The Acas Podcast

Inclusive workplaces – supporting women through menopause In this episode we discuss how workplaces can better support women going through menopause. Helen Tomlinson discusses her role as the Governments first ever Menopause Employment Champion and Kate Nowicki gives her thoughts and observation from her role as Acas Menopause Champion.  We’re joined by:  ·        Helen Tomlinson – Head of Talent (UK & Ireland) for the Adecco Group and Menopause Employment Champion  ·        Kate Nowicki – Director of Dispute Resolution for Acas. We discuss:  ·        The role of allyship·        Importance of workplace culture ·        Implementing a menopause policy   Transcript available here:    Episode resources:  Further reading. Menopause at work guidance: https://www.acas.org.uk/menopause-at-work Menopause and the law: https://www.acas.org.uk/menopause-at-work/menopause-and-the-law  Upcoming events:. Conference: Living and working with menopause  https://obs.acas.org.uk/ViewEvent.aspx?EventId=207038  For podcast and event updates sign up to our free email newsletter.  Hosted on Acast. See acast.com/privacy for more information.

In this episode we will explore how employers can support their staff with reasonable adjustments for mental health, creating a healthy work culture and demonstrating a commitment to good practice.We’re joined by:Jo Yarker, Managing Partner at Affinity Health at WorkJulie Denning, Managing Director of Working To Wellbeing and Chair of the Vocational Rehabilitation AssociationFrancoise Woolley, Head of Mental Health and Wellbeing at AcasWe discuss:what reasonable adjustments for mental health arewhat the law sayssupporting health and wellbeingTranscript available at www.acas.org.uk/podcast/mental-health-at-work-reasonable-adjustmentsEpisode resources:Find out more about reasonable adjustments for mental health at workYou can also:read research and case studies about reasonable adjustments for mental healthfind training on mental health in the workplace Use our templates for:making a mental health reasonable adjustment requestconfirming mental health reasonable adjustmentsreviewing and monitoring reasonable adjustments for mental healthNICE guideline: Mental wellbeing at workFor podcast and event updates sign up to our free email newsletter Hosted on Acast. See acast.com/privacy for more information.

In this episode, Acas Senior Learning and Development Manager Garry Besford is joined by Acas apprentices to discuss apprenticeships and how they can benefit the individual and the organisation.We discuss:·      What an apprenticeship is·      The benefits of hiring an apprentice·      What makes a good apprenticeEpisode resources:https://www.acas.org.uk/about-us/job-roles-at-acas/acas-apprenticeshipshttps://www.acas.org.uk/young-workers-apprentices-and-work-experience/working-hours-for-apprenticeshttps://www.gov.uk/become-apprenticeRead Ben Littlewood's blog where he shares an apprentice's guide to loneliness at work and what support Acas can offer: https://www.acas.org.uk/an-apprentices-guide-to-loneliness-at-work  Hosted on Acast. See acast.com/privacy for more information.

In this episode Acas Area Director, Paul Beard, President of the Society of Occupational Medicine, Shriti Pattani and the Managing Director of the Ape Group, Alfie Payne unpack the topic of sickness absence, offering managers first-hand advice and best practice on how they can better manage it.We discuss:What makes a good absence policyWhen and how to utilise occupational healthThe mistakes managers often make when managing sickness absenceHow to support staff through the sickness absence processTranscript available at: https://www.acas.org.uk/podcast/sickness-absence-how-employers-can-better-manage-sick-leave Episode Resources:Acas’s Absence from Work Guidance: https://www.acas.org.uk/absence-from-workSociety of Occupational Medicine: https://www.som.org.uk/work-and-health/information-employersTraining on sickness absence in the workplace here.Read Dr Kabir Abraham Varghese (Society of Occupational Medicine) blog on referring employees to occupational health: https://www.acas.org.uk/helping-smes-understand-occupational-healthFor podcast and event updates sign up to our free email newsletter Hosted on Acast. See acast.com/privacy for more information.

