Tea with Caseflowhr ...

At the first ‘Tea with caseflowhr’ event of 2021. We were delighted to be joined by Bruce Daisley, ex-Twitter VP and #1 author, host of the Eat Sleep Work Repeat podcast.

Since then we have chatted with other interesting people, and we will be sharing all of these webinars on here, shortly, for you to view at your leisure.


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As seen in Retail Times

Retail HR managers must invest in tech to maintain competitive advantage, says caseflowhr

Published on 28/01/2021 by Fiona Briggs in In my opinionOpinion Time

Stressed HR professionals in retail should consider automating employee relations (ER) case management to free up their time, according to HR tech start-up, caseflowhr. During the global COVID-19 pandemic, and with Brexit making itself felt, essential retailers have found supply chains tested, while increases in both temporary workforces and sickness absence have complicated people management. Non-essential retail has suffered due to short and long-term closures, with ‘furlough’ the new HR buzz word of 2020 and 2021.

On average, 3,400 retail jobs were lost each week during 2020, and almost 16,000 stores closed during the year. While the sector is adapting to e-commerce and online retailing, experts suggest that for every 10 jobs lost in bricks and mortar, only a couple will be created in the e-retailing space. However, opportunities exist for retail staff with customer contact centre skills, as brands seek to invest in their digital and experiential offers in time for economic recovery. Retail sector HR professionals will need to consider how to support workforces which have been fundamentally changed by the pandemic.

Co-founder and managing director of caseflowhr, Greg Hartigan, comments: “In addition to managing sickness absence, temporary workforces, rapidly changing health and safety legislation, and referrals to occupational health, there are wider workplace culture concerns including presenteeism, a lack of morale and decreased productivity. Failing to fully prepare the HR back-office for these could cause significant long-term damage to employers’ relationships with their employees. 

“The retail landscape has changed forever, and the tools which retail sector HR professionals use to manage it inevitably must change too. The HR profession should focus on building a supportive culture of resilience and employee empowerment. This will be how organisations can best support their people moving forward to ensure competitive advantage and strong customer service.”

Launched to market in January 2021, caseflowhr is more than just a case management system. It brings together more than five decades of HR and ER experience with agile bot technology to provide retail sector HR teams with legally compliant, step-by-step ER case automated pathways and training guidance.


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The Big Five HR Changes coming soon, as seen in The HR Director


CONTRIBUTOR: Greg Hartigan, Co-founder and Managing Director - caseflowhr | Published: 3 FEBRUARY 2021

After a turbulent 2020, in which many HR professionals had to call upon new skills and completely transform their processes, the team behind disruptive HR tech platform caseflowhr has pulled together five changes to watch out for to support planning in 2021.

1. Mental health
2. IR35 legislation
3. Brexit and immigration
4. Coronavirus Job Retention System (furlough)
5. Pregnancy and maternity discrimination

With so many changes on the horizon, it is no wonder that many HR teams are looking for support. Indeed, getting employee relations (ER) wrong can have significant impact on morale, culture, productivity, and even the bottom line. The new caseflowhr platform has been designed on the back of transformational, bot-driven technology to provide guided pathways for HR teams through both simple and complex ER cases.

Greg Hartigan, Co-founder and Managing Director of caseflowhr, comments: “HR professionals are being called upon to support workforces which have been through unprecedented times. Already under pressure to do more with less, they will need to step up and provide unheard-of levels of individual and team support, as well as managing significant cultural change. Getting out from under mountains of admin and engaging with the people in the business will be essential. Caseflowhr has been designed by HR professionals for HR professionals.”

Mental health
The COVID-19 pandemic of 2020 will, of course, have physical health implications on our workforces, but the unknown long-term mental health impact is likely to present a huge need for proactive and sensitive responses from HR and people management teams.

The Centre for Mental Health predicts that up to 10 million people (20% of the UK population) may need new or additional mental health support because of the pandemic. Research from the Mental Health Foundation in November 2020 suggests almost half of the UK population had felt anxious or worried in the previous two weeks.

