As a small business, you may feel like you're at less risk of being taken to an employment tribunal. In our experience, that's not the case. 1: Small businesses are actually at a higher risk of a tribunal claim because you often manage employee issues informally. That leaves you far more exposed compared to larger companies with stricter processes and policies. 2: The new Employment Rights Act has introduced significantly more red tape and made employing people far riskier, r

While several Employment Rights Act changes have already taken effect in April 2026, many more are scheduled throughout the rest of 2026 and into 2027. At Precision HR, we have organised the new laws into clear milestones so you can see what has changed, what is coming next and when action is required. Here are the Employment Rights Act milestones you need to be aware of: Milestone 1: What changed in April 2026 These changes are already in force. They should now be reflected

Our May HR newsletter brings together the key people issues affecting businesses right now, from tribunal risks and unused holiday entitlement to hiring trends and everyday management mistakes, with practical guidance to help you stay compliant and in control.

Treating employees differently is one of the fastest ways to end up in an employment tribunal. You’re busy running the business and making people decisions every day. Most of the time you’re acting on what feels reasonable in the moment.

It's frustrating when an employee stops following instructions. You're trying to keep things moving and suddenly someone isn't doing what you've asked. Before you take any action, you need to understand why the behaviour is happening.

A formal grievance is not something that you can afford to ignore or handle casually. You are busy running the business and may not be sure how serious a grievance really is. But once an employee puts something in writing, how you handle it matters as much as the issue they are raising.