It is important for employers to recognise and take steps to reduce work-related stress for their staff, encourage them staff to seek help at the earliest opportunity if they begin to experience stress.We are joined by Rob McGreal, HSE Policy Lead for work-related stress and mental health and Francoise Woolley, Acas Head of Mental Health and Wellbeing.We discuss:·        What is work-related stress·        Legal considerations·        Supporting health and wellbeing Transcript available at https://www.acas.org.uk/podcast/work-related-stress-lifting-the-pressure-at-workEpisode resources:Advice and guidance on how to support mental health and wellbeing at work: https://www.acas.org.uk/supporting-mental-health-workplaceTraining on mental health in the workplace hereCaroline Bradshaw’s blog on ‘Make it routine to prevent work-related stress’: https://www.acas.org.uk/make-it-routine-to-prevent-work-related-stressKate Nowicki’s blog on ‘Handling change, avoid stress’: https://workright.campaign.gov.uk/blog-handle-change-avoid-stressHSE stress and mental health at work advice and guidance: https://www.hse.gov.uk/stress/HSE Working Minds Campaign: https://workright.campaign.gov.uk/campaigns/working-minds/The campaign is calling for a culture change across Britain’s workplaces where recognising and responding to the signs of stress becomes as routine as managing workplace safety.For podcast and event updates sign up to our free email newsletter Hosted on Acast. See acast.com/privacy for more information.

In this episode, Acas Head of Diversity and Inclusion, Julie Dennis, and co-founder of Utopia and Token Man, Daniele Fiandaca, explore the importance of allyship in the pursuit for gender equality in the workplace, and in wider society.This episode will cover a variety of allyship-related topics, some of which include; what is allyship, how men and women engaging in and committing to allyship benefits everyone, and suggestions for what organisations and leaders can do to encourage allyship, and reduce gender disparities in their workplace.Episode Resources·      Equality and Diversity At Acas: https://www.acas.org.uk/about-us/equality-and-diversity-at-acas·      Menopause and the Law: https://www.acas.org.uk/menopause-at-work/menopause-and-the-law·      Menopause at Work: https://www.acas.org.uk/menopause-at-work·      If Your Treated Unfairly at Work: https://www.acas.org.uk/if-youre-treated-unfairly-at-work·      Acas Training: https://obs.acas.org.uk/·     Token Man Website: https://www.tokenman.org/·     Masculinity in the Workplace report: https://www.weareutopia.co/publicationsTo contact an Acas adviser for specialist support, get in touchFor podcast and event updates sign up to our free email newsletterTranscript at https://www.acas.org.uk/podcast/allyship-positively-moving-the-conversation-of-gender-equality-forward Hosted on Acast. See acast.com/privacy for more information.

Supporting the menopause at work is important for both employers and their staff. In this episode we will discuss how organisations can create a supportive and inclusive environment, and the considerations they should be aware of to help their staff with menopause at work.We are joined by Haitham Hamoda, Clinical Lead for the menopause service at King's College Hospital and the immediate past Chair from the British Menopause Society, and Kate Nowicki, Director of Dispute Resolution at Acas.We discuss:·        How to handle menopause at work·        Creating a supportive environment·        Legal rights and considerationsEpisode resources:Advice and guidance on how to handle menopause at work: https://www.acas.org.uk/menopause-at-workThe British Menopause Society support and advice: https://thebms.org.ukSimone Cheng’s blog on ‘Normalising the menopause’: https://www.acas.org.uk/normalising-the-menopauseMichelle Piertney’s blog on ‘Breaking the silence on the menopause’: https://www.acas.org.uk/breaking-the-silence-on-the-menopauseTo contact an Acas adviser for specialist support, get in touchSign up to menopause and the workplace trainingFor podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast/discussing-menopause-at-work Hosted on Acast. See acast.com/privacy for more information.

