The first wave of Employment Rights Act laws have come into effect this month, with more to follow throughout the rest of 2026 and 2027. To help you to know where you stand, let's look at what's already come into force and what's to follow

Why you’re not sure what you’re getting back from HR If you’re honest, you’ve probably wondered whether what you spend on HR is actually worth it. That usually isn’t because HR isn’t useful. It’s because the return doesn’t show up in an obvious way.

It’s getting more expensive to employ people. With rising costs and changes under the Employment Rights Act 2025, many small businesses are having to think carefully about pay and benefits. Let’s explore a few practical, affordable ways to reward your team without locking yourself into higher salaries.

For many small and medium-sized businesses, HR begins as a do-it-yourself task. Employment contracts are downloaded from templates, policies are created as issues arise, and people management is handled alongside day-to-day operations.

UK employment law is constantly evolving. From changes to statutory leave and pay, to new requirements around flexible working, discrimination, and employee rights, keeping up can feel overwhelming, particularly for small and medium-sized businesses without a dedicated HR department.

This probably isn’t how you expected your new hire to start. You’ve just recruited someone you really wanted. They’ve got the skills, the attitude and felt like a strong addition to the business. Then, during onboarding, they let you know that they’ve been managing a long-term condition that may affect their attendance at times