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.

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.