Experiencing a bereavement can be a daunting and unsettling time. In this episode we discuss the support that organisations can give to help their staff with a bereavement, and the considerations they should be aware of, to provide a supportive and empathetic environment at work.We are joined by Tracey Taylor-Huckfield, Director of People and Corporate Services at Sue Ryder, Andy Langford, Clinical Director at Cruse, and Lucie Garvin, Subject Matter Expert at Acas.We discuss:·        How to handle a bereavement at work·        Supporting mental health and wellbeing·        Legal rights and considerations Episode resources:Advice and guidance on how to handle a bereavement at work: https://www.acas.org.uk/time-off-for-bereavementDownload our free bereavement policy template: https://www.acas.org.uk/example-bereavement-policyAcas Senior Policy Adviser, Adrian Wakeling’s blog on bereavement: https://www.acas.org.uk/working-with-bereavement-a-personal-reflectionSue Ryder online support: Online Bereavement Support | Sue RyderCruse online support: When your employee is bereaved - Cruse Bereavement SupportTo contact an Acas adviser for specialist support, get in touchFor podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

Do all employers take pride in their people? In this episode we focus on the importance of organisations supporting their LGBTI+ communities and what practical steps they can take to be a more diverse and inclusive workplace. We are joined by Lucie Garvin, Deputy Chair of the Acas LGBTI+ & Allies staff network; Tom Price who is the Senior Leader Champion for the Acas LGBTI+ & Allies staff network and Emma Dunn, Chair of a:gender, the cross-government network supporting trans and intersex staff across government. We discuss:·        Issues affecting LGBTI+ people at work·        How to set up an LGBTI+ & Allies staff network·        Celebrating Pride and continued LGBTI+ support Episode resources:Advice and guidance on how to improve equality, diversity and inclusion in your workplace: https://www.acas.org.uk/improving-equality-diversity-and-inclusionDownload our free equality, diversity and inclusion policy template: https://www.acas.org.uk/equality-policy-templateEmma Dunn’s blog on the Equality Act 2010: https://www.acas.org.uk/the-equality-act-2010-agender-and-meLucie Garvin’s blog on how Acas relaunched it’s LGBTI+ & Allies staff network: https://www.acas.org.uk/lucie-garvin-our-network-is-helping-to-make-lgbt-history-at-acas-0Read the findings from research conducted by the Institute for Employment Studies (IES) on supporting trans employees in the workplace: https://www.acas.org.uk/supporting-trans-employees-in-the-workplaceTo contact an Acas adviser for specialist support, get in touchFor podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

This episode is the first of our new, special edition podcasts on The Future of Work, featuring debate and thought-provoking questions with special guests, on key themes around the future of work. In this episode, Gill Dix, head of policy at Acas, looks at new research commissioned by Acas on the cost of conflict to UK workplaces.Conflict is an inevitable part of life, but what is the financial cost of conflict to workplaces in the UK? Is it taken seriously by organisations? Does investing in conflict management make sense for all workplaces or just some?Join Gill and the report’s authors, Richard Saundry, Professor of Human Resource Management and Employment Relations at Sheffield University and Peter Urwin, Professor of Applied Economics at the University of Westminster to unpack the cost of conflict and what we can do about it.Episode resources:Read the report on the cost of conflict here: https://www.acas.org.uk/costs-of-conflictFor more resources to help you improve productivity in your workplace, visit: https://www.propelhub.org/Transcript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

What is good work? Does better people management really make a difference to productivity? In this episode, we focus in on good work in Manchester. We look at how the joint work by Acas, CIPD and Manchester Growth Hub is highlighting just how critical investing in people management skills is to creating good employment – even in a pandemic. We’re joined by Ian McArthur head of the Greater Manchester good employment charter, Daphne Doody, head of CIPD in northern England, and Terry Duffy, Acas area director for the northwest of England. We unpack:The argument and evidence for good work practisesHow better people management changes work for the betterWhat impact COVID-19 has had – and might continue to have – on making working lives better Episode notes: Manchester’s Good Employment Charter, which also includes links to free resources is here: https://www.gmgoodemploymentcharter.co.uk/You can read the joint report and find links to useful resources: https://www.gmgoodemploymentcharter.co.uk/news-blogs/posts/2021/april/soft-skills-in-hard-times-why-good-people-management-matters-more-than-ever/If you're looking for tailored support to improve your workplace culture and practises, check out our website: https://www.acas.org.uk/tailored-support-for-your-workplaceFor podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

