“I’ve worked alongside Jenny for over 10 years (she actually recruited me). I’ve always found Jenny to be an excellent HR professional that has supported, guided and educated and helped me develop personally and professionally. I have only optimistic predictions for her new roles trajectory.”

S.J. – National Account Manager, Distribution.

Latest HR News

Local HR provider signs sponsorship deal with Garden City FC

13/07/2017 Jam HR are delighted to announce that we have signed a sponsorship deal with Garden City FC, Chepstow. We are sponsoring the U8's new kit which will be available for the start of the football season!

Vacancy - Veterinary Surgeon


Vacancy - Vet Surgeon

Mixed vet required for our Client - an independent practice, 50% farm (mainly dairy), 40% small, 10% equine. The mixed practice is set in a new purpose built building and located in a rural, seaside town in the Pembrokeshire Coast National Park. The practice is Practice Standards accredited.

This is a forward thinking progressive practice. Vets have the clinical freedom to promote progressive herd health programmes. There is minimal TB testing as our Client already employs 3 additional testers. The practice has easi-scan ultrasound and digital x-ray facilities.

You will be enthusiastic and experienced, although newly qualified vets will also be considered. Our Client is offering a fantastic package, including a 4x4 vehicle, free parking, i-phone, generous holiday entitlement, CPD allowance and accomodation, as well as a base salary. You will also have the opportunity to become involved in all aspects of mixed practice and to pursue your interests.

This post is available from July 2017 and is permanent.

To apply, email your CV and covering letter to jenny@jam-hr.com before 4 May 2017.

Jam HR finalist in the category of Outstanding Contribution


We are thrilled to have been shortlisted in the category of Outstanding Contribution for the South Wales Business Awards, to be held on 18th May at Cardiff City Stadium!

Lovely thank you gift from a happy client today!


Jam HR at the SE Wales Business Show


Visit our stand at the SE Wales Business Show!


Christmas in the workplace: Our 5 favourite queries


1. What should I (employer) do to prepare for the festive season?

Check that in your Terms and Conditions of Employment, Policies and Employee Handbook, you have covered harassment and unwanted/inappropriate behaviour or write a statement on the behaviour expected of your employees when on a Company night out.


2. Am I responsible (employer) for what happens at a Company Christmas night out?

That depends, but generally yes if the event and potential wrongdoings occur " in the course of employment".


3. Can employees be disciplined for misconduct after a Christmas party?



4. Can I ask employees to take holiday leave over Christmas and New Year?

If the business closes, then this arrangement should be explained in the employees' Contracts e.g. holiday leave to be taken at a particular time. You could also build notice required for time off and the Company Christmas shutdown arrangement into your Annual Leave Policy.


5. What if travel disruption (caused by weather or strikes) is the reason for an employee returning to work late after the Christmas period?

Really topical question with potential strike action on rail and airlines planned this Christmas. Although you have no obligation to pay your employees, we advise you offer flexibility and some alternative options such as: work from another location; make up the time later; or take as Holiday Leave.


How to conduct a job interview


Check out our latest blog as featured in Local News! https://t.co/kqGkqgQyLK

Former Chelsea FC team doctor Eva Carneiro has settled her employment tribunal claim


Former Chelsea FC team doctor Eva Carneiro has settled her employment tribunal claim against the club and Jose Mourinho for an undisclosed sum.

Carneiro, who left the club after being removed from first-team duties last summer, brought claims for constructive dismissal and sex discrimination against Chelsea and the team’s manager at the time, Jose Mourinho.

The case, being heard at Croydon Employment Tribunal this week, heard that Carneiro claimed Mourinho had called her the “daughter of a whore” in Portuguese.

In a statement to the tribunal, Mourinho, who was last week installed as manager of Manchester United, said: “Filho da puta is a phrase I often use, all of the players know it. There is no sexist connotation in the use of the phrase – it is just like saying ‘f*** off’.

“In the world of football a lot of swear words are used.”

It was widely reported yesterday that Carneiro had rejected a £1.2 million offer to settle the claim out of court.

Mourinho publicly criticised Carneiro after she ran onto the pitch during a stoppage to treat Eden Hazard towards the end of Chelsea’s 2-2 draw against Swansea on 8 August 2015.

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Letter confirming a disciplinary sanction other than a warning or dismissal

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Chelsea goalkeeper Thibaut Courtois had already been sent off. The rules for injured players meant that Eden Hazard had to leave the pitch, temporarily reducing Chelsea to nine players.

Mourinho described her actions as “naive”. Carneiro left after her role was substantially changed so that she was no longer on the bench during matches.

Carneiro settlement

In a statement Chelsea said it was “pleased to announce that it has reached an agreement with Dr Carneiro which brings her employment tribunal proceedings against the club and Jose Mourinho to an end”.

The statement continued: “The club regrets the circumstances which led to Dr Carneiro leaving the club and apologises unreservedly to her and her family for the distress caused. We wish to place on record that in running onto the pitch Dr Carneiro was following both the rules of the game and fulfilling her responsibility to the players as a doctor, putting their safety first.

“Dr Carneiro has always put the interests of the club’s players first. Dr Carneiro is a highly competent and professional sports doctor. She was a valued member of the club’s medical team and we wish her every success in her future career.

“Jose Mourinho also thanks Dr Carneiro for the excellent and dedicated support she provided as first team doctor and he wishes her a successful career.”

Carneiro said: “I am relieved that today we have been able to conclude this tribunal case. It has been an extremely difficult and distressing time for me and my family and I now look forward to moving forward with my life.

