When someone leaves your business, it is easy to think the risk ends there. But if their exit is not handled properly, you could still face a claim after they have gone. Former employees can take legal action for unfair dismissal, breach of contract or even discrimination if they believe they were treated unfairly during or after their exit.

Employee contracts aren’t something most business owners think about until there’s a problem. But outdated contracts can cause real headaches when things go wrong.

ost managers get promoted because they're good at their job, not because they've been trained to lead. That's rarely a problem at first. But as teams grow, the cracks can begin to show. Great managers can be built. With the right training, they can lead confidently, support their teams effectively and save you time and stress in the process.

When something serious happens at work, it can be hard to know what to do next. You want to protect your team and your business, but you also want to be fair. Suspending someone might feel like the simplest option, but it should only be used when there’s no other way to keep things safe and impartial.

If you only deal with people issues when they become problems, you're not alone. That's reactive HR, waiting until something goes wrong. Your week gets disrupted by things that could have been avoided. On the other hand, proactive HR means having basic systems ready before you need them. It's the difference between constantly managing problems and preventing most of them from happening.

2026 is weeks away. The changes coming to your workplace can either slow you down or give you an edge. Here we set out what's actually shifting in the world of HR and whether you need to do anything about it. AI becomes part of everyday work Your team might already be using ChatGPT without telling you. They want to know how it affects their role and how you'll support them through changes. Being open about AI helps. Tell them where you might use it and where you won't.