Does investing in mental wellbeing really bring business benefits? We’re joined by Sarah-Jane Littleford, Head of Responsible Business at Fujitsu Global Delivery in the second of three episodes featuring stories from employers working to improve mental health at work. Sarah-Jane shares: How it makes business sense for Fujitsu to invest in the mental wellbeing of their people. How Fujitsu’s approach to wellbeing has shifted during the pandemicHer insights on what’s made the biggest differenceEpisode resources: For more information on supporting mental health during coronavirus, visit: www.acas.org.uk/mental-health-resources For in depth analysis, in our latest policy paper, Adrian Wakeling explores the impact that COVID-19 is having on how workplaces support mental health. To contact an Acas adviser for specialist support, get in touchFor podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

How does a large, complex organisation create a coherent mental wellbeing strategy that works? In the first of three episodes showcasing employers taking action on wellbeing, we’re joined by Martin Short, Head of Wellbeing, Inclusion and Diversity at the Defence Intelligence unit, which is part of the Ministry of Defence. This episode is for leaders, managers and advocates for mental health in the workplace. You’ll hear how Martin created a wellbeing strategy with distinct stages, what actions made a difference, and how you can influence others in your organisation to make wellbeing a priority. Episode resources: The Acas Framework for Positive Mental Health Five ways to wellbeing HeadspaceMental health first aidSpeak to an Acas adviser for tailored supportFor podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

With Christmas 2020 looking very different this year, we ask what managers can do to support their people at this time of year. Robbie Hurley is joined by Acas head of mental health and wellbeing, Francoise Woolley, and Acas workplace adviser, Susan Raftery, to uncover: What’s unique about this time of year for our wellbeingWhy leave, keeping in touch and (remote) Christmas parties matterWhat to do if you think senior managers will not support Christmas fun Episode ResourcesHoliday, sickness and leave adviceCoronavirus and mental health adviceWebinar: Managing mental health (for managers) Talk to an Acas adviser about your workplace challengeFor podcast and event updates sign up to our free email newsletterTranscript to follow Hosted on Acast. See acast.com/privacy for more information.

Resilience - our ability to bounce back after (or during) difficulties - has a significant impact on how we work and how we feel at work. It's not something you either have or don't. For most of us, there are choices we can make, which will either strengthen or weaken our ability to cope during the coronavirus pandemic. Francoise Woolley, head of mental health and wellbeing at Acas, shares her insights into the small but powerful steps we can take to strengthen our resilience.Episode notes Acas mental health resources for employers, line managers and everyone during the coronavirus pandemic Acas mental health adviceAcas training on supporting positive mental health in the workplace Acas webinar on mental health at work - current challenges Our experts can also help your team or organisation with tailored supportFor podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

As a manager, keeping in touch with people working from home might seem like a simple thing - but it comes with challenges. Drawing on her experience in high-conflict situations, Acas deputy chief conciliator Marina Glasgow shares her techniques for holding effective and successful remote conversations. If you’re a manager wondering how you can prevent isolation, demotivation and disconnection, this is the episode for you. Episode resourcesAcas advice on working from homeAcas podcast on employee voice We can work with you to provide tailored support and practical solutions to address challenges at your workplace. Find tailored support for your workplace. For podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

Whether or not you’re up to date with the language around neurodiversity, ADHD, autism, dyslexia and other terminology, most workplaces include people who think differently, and who might be part of a neurominority.To help us demystify neurodiversity and get proactive, we’re joined by Dr Nancy Doyle, CEO and founder of Genius Within, Adrian Ward, Head of Disability Partnerships at the Business Disability Forum and Erin Fulton-McAlister, Acas workplace adviser. We look at: What neurodiversity is Why we need to pay attention to it Creating a workplace that celebrates and capitalises on neurodiversity Episode resources Acas neurodiversity guidanceBDF & Genius Within Commissioning framework and how to commission guideContact an Acas adviser for a free advisory conversationRelated Acas podcast - disabilityOrganisations: AcasBusiness Disability Forum Genius Within For podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

With the pandemic likely to have a disproportionate impact on disabled staff, we ask how workplaces and individuals can respond successfully. Joined by Jane Hatton, CEO and founder of Evenbreak, and Acas workplace adviser Caroline Sandy, we look at:What a good conversation around disability looks like Common myths How to ask for adjustments, especially when you think your workplace may not be supportiveEpisode resources: EvenbreakAccess to workReasonable adjustmentsImproving equality, diversity and inclusion in your workplaceFor podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

