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How the 6-month change to unfair dismissal will affect the use of fixed-term contracts?

Leave a Comment / All posts, Employment Law, Policies & Practices, Essential Employment Documentation / Claire Hill

The changes to the unfair dismissal qualifying period from 2 years to 6 months is well documented. Please refer to our other newsletter Changes to the Unfair Dismissal qualifying period will affect who and how you’re hiring from July However, what is less documented is how that affects the use of fixed terms contracts. The […]

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With new 6-month dismissal rights, what’s the point of a probation period?

Leave a Comment / All posts, Employment Law, Policies & Practices, Managing Performance, Recruitment, Selection & Induction / Claire Hill

You might be looking at the new unfair dismissal rules and thinking that probation periods have become pointless. After all, if employees gain unfair dismissal protection after just 6 months from 1 January 2027, and most probation periods last 3 to 6 months, doesn’t the whole concept lose its teeth? Actually, the opposite is true.

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Using AI to write your HR documents could end up costing you more

Leave a Comment / All posts, Essential Employment Documentation / Claire Hill

You’ve probably used ChatGPT or something similar to draft a contract, write a policy or put together a letter for an employee. It’s quick. It sounds professional. And it feels like you’ve just saved yourself a chunk of money. But the problem with AI-generated HR documents isn’t that they look bad. They usually look fine.

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What should I do if an employee is stealing from my business?

Leave a Comment / All posts, Employment Law, Policies & Practices, Managing Conflict / Claire Hill

It’s a horrible feeling to suspect that someone in your team might be stealing from you. In a small business, theft isn’t just about missing stock or cash. It can drain profits, damage trust in the team and land you in serious legal trouble if you don’t handle it properly. Here’s how to deal with

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3 things you should fix before they become a legal problem

Leave a Comment / All posts, Employment Law, Policies & Practices / Claire Hill

Not every HR issue will turn into a legal problem. But it’s worth knowing which ones might so that you can handle them well from the start. Here are 3 things you should fix before they become a legal problem: 1: Underperformance that’s been dragging on We’ve all been here. Let’s imagine a mechanic’s work

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Neonatal Leave and Pay: in force from 6th April 2025

Leave a Comment / All posts, Employment Law, Policies & Practices, Maternity, Paternity and Adoption / Claire Hill

The Neonatal Care (Leave and Pay) Act 2023 will provide crucial support to the parents of (or otherwise those with responsibility for the care of) babies who need neonatal care shortly after their birth. Eligibility Employees will be eligible for neonatal care leave from their first day of employment. Only babies born on or after

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Banter vs. bullying: why you need to draw a line in the sand

Leave a Comment / All posts, Discrimination, Employment Law, Policies & Practices, Managing Conflict / Claire Hill

Let’s talk about something we’ve all come across in the workplace: banter. The jokes, laughs and light-hearted digs make the workday a bit more fun. But here’s the tricky part… What happens when banter crosses the line into bullying? As an HR consultant, I’ve seen first hand how blurred lines can create a toxic environment.

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How to manage gross misconduct

Leave a Comment / All posts, Employment Law, Policies & Practices, Managing Conflict / Claire Hill

Dealing with gross misconduct in the workplace is one of the most challenging scenarios for any employer. It’s a serious matter that can lead to immediate termination, but it’s critical to approach it cautiously to ensure compliance with employment laws and avoid unnecessary disputes. If you suspect an employee of gross misconduct, this step-by-step guide

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