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  • Health & Safety
  • Reward & Recognition 
  • Employee Health and Well being 
  • Employee Benefits

Health & Safety

IOSH is the world’s biggest professional health and safety organisation which sets standards and support for health and safety. Absolute Works provide IOSH (or equivalent) trained experts who will work with you, freeing up your workforce and relieving the pressures of complying with demanding health and safety regulations.

The team at Absolute Works are equipped to check your business compliance and provide a full report and audit of your current procedures. We cover off all topics health and safety including fire safety, first aid policies, manual handling, slips and hazards and working at heights. We help you to put in place a bespoke health and safety management process which works for you whilst ensuring you are legally compliant.

Following on from the audit, we can work with you to monitor your health and safety, checking in with you on a regular basis to make sure that you are completing any actions identified in your audits. We can visit your premises and carry out Fire and Health and Safety Risk Assessments and provide you with the relevant documentation

We ensure that your health and safety procedures are up-to-date and risk assessments completed and can then assist with writing and reviewing risk assessments as and when they crop up e.g., maternity, Covid19, mental wellbeing, stress.

We deliver training either at our well-equipped training centre or at your premises (depending upon the numbers) and can ensure that you meet your legal obligations, and your team are trained to minimise your liability in the event of an incident or accident.

Our face-to-face training includes the following:

      • Emergency First Aid at Work
      • Paediatric First Aid
      • Health & Safety in the Workplace
      • Fire Safety
      • Manual Handling
      • Food Safety
      • Supervising First Aid for Mental Health
      • Safeguarding

As well as face-to-face training for health and safety, we offer an extensive range of E-learning courses for your employees to complete; providing certificates to verify that the learners have the necessary health and safety knowledge and that they understand the responsibilities they have for health and safety in the workplace.

Reward & Recognition / Employee Benefits

Reward and recognition is the activity employers adopt to identify exceptional performance and encourage specific values or behaviours. Reward and recognition programmes can certainly help with better engagement and implementing positive change in the workplace if they are formulated, written, introduced and applied in the correct way.  Whether you’re looking to reward staff for their hard work, enhance your employee retention rates, or attract more of the right candidates, we can help.

We can work with you to devise such programmes recognising that candidates and employees do not only look at salary and financial reward; that they value factors such as flexible working hours, online learning opportunities or fun days out of the office.

Once we have established what is important to your business and employees and have devised the Reward and Recognition programme, we can help you make contact with our various trusted partners to assist with implementation of initiative such as shopping discounts, Employee Assistance Programmes, Medical Insurance, Mental Wellbeing Apps and many more.

Employee Health and Well being

Mental Wellbeing

Did you know that?

  • 1 in 6 workers will experience depression, anxiety or problems relating to stress at any one time (1)
  • There were 602,000 cases of work-related stress, depression or anxiety in 2018/19 in Great Britain (2)
  • In 2018/19, stress, depression or anxiety were responsible for 44% of all cases of work-related ill health and 54% of all working days lost due to health issues in GB (2)

Theses stats are all reported pre-Covid and it goes without saying that these numbers will sadly and undoubtedly increase.

Within our team we have Mental Health First Aiders and access to many resources and initiatives that we are also available to support you with advice and input on employee mental wellbeing.

  1. McManus S, Bebbington P, Jenkins R, Brugha T. Mental health and wellbeing in England: Adult Psychiatric Morbidity Survey 2014 [Internet]. Leeds; 2016. Available from:
  2. Health and Safety Executive. Work-related Stress, Depression or Anxiety Statistics in Great Britain 2019 [Internet]. 2019 [cited 2020 Jan 6]. Available from:

Good mental wellbeing and physical health is good for business. Alongside the financial cost of sickness absence, employee health matters can be sensitive and tricky to manage. Not only are we are able to assist with Absence Management [HL] but we can help to signpost to various resources for support including EAP schemes, Mental Wellbeing Apps and various other free resources and organisations. At Absolute Works we take a holistic view; a happy and healthy workforce makes for a productive and successful business.

employment law + hr

Our qualified and experienced team of Employment Law and HR experts have been helping SMEs for over three decades, providing exceptional customer service and commercial advice that you can rely on. 


We deliver apprenticeships across non levy and levy paying businesses throughout the UK. We can help you with funding and finding or identifying the right apprentice for you. 


We offer a fully managed payroll service which allows our experts to organise and manage your payroll for you. 


Our IOSH (or equivalent) trained experts will work with you, freeing up your workforce and relieving the pressures of complying with demanding health and safety regulations.


Developed by our internal team of HR experts with HR administration in mind, our portal safely stores employee data and eases the administrative burden of all that paperwork! 


Absolute Works offer in person training and E-Learning packages for all levels of your workforce from the ‘shop floor’ to the board room. 

Disciplinary procedures and employment contracts.

An employer can also put their disciplinary procedures in the employment contract. If they do so and then do not follow the procedure, the employee could bring a claim for breach of contract.


Disciplinary appeals

If an employee thinks that the disciplinary action is unfair they can appeal to their employer setting out their grounds for appeal.

The employee should be offered the option to attend a further meeting to discuss the appeal which should be heard as soon as possible and in accordance with any timescales as set out in the Disciplinary Procedure. This meeting should be chaired by someone with sufficient seniority who was not involved in the initial disciplinary meeting/ process wherever possible.

As per the disciplinary meeting, the employee should be given reasonable notice and should be offered the right to be accompanied by a companion in accordance with the criteria above.

Final decision

Following the appeal meeting, the employer should write to the employee setting out their final decision. There is no further right of appeal.



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    Sometimes it is necessary to suspend an employee whilst a potential disciplinary issue is investigated, this is normally where the allegations are very serious or, if the employee being in the workplace or continuing to work may have an effect on the investigation or potentially put the safety of co-workers, visitors, themselves, property or data at risk. This means that suspension doesn’t happen very often. If, however it is necessary to suspend an employee, this will usually be with pay and the employer should (in most cases) be told why they are being suspended.

    The Employment Contract will dictate whether an employer can suspend without pay. If this is permitted, the employer must act reasonably in doing so.

    If the Employment Contract does not say that the employer can suspend the employee, the employer may still be able to suspend the employee, but this should be with pay.

    All employment rights remain in place during any suspension and if the employer does not have a contractual right to withhold pay, or even if the employer does, the employee may seek to make a claim in the Employment Tribunal for ‘unlawful deduction from wage.

    An employer should confirm the terms of suspension in writing. An employer may advise the employee that they are not permitted to talk to or make contact with other employees, customers and / or suppliers and should the employee do so, the employer may be able to bring further disciplinary action. Employers need to be aware however that the employee must be able to make any necessary contact to defend their actions and therefore some contact may be necessary so some leniency may be required. This may be the case where the employee considers they need to obtain evidence to support their case from a work IT system or speak to a co-worker who was witness to an incident. Of course, if an employee wants to request a co-worker accompany them to the disciplinary hearing, they will need authority from the employer to make appropriate contact.

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