</li><li>Ensure that policies are flexible and can be adapted quickly to rapidly changing circumstances.</li></ul><h3 id="02b25929-0c23-4963-bb12-5307e139d2bd" data-toc-id="02b25929-0c23-4963-bb12-5307e139d2bd">Integrate technology and automation</h3><ul><li>AI and IoT: Utilize AI and IoT devices for real-time monitoring of health and safety standards. For instance, wearable sensors can track workers’ vitals or environmental factors like temperature, air quality, and noise levels, alerting managers to potential risks.</li><li>Data analytics: Use data analytics to identify patterns of accidents or near misses, enabling companies to address recurring risks proactively.</li></ul>Improving and strengthening company health and safety policies and processes in UK companies is about creating a safer work environment. By adopting these strategies, UK companies can not only create a safer and healthier work environment but also demonstrate their commitment to employee wellbeing, which can improve morale, productivity, and compliance.Consider integrating health and safety with other business areas. This could mean aligning policies with quality control or finance. Such integration can lead to a more seamless and efficient workplace.

Improving and strengthening company health and safety policies and processes is crucial for UK companies to prepare and compete in 2025.

Positive and proactive health and safety start to 2025

Recent research for Admiral has found that Generation Z employees tend to seek out long-term tenure and stability in their careers.Generation Z (the demographic who were born between 1996 and 2010) were found to rank financial security and stability with a single employer as key factors in job selection.Gen Z will remain in a role for an average of seven years whereas earlier generations spend an average of 3.5 years in postsThe drivers for preferring long-term employers is a need for stability against a backdrop of economic and political uncertainty. The research found that 50% of this cohort sought roles with a work-life balance. Whereas Baby Boomers (those born between 1946 to 1964) were far less impacted by external events when choosing a job and did not prioritise more stable careers.The research found that Gen Z focused on employers that provided flexibility and opportunities to upskills. For Baby Boomers they placed the most value on loyal employers that act with integrity.Gen Z employees want to be valued and have access to opportunities within one company. They want to stay with an organisation, have opportunities to upskill and experience different roles. They seek employers that will support their interests outside of work and provide financial security.In contrast Millennials (those born between 1980 and 1995) are more likely to prioritise work-life balance over career advancement. The research also showed this cohort have a slightly higher tendency than Gen Z to favour mental health support over professional development.<h3 id="34b52148-9cc0-476d-8594-478f986b5868" data-toc-id="34b52148-9cc0-476d-8594-478f986b5868">Implications for employers</h3>The research provides key pointers for employers to consider when engaging with the Generation Z workforce.Generation Z are seeking financial stability plus opportunities for learning, growth and development.&nbsp;Therefore, to retain employees in the Gen Z cohort employers should consider the following:<ul><li>Offer upskilling opportunities, access to training and development assignments</li><li>Define career progression routes and build skills matrices to plan development</li><li>Offer internal mobility to experience different roles within the organisation</li><li>Offer a work-life balance</li><li>Ensure pay are rewards are in line with individual progression</li><li>Build a support workplace where employees can feel they belong and have a purpose</li></ul>

Recent research for Admiral has found that Generation Z employees tend to seek out long-term tenure and stability in their careers. 

Gen Z employees seek long term roles and stable careers – How can employers secure their services?

On 6th April 2025 a new right to Neonatal Care Leave (NCL) and pay will come into effect and is expected to benefit about 60,000 new parents each year.The new right to additional time off will be a day one right and it will apply to employees with children who are born on or after 6th April 2025.NCL will apply to employees who are the parents of a baby who is admitted into neonatal care within the first 28 days of birth and have a continuous stay in hospital of seven days or longer. Eligible parents will be entitled to up to 12 weeks of leave and can take a minimum of 1 week.To qualify for paid NCL an employee will need to have been employed for a minimum of 26 weeks prior to the leave being requested. Employees who do not have 26 weeks service will still be entitled to the leave but not the pay.We are expecting the weekly rate of pay to be the same as other family-related statutory pay such as for maternity and paternity leave.The new right will be in addition to existing parental leave such as maternity leave and paternity leave.We are still waiting for the Government to publish the regulations on Neonatal Care Leave and once these are released, we will provide further advice and guidance to our HR members.

On 6th April 2025 a new right to Neonatal Care Leave (NCL) and pay will come into effect and is expected to benefit about 60,000 new parents each year. 