Quensh to Offer Free HSEQ & HR Advice to Aberdeen Businesses
Quensh Health & Safety and HR Specialists is hosting a free HSEQ & HR drop-in session at STACK on Union Street, Aberdeen, on Tuesday 13 October 2026, offering local businesses the opportunity to access expert advice at no cost.
Sexual Harassment: Is Your Organisation Ready for 30 October?
On 30 October 2026, the duty on employers to prevent sexual harassment gets stronger. For many organisations, now is the time to check whether their current arrangements go far enough.
Since October 2024, employers have been required to take “reasonable steps” to prevent sexual harassment in the workplace.
From 30 October 2026, that becomes a duty to take “all reasonable steps”. The preventative duty also covers harassment by third parties, including customers, clients, contractors and members of the public.
For employers, the message is clear: having a policy in place is not enough.
Organisations need to be able to demonstrate that they are identifying where risks exist, educating their people, responding appropriately to concerns and taking proactive steps to prevent sexual harassment from occurring.
Building on Training Success: Supporting Businesses Throughout 2026
Following a record-breaking year for training delivery in 2025, Quensh has continued to build on that success throughout 2026, helping organisations across the UK develop safer, more competent, and more confident workforces.
With demand for high-quality health and safety training remaining consistently strong, Quensh’s accredited and specialist courses continue to equip managers, supervisors, and frontline teams with the practical knowledge and skills they need to improve workplace safety, strengthen compliance, and build positive health and safety cultures.
EAT Reminder on Part-Time Worker Protections and Worker Status
EAT Reminder on Part-Time Worker Protections and Worker Status
A recent Employment Appeal Tribunal (EAT) decision is a useful reminder that part-time worker protections can apply more broadly than employers may expect, particularly where individuals work under non-traditional or flexible arrangements.
A Day in the Life of an HR Consultant: Q&A with Georgina Reynolds
What is it really like to work as an HR Consultant? From supporting managers with employee relations matters and navigating complex workplace issues to advising on employment law and delivering HR projects, no two days are ever the same.
We caught up with Georgina to find out more about life in HR consultancy, the challenges she encounters when supporting clients, and why taking a proactive, practical approach to people management is so important. Georgina also shares her insights into some of the most memorable situations she has supported with and the value of working as part of a knowledgeable and collaborative HR team.
Protected Conversations: A Reminder That “Off the Record” Does Not Always Mean Protected
The recent Employment Appeal Tribunal (EAT) decision in Tarbuc v Martello Piling Ltd provides an important reminder for employers that simply labelling a meeting as a “section 111A protected conversation” does not automatically make it off the record.
Section 111A of the Employment Rights Act 1996 allows employers and employees to have confidential pre-termination discussions, usually regarding the possibility of ending employment under a settlement agreement. However, that protection is limited and can be lost in certain circumstances.
Back to Work after Maternity Leave: Q&A with Catriona Spendlicek, HR Operations Manager
After a year away on maternity leave, Catriona has recently returned to our team — and we’re delighted to have her back!
Donna and Catriona sat down to chat about her experience returning to work after maternity leave, sharing words of wisdom for others making the transition back to work, as well as advice for line managers on how they can best support team members returning from maternity leave.
Getting Probation Right – Why It Matters More Than Ever
Following the passing of the Employment Rights Act in December 2025, it sees significant changes to employment rights, with one of the most significant changes being to the qualifying period for unfair dismissal claims from two years down to six months. This therefore means that the way organisations manage probation periods is becoming increasing critical, with the shift significantly shortening the window in which employers can assess suitability with reduced legal risk, placing greater emphasis on structured and proactive performance management from day one.
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.