Blog Archives - Quensh | Health and Safety and HR Specialists

The Quensh Advisory Partnership: Scaleable HR Expertise When You Need It

As your business grows, so does the need for professional HR support. But one of the most common questions organisations face is whether to hire a resource directly or explore a more flexible solution. Understanding the difference can help you make a smarter, more cost-effective decision for your business.

The Quensh Advisory Partnership offers the expertise of a full HR team, without the commitment of employing someone in-house. Instead of relying on a single individual, you gain access to a range of specialists with experience across multiple industries and HR disciplines. This means your business benefits from broader knowledge, deeper expertise, and more comprehensive support.

Quensh Advisory Partnership – How a Retained H&S Service Helps Your Business Stay Compliant

Staying compliant with Health & Safety regulations is not a one-off exercise—it’s a continuous process that evolves as your business grows, your workforce changes, and legislation updates. For many organisations, keeping pace with these demands can be complex and time-consuming. That’s where the Quensh Advisory Partnership provides real value.

A retained Health & Safety (H&S) service gives your business consistent, expert support—helping you move from reactive compliance to a proactive, structured approach that protects your people and your operations.

Quensh Advisory Partnership – How Quickly Can I Get Expert H&S Advice with a Retained Service?

In Health & Safety, timing matters. When a question arises or an issue surfaces, delays in getting the right advice can increase risk, create uncertainty, and potentially lead to non-compliance. That’s why speed and accessibility are essential when it comes to expert support.

With the Quensh Advisory Partnership, expert Health & Safety (H&S) advice is never far away. A retained service ensures you have direct access to experienced professionals—ready to support you whenever you need it most.

What is the Quensh Advisory Partnership – and How Does it Work?

In today’s fast-paced business environment, HR and health & safety challenges don’t always arrive on a convenient schedule. Whether it’s a sudden employee relations issue, a compliance question, an unexpected incident, or the need for quick guidance on a risk assessment, waiting days—or even weeks—for support simply isn’t practical. That’s where the Quensh Advisory Partnership comes in.

Trade Union Reforms in the Employment Rights Act 2025: What Employers Need to Know

Think the new trade union laws do not apply to your business? If so, you should take some time to read through the below….

From 18 February 2026, industrial action becomes far easier for unions to organise, with the notice period for strikes cut from 14 to just 10 days and ballot requirements significantly simplified. These changes remove key procedural barriers, including thresholds for important public services.

At the same time, workers taking part in lawful industrial action now receive stronger protection from dismissal, with previous limits on unfair‑dismissal protection removed.

Expert HR Investigations – Practical Support for HR Teams

Employee relations investigations rarely arrive at a convenient time. They can be time-consuming, high-risk and often intensive and disruptive, and they usually land when HR teams and managers are already stretched.

Going Beyond Compliance: How Quensh is Supporting Safer, Stronger Businesses in Dundee

For many UK SMEs and scaling businesses, health & safety and HR can often feel like a box-ticking exercise — something to stay compliant, rather than something that actively strengthens a business. At Quensh, we believe it should be far more than that.

That belief was at the heart of our recent Member Masterclass with Dundee & Angus Chamber of Commerce

At the same time, the long standing cap on unfair dismissal compensatory awards will disappear, exposing employers to uncapped financial liability in dismissal claims.

Unfair Dismissal, Probation and Preparing for New Qualifying Periods

A major transformation is about to change how employers handle the earliest stages of employment – and it is closer than many realise.

From 1 January 2027, the qualifying period for ordinary unfair dismissal will be cut from two years to just six months, representing one of the most impactful reforms in the Employment Rights Act 2025.