In this episode, we take a big-picture look at employee voice: why it matters now and what we need to do to strengthen it. As workplaces grapple with unprecedented change, what role should voice play in helping us to navigate the present and future challenges posed by the coronavirus pandemic?We’re joined by Neil Carberry, Chief Executive of the REC, Paul Nowak, Deputy General Secretary of the TUC and Gill Dix, Head of Policy at Acas to discuss:-         What good voice really looks like-         What mechanisms workplaces need to harness it-         And what happens when they do - or don'tEpisode resources: Policy paper: Building back – making working lives betterPolicy paper: Consultation – a voice lost in a crowdTailored support for your workplace: We offer tailored support for workplaces facing specific challenges. Call us on 0300 123 1150, Monday to Friday, 9am to 5pm or fill in our enquiry form.For podcast and event updates sign up to our free email newsletterTranscript available at www.acas.org.uk/podcast Hosted on Acast. See acast.com/privacy for more information.

With many employers looking at changing contracts as a way of avoiding redundancies, we ask Acas advisers Mark Makin and Helen Robinson how to do it well. We explore:-         The best way to change employment contracts-         Why consulting staff matters-         How to do this well remotely-         What your rights are as an employeeEpisode Resourceshttps://www.acas.org.uk/changing-an-employment-contractTranscript Sarah GuthrieWelcome to the Acas Podcast. We're talking today about changing an employment contract with Acas advisors, Helen Robinson and Mark Makin, and I'm Sarah Guthrie. This is topical at the moment because lots of employers are looking at changing contracts as an alternative to making people redundant. So employers are asking, how can we do that? And members of staff might be asking us, can my employer do this? So Helen, let's start off with employers. What's the best way of going about changing an employment contract?Helen RobinsonThere's a number of different ways that an employer can can consider changing somebody's contract or varying the terms and conditions. But I think the best way from an Acas perspective would be where possible to do so by agreement. If an employer speaks to a member of staff, and they are able to get their agreement to make a change to their terms and conditions, then ultimately that is going to be the best way for conducive working relationship moving forward.Mark MakinTo echo what Helen said there, taking the workforce with you - informing, explaining consulting, discussing, providing feedback - that sets the tone for the relationship once the change comes into effect, because the trust and the goodwill will need to be there to take the organisation forward afterwards. And if we make changes without agreements, there's a big possibility that that trust and goodwill won't be there, which is going to create problems with itself.Helen  Building on that, I mean, what some employers are choosing to do is to see whether they can make these changes on a temporary basis because staff might be more willing or accepting to the changes there. And I've also spoken to an employer recently who has offered an incentives so the change that they were looking at making was a 10% pay cut and that was across the board 10% pay cut for all staff. That was a measure to look at avoiding redundancy. And what the employer said almost as an incentive was that if this didn't work, and if actually they did need to make any redundancies within the next 12 months, their redundancy pay and their notice pay would be calculated at their original wage so that the wage that was slightly higher, and so that that was something that went some way for for stuff agreeing to that change. Sarah  Yeah, I can see why that would really help because we've heard stories of people who have agreed to a temporary pay cap with a perception that then they won't be made redundant and get made redundant and then also have their redundancies as calculated on their most recent pay, which is half of what they were being paid. So I guess it, it sounds like thinking through in detail how your staff will respond to the changes you're proposing both in the short term and the long term is really important here. Some people listening to this podcast might be thinking, Well, can employers change a contract? What are my rights? I wondered if you could give us an insight into that.Helen  If a member of staff agrees to a change, then absolutely a change can be made to that contract, whether it's on a temporary or a permanent basis. I think it's very, very important when we're looking at agreements and agreeing to a change that an employer is very open and honest about what this change is going to be. How long is it going to last for? Is it going to be permanent? Because employees need to have that information so that they can make an informed decision about whether they are happy to agree. But I also think it's equally if not more important for employers to be open about the reason behind the change. Because if they approach their staff and they speak about Okay - we will use the 10% pay cut as an example - we're looking at giving you a 10% pay cut, if that's all the information that staff have, then it's highly unlikely that they're going to be happy about that or agreed to it. Whereas if an employer approaches staff and says, Okay, look, we're looking at a 10% pay cut and the reasons are