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It used to provide media partnership to Manchester Pride with its own magazine, Out North West, [7] until the magazine was discontinued. As of , LGBT Foundation is the largest LGBT health and community services charity in the UK, offering a range of services serving over 40, people in person and over , people online every year.

LGBT Foundation provides a wide range of wellbeing and support services. Their domestic abuse programme provides practical housing advice, casework support and advice sessions to LGBT victims of domestic abuse. They operate a sexual health testing service for men who have sex with men and LGBT people. They also do outreach testing across Greater Manchester.

Pride in Practice is LGBT Foundation's quality assurance support service that strengthens and develops Primary Care Services relationship with their lesbian, gay, bisexual and trans patients within the local community. They provide support to vulnerable people in Manchester's historic Gay Village on a Friday and Saturday evening from 9pm to 5am. In , they piloted an expansion of the Angels programme - the Village Haven.

The Village Haven is a night time safe haven for those too vulnerable to be out on the streets. They also manage over 2, meetup members and 2, bulletin subscribers with content dedicated to lesbian and bi women, and support over 2, women a year have greater access to targeted information through outreach and netreach. The Soho Angels, a night-time harm reduction programme based upon the Village Angels, was established in Soho in in collaboration with Westminster City Council and Smirnoff.

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And there are more of them than you have had to provide before. Other changes include new ways to calculate holiday pay for those who work irregular hours this may have a bearing in calculating redundancy pay ; an end to the Swedish derogation, which may affect you if you use agency workers; and the introduction of the right to parental bereavement leave and pay. Get in touch for a contract review. So as employees return from furlough or home working, communal stationery will be a thing of the past in many workplaces. In Australia a few weeks ahead of us in coming out of lockdown , office suppliers are already reporting spikes in sales as individual equipment ranging from label makers to mini fridges are purchased for each team member.

Is this the way forward for your workplace? Or is it a step too far? The UK government has produced guidance to help companies reopen as safely as possible. These eight workplace-specific guides detail the measures you need to have in place to minimise the risk of infection spreading. You may operate in a number of different types of workplace, so make sure you familiarise yourself with all relevant guides.

Common to all businesses is the requirement to undertake a Coronavirus-specific risk assessment before your employees return to work. Ensure that this is done in collaboration with all departments in your organisation for a holistic solution. Get in touch if you need help with policy writing.

The requirements for social distancing and PPE may present some practical health and safety difficulties for you. So consider getting advice from our sister company — The HS Dept — to ensure you do this well.

LGBT Foundation

If this requires a change of role, you need to follow standard HR procedures and consult with any affected employee. Your workforce has rights which are protected by their employment contracts, health and safety legislation and the Equality Act. It is essential to consider these before you introduce any changes to remuneration or working hours.

Regular communication is key to addressing any issues before they escalate and the time and effort involved are well worth it. Balancing the pressure to get back to business whilst keeping your employees safe is not easy. We are here if you need any advice, so get in touch. Some new flexibility will be introduced from the beginning of August in an attempt to boost the economy.

Furloughed workers who are able to, can return to work on a part-time basis, which many businesses will welcome. The government will provide more information by the end of May, and is exploring further opportunities for furloughed staff to access training. Sadly, many people are now grieving the loss of loved ones due to Covid Helping the bereaved can seem daunting and, if any of your employees are in this position, you may be wondering how best to help.

The Good Grief Trust website is a good starting point, with a host of resources for the bereaved. An Employee Assistance programme, if you have one in place, can offer counselling and other practical support. Being open and communicative will give those grieving permission to act in an open and communicative way themselves, and is the healthiest approach you can foster in your workplace.

A survey by the Mental Health Foundation and LinkedIn found that more than half of HR leaders felt mental health issues like loneliness and stress had increased since Coronavirus hit our shores. If it leads to your employees needing time off work, that will be detrimental to their well-being, costly to your business and increase pressure on those employees still working. There are ways you can reduce the risk of this harming your business. Adopting and promoting a wellness policy that showcases good mental health practice will not only improve the health and resilience of your workforce but will also demonstrate your commitment to their well-being — a win-win!

So, here are some tips to help you get your wellness policy off the ground. Monitor when your remote workers are logging in and out. The boundaries between office and home are now blurred and many employees feel under pressure to be constantly available. Extra hours do not equate to better productivity and excessive hours increase the risk of burnout. Encourage managers and colleagues to open up.

Realising that others are in similar positions will help everyone.

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Advocate exercise. Its physical and mental health benefits cannot be overstated. And keep ringing the bell for good hygiene. As the country starts to open up, this message is more important than ever. From 1 January , the UK will introduce a points-based immigration system. Points are assigned for specific skills, professions, qualifications, salaries and shortage occupations such as nursing and civil engineering.

This constitutes a big change for employers and we advise that you start workforce planning now. To employ a skilled worker, you will need to be a Home Office approved sponsor and offer your candidate a specific job at the required skill level which could be time consuming. Zoom meetings are opening up our homes like never before! Download a selection of tasteful home backgrounds from Ikea to impress your most discerning colleagues. Or, if you fancy something more creative, the BBC has given access to empty film sets. Why not host your next meeting from the Tardis?

Probably best to avoid the Queen Vic though — people will talk. The Coronavirus Job Retention Scheme has continued to evolve since it was first announced. Most recently the scope has been widened to include any employee on your PAYE scheme on or before 19 March previously it was 28 February. And you can now extend fixed-term contracts so those on them continue to be covered.

‘Tis the season of giving back

People with caring responsibilities can now also be furloughed. A written and signed agreement with a furloughed employee, stating the date the furlough started, needs to be in place and kept for five years. Short term sickness absence for self isolation is covered by Statutory Sick Pay but if there is a business reason to furlough an employee on sick leave they can be furloughed.

There has been a relaxation of the rules on annual leave. It is recognised that many staff will not have used their holiday entitlement and if they had to in the remaining year it would cause more problems for the business. The company can now agree to allow them to carry their statutory leave over into the next two leave years.

With many more employees working remotely now, consider a home working policy to clarify expectations. Motivation may be an issue. Regular communication and video conferencing will encourage the maintenance of good working practices. Ensure your employees are fully equipped to do their jobs properly and that your data remains secure in remote environments.

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Our e-learning modules can help you with this. The uncertainty associated with this virus is having a big impact on mental health and well-being. Be understanding, keep communication flowing, advocate exercise and virtual socialising and share useful mental health support resources. And remember, The HR Dept is here to give you a helping hand during this time, so get in touch for more information or support and visit our dedicated coronavirus HR hub for more information. And, if you are in a position to, try to reassure your employees that this is temporary.

Some banks are offering delayed mortgage repayments, for example, which may ease current pressures. Explain employee benefits such as statutory sick pay and highlight available support or counselling for debt either via your employee assistance programme or an external organisation like Citizens Advice.

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