HR professionals will need to consider workplace culture and how to support workforces that have been fundamentally changed by the pandemic.

IR35 legislation
Already familiar to those in the public sector, the off-payroll regulations will be rolled out to private sector organisations in 2021. There was a brief reprieve due to COVID-19; however, organisations will need to get their employment contracts in order to ensure they are behaving appropriately when it comes to tax for individual contractors employed via personal service companies.

Brexit and immigration
Employers should encourage existing team members from the European Economic Area to apply for settled or pre-settled status if they have not done so already. The deadline for applying is 30 June 2021. There are also implications for recruitment following the introduction of a new points-based immigration system in the UK on 1 January 2021, with individuals moving to the UK for work required to pay for a visa, as well as a healthcare surcharge.

Coronavirus Job Retention Scheme (furlough)
The Coronavirus Job Retention Scheme has been extended to 30 April 2021, allowing employers to claim 80% of an employee’s salary for hours not worked, up to a maximum of £2,500 per month. Employers can furlough employees for any number of hours and work pattern but will need to understand the implications for National Insurance and pension payments. While the scheme will be reviewed again as it nears the end date, organisations need to consider how they will respond to either further extensions or the scheme coming to an end.

It is also worth noting that April 2021 will also see changes to the National Living Wage, National Minimum Wage, and Statutory Sick Pay come into force. All of these will have implications on organisations’ wage bills. A wider COVID-19 economic support budget is also scheduled for 3 March 2021.

Pregnancy and maternity discrimination
The Employment Bill introduced in the Queen’s Speech in December 2019 included a reference to extending the redundancy protection rights for pregnant employees and new parents, as well as making flexible working the default position. Timings for these consultations are still to be confirmed. However, it is likely that employers will need to continue to approach flexible working and redundancy with sensitivity and an awareness of the context of COVID-19, while preparing for any further changes.

To find out more about the launch of caseflowhr, or register your interest in a demonstration, get in touch below.


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COVID-19 has made HR tech a priority

The COVID-19 pandemic of 2020, with its national and regional restrictions, high level of redundancies, and stop-start economy, has created an environment of both disruption and innovation. Sectors experienced different challenges, with some expanding rapidly and others dealing with large-scale layoffs.

With the introduction of ‘furlough’ into everyday vocabulary, as well as the rise in short-term contracts to support the rapidly growing home delivery sector, HR professionals have responded efficiently to unprecedented demands. As organisations look to 2021 and beyond, the role of HR is more important than ever.

Building on global research, we suggest HR will take centre stage in driving people transformation; redefining organisations; and enabling change. A more human-centric organisational culture looks set to emerge from the pandemic, putting people first, with digital transformation supporting HR to take a more strategic role.

HR technology is becoming an essential feature of organisations, filling in the communications and operational gaps created by the pandemic, remote working, and increasingly dispersed workforces. Business interruption is no longer a possibility, but a reality. That is where caseflowhr steps in.

To find out more about the launch of caseflowhr, or register your interest in a demonstration, get in touch below.


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PragmatiKHR to launch innovative caseflowhr platform

PragmatiKHR, part of the Midlands-based visionary Martin James Network, has announced its innovative and proprietary caseflowhr platform will be launched in January 2021. Representative of the next generation of case management systems, caseflowhr is poised to disrupt the digital HR market.

The product of 12 months of dedicated development during lockdown, caseflowhr combines employment law expertise with the skill of an employee relations (ER) practitioner to create an on-demand digital employee relations specialist that is both disruptive and transformative.

Cofounders of PragmatiKHR, Greg Hartigan and Jill Hartigan, bring with them a combined six decades of HR and ER experience, as well as familiarity with business management, legal sector knowledge and training expertise. They are supported by Jim Cockburn and Ayyab Cockburn of the Martin James Network.

To find out more about the launch of caseflowhr, or register your interest in a demonstration, get in touch below.


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