What every employer needs to know about suspension When you have an issue with an employee, suspending them might feel like the right action. However, you need to be 100% sure that this is legally compliant or you could leave yourself wide open to an expensive tribunal claim.

Poor performance is one of the hardest issues to deal with as a business owner. You rely on your team to keep things running and when someone is not delivering it affects productivity, morale and your own time too.

Inclusion, put simply, is the term HR consultants use to describe how people feel and are respected in the workplace. If someone feels pushed out, talked over or treated differently to others, it shows up quickly, especially in small businesses.

There's a lot happening in the world of employment law and HR this year... That's why I've created a simple 5-point checklist to help business owners to see where they stand: ✅ Legal foundations: Are your contracts and policies actually up to date and applied fairly? ✅ Smart systems: Still using spreadsheets for holidays or sickness? It’s time to automate that.

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 But outdated contracts can cause real headaches when things go wrong.