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

Most businesses say they don’t have an HR budget. What they usually mean is that they don’t have a planned one. In reality, most businesses are already spending money on HR. They just don’t think of it that way. HR costs tend to show up reactively. A grievance that needs handling.

Handling conflict isn’t how you want to spend your time or energy. Two employees aren’t getting on. It’s awkward, distracting and pulling you into something you didn’t create and don’t particularly want to referee.

Working time rules can feel complicated, especially when you are managing rotas, covering sickness and trying to keep the business running smoothly. The Working Time Regulations are there to protect your business as much as your team.