because x y z, people still may or may not be happy about it, but they might be more likely to respond to that say, Okay, yeah, I can understand the reasons why. And yes, I will accept that change.Sarah  So keeping very clear communication around the reason why and also how long it's likely to be for and what the long term consequences of that might be. And, Mark, what have you seen from employers about good practice in this area?Mark  I think it is the communication as early as possible, as open and transparent as possible. And it's two way. Feedback is given. I think that's something that is often missed in this type of process, where the employer may well go into this type of situation. And they will listen to what people have to say, but they don't provide the feedback. And the feedback may be that was a great idea. But we can't do it, because in some cases, it may be that's a great idea we haven't thought about. Let's discuss in some more detail how we might be able to implement that.Helen  Just remember that if you are looking at changing the contract of 20 or more people, there are additional consultation requirements on you, and that you would need to collectively consult. So that would mean either involving trade union representatives if you recognise a trade union, or giving staff the opportunity to appoint employee representatives to almost act as a go between and have conversations with employer and staff themselves.Sarah  And that two way communication is very different at the moment for most workplaces than what we would have encountered in the past. Do you have any insight into the challenges of doing this remotely and how people have been overcoming them?Helen  I think there are I should say that added challenges. And I think sometimes it's very important for employers to remember that actually, people have got other stuff going on at home. At the moment, yes, they may be working from home. But it might be that they need to schedule a specific time to have important conversations such as these when I don't know if they've not got children at home or the partner is able to look after children at that particular point or other caring responsibilities. So being very, very clear about what's going to be spoken about in a specific meeting or specific virtual meeting. But making sure that that person is in the right frame of mind with minimal distractions to have this conversation because it is an important conversation. Just because people are working remotely or we may have people furlough that we need to speak to, there still needs to be a good level of communication. And what I mean by that is not just an email chain, it's a conversation that would usually be had and it should be a conversation, have it as a conversation, whether it's a video call, whether it's a telephone conversation, not just an email to all and saying this is happening or we're proposing this how. Have a conversation.Sarah  So you mentioned Mark that one of the things people often miss is the two way feedback and the need for that. What other mistakes have you seen employers making? And why do you think those mistakes are being made? Mark  There's sometimes an assumption that I've made this decision for the good of the business. So people will automatically accept that it's the right decision. So one of the mistakes that is often made is that that communication, early communication doesn't take place. A decision has already been made, and the employer presents it to the staff almost as a fait accompli, and then is shocked and surprised when they get objections to that, or when people have concerns about it. Or when there is a long list of questions about well, how will this impact me? What does this mean for me? When is it gonna happen? It's it's almost like the employer sometimes jumps the gun and makes the decisions for good reasons, but misses out that communication stage consultation stage.Sarah  One thing that's really struck me about doing this process well is that it can take quite a lot of time. And I wonder what you would say to somebody who's thinking, well, that all sounds great, I don't have time to do this.Mark  Ultimately, the decision is the employers. But the conversation that I would have with them would be centred around not just the legal risks that they might face if they get this wrong - so there might be breach of contract claims there might be constructive dismissal claims, there might be claims centred around the failure to consult properly if they are in a collective situation. But I'd also talk about some of the less obvious risks, the impact on your workforce, in terms of morale and motivation, the goodwill and that trust and confidence that needs to exist between the employer and the workforce in order for them to function properly.Sarah  And so what rights do you have as a member of staff who's going through this process? Perhaps there's been a proposed change, perhaps your employer has or hasn't handled it well? Could you just talk us through what rights you have?Helen  It's not an uncommon question from from an employee to say, Okay, well, you're talking about agreement to change, but actually, I don't want to agree to it for whatever reason, and it may be that an employer has done absolutely everything that Mark and I have spoken about. They've consulted they discussed, they've been very open about the the reason behind this change, but the change doesn't suit the member of staff and that is a real life situation. And I think