“My priority has always been the health and safety of the players and fulfilling my duty of care as a doctor.”



Your HR Package


Select an HR Package from our range to suit your requirements. Please click here for full details. Your Jam HR Package

How to Recruit Your Next Superstar - Workshop & Networking Event


Jam HR Recruitment Workshop

Friday 4th March 

10.30am - 12.00pm

Drybridge House, Monmouth 

This Workshop is for: New & Existing Employers; Business Owners, Company Directors; Managers.

Workshop aim: To help growing businesses identify how to find potential candidates and employ their next superstar!

Workshop objectives: By the end of the session, you will understand how to hire; where to start and what to look for by following the Jam HR 6 Step Recruitment Process:

During the session we will cover:

  • The 6 Steps to effective recruitment
  • Writing and posting job adverts
  • How to shortlist
  • Interviewing Skills
  • Eligibility to Work in the UK
  • Flexible working
  • Job offer and appointment - Contracts of Employment; Job Descriptions; Employee Handbook; Probations
  • Legal Bits – how it applies to job adverts, roles and interviewing
  • Pension Auto-Enrolment – costs and planning

Limited tickets available. Ticket price £25 in advance only. Please click HERE to book your place.

We also hope to raise some money on the day for the Jam HR nominated charity which is Cancer Research UK.

Book early to avoid disappointment. If all tickets are sold out, please contact me directly on jenny@jamhr.com

There will also be an opportunity to network for 15 minutes before and 15 minutes after the workshop. The workshop will last approximately 1 hour. Tea and coffee will be available throughout the morning.

Date: Friday 4th March
Time: 10.30 – 12.00
Venue: Drybridge House, Monmouth

If you have any questions about the workshop, please don't hesitate to contact me.

Jenny Duckworth
Founder and Director of Jam HR
T: 01291 760 488 | M: 07867 306442

Jam HR at the Welsh Business Show


Jam HR were recently interviewed at the Welsh Business Show - take a look at the full article (including interviews with lots of other great Welsh businesses) on the Tantrwm website, or view Jenny's interview below.


Jam HR news


We are delighted to be supporting the Great Western Air Ambulance Charity as part of our “Giving back to the Community” initiative.


Flexible working


In June 2014 the law changed around flexible working, allowing all employees to request this and not just parents and carers. Employers have 3 months to resolve the request.

How to calculate holiday pay


The Working Time Regulations provide for 5.6 weeks’ (or 28 days’) paid leave per year and state that a worker has the right to receive a week’s pay for a week of leave. European law says that holiday pay should be the same as normal remuneration. And so, commission, overtime, allowances and bonuses need to be considered for inclusion in holiday pay. This only applies to the first 4 weeks. The calculation of holiday pay will vary between different organisations, depending on the various elements that make up “normal pay” and you should take specific advice relevant to you.

If you would like us to update any of your Policies, or you need advice on any of the above legislative updates, or help with dealing with any grievances or claims, then please contact us at Jam HR.

Limits on unfair dismissal tribunal awards increase


From 6 April 2015, the limits on the amount of compensation that an employment tribunal can award for unfair dismissal increase. So the limit on the compensatory award and the amount of “a week’s pay” for calculating the basic and additional award will rise.

The rise in the limit on the amount of a week’s pay also affects redundancy payments. The maximum guarantee payment payable to an employee in respect of a workless day also increases.

Major changes to pension rights


There will be a significant increase in the flexibility around accessing defined-contribution or money purchase pensions savings. At present, in most cases, the only option for people in one of these workplace pension schemes is to purchase an annuity.

From 6 April 2015, individuals aged 55 or over will be able to access their pension funds flexibly, subject to their marginal rate of tax. There are different options in how they will be able to do this and it will still be possible to purchase an annuity or receive a pension from an occupational scheme, as under the current rules.

Ordinary parental leave extended


With all the attention focused on the introduction of shared parental leave and pay, it is easy to forget that the right to take up to 18 weeks’ unpaid parental leave (which applies to employees with at least one year’s continuous employment) is being extended.

Currently, it applies to parents of children under five unless the child has a disability, in which case the age limit is 18. From 5 April 2015, it applies to parents of children under 18 in all cases.

Adoptive parents’ rights are enhanced


Adoptive parents’ rights are to be more closely aligned with those of mothers taking maternity leave.

Currently, to qualify for adoption leave, an employee must have 26 weeks’ service with the employer. From 5 April 2015, this continuous service requirement for adoption leave will no longer apply. Further, the amount of statutory adoption pay will increase and adopters will be entitled to paid time off work to attend appointments to have contact with the child.

Shared parental leave takes full effect


The right to take shared parental leave and receive statutory shared parental pay applies to qualifying parents of babies due on or after 5 April 2015. Mothers can return to work early from maternity leave, or give advance notice that they intend to do so, and share untaken leave with their partner. The critical point for employers is that employees can take their shared parental leave as discontinuous periods, interspersing periods of work with periods of leave. The new legislation will allow a woman to return to work early and share the remainder of her leave and pay with her partner, if she wishes. The woman will still have to take 2 weeks compulsory maternity leave after giving birth. Shared parental leave applies also to adoptive parents.

Early Conciliation


In May 2014 Early Conciliation through ACAS became compulsory. The Conciliation period is 1 month, although this can be extended by 14 days. The employee then has 3 months to bring a Tribunal claim or settle via an ACAS Settlement Agreement.