HR Inner Circle

‘Supportive’ shouldn’t mean conflict-avoidant. And ‘responsible’ doesn’t mean uncaring. As Sir Charlie Mayfield says “Life is full of setbacks - it is just life and happens to us all and we have a responsibility to work through them”.

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By balancing safety, fairness, and legal compliance, HR professionals can manage drugs and alcohol issues with confidence – while ensuring dignity and support for those affected.

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With the right adjustments and inclusive culture, employers can unlock the potential of neurodivergent individuals and avoid the legal risks of getting it wrong.

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The reputational impact of ‘naming and shaming’, and the financial impact of a finding of non-compliance, should not be underestimated. Against this backdrop, here is a ‘back to basics’ guide to NMW:

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This last week (9th-15th October) marked Baby Loss Awareness Week in the UK. The theme for this year was ‘Together, we care’ with a focus on finding time to care for each other, as part of a community of people affected by all forms of pregnancy and baby loss.

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What happens if someone is treated differently at work because of the way they speak – specifically, their accent?

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Top tips for Probationary Periods A probationary period is a trial phase at the start of a new employment relationship, during which both the employer and the employee assess the suitability of the role. They are usually three to six ...

Probationary periods remain a practical tool for managing early performance and conduct, but HR must use them carefully – and be ready to adapt once the new rules arrive.

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Where the employment relationship has run its course, dismissals for SOSR are a lawful and practical option. As always, a fair process, good records, and respectful dialogue are your best protection.

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Harassment isn’t always obvious - it can happen quietly, in passing, or even with a laugh. HR’s role is to make sure workplace culture doesn’t let it slip through unnoticed.

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Lone working, including homeworking, can give rise to risks which HR need to be aware of and, through continuous risk assessment, manage. HR Inner Circle members have access to various lone worker resources, including a template policy and risk assessment, in the members’ Vault.

Or perhaps a business has been bought by a company operating outside the UK which proposes to move the undertaking itself abroad. Let’s consider some of the common questions arising in these circumstances.

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As if TUPE isn't complicated enough, what about when the transfer crosses borders? Perhaps a service that previously operated in-house has become the responsibility of a business operating outside of the UK.

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See more on our blog:

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The recent Court of Appeal decision in HMRC v Taylor’s Services Limited considered the position in relation to travel time, where the employer was paying workers £2.50 per hour for time spent travelling from their homes to their place of work on a company minibus.

In this week’s blog we reflect on the lessons which HR can take from this viral moment.

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The recent kiss-cam moment raises some key questions for HR. Can employers discipline employees for behaviour outside work? And when should personal privacy give way to reputational risk?

Gregg Wallace has been banned from working at the BBC after reports of inappropriate behaviour and sexual harassment. Let's delve into some recent cases and look at how you should handle situations where disability and misconduct come together.

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If you’d like to join the HR Inner Circle to get free access to Daniel's Employment Rights Bill Update Service (danielbarnett.com/employmentri...), check out our website (hrinnercircle.co.uk).

But for members of the HR Inner Circle, Daniel Barnett will be delving into each of these developments in much more detail over the coming weeks and explaining their practical impact.

As has been widely reported, a flurry of government-backed amendments to the Employment Rights Bill were published overnight. We've summarised the main changes below.

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Subscribe to our Diversity & Inclusion Calendar for key awareness dates and religious observances to support inclusive planning all year round. lnkd.in/e8Sh5vQp

#hrinnercircle #pridemonth #lgbtq+ #pride #inclusiverecruitment #inclusion #equalityanddiversity

By embedding LGBTQ+ inclusion into every stage of the hiring journey, HR professionals can lead the way in building a more diverse, equitable, and thriving workplace.

Inclusive recruitment isn’t just about compliance – it’s about signalling to all candidates that they will be seen, heard, and valued for who they are.

Pride Month is a celebration – but it’s also a call to action. 🏳️‍🌈 🏳️‍⚧️

With that in mind, this Bike Week, we take a look at how employers can use cycle to work schemes to encourage employees to commute to work by bike.

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From an employer’s perspective, encouraging cycling to work can demonstrates a clear business focus on sustainability. Cycling is also shown to have strong wellbeing benefits.

Many organisations engage volunteers as a flexible additional resource and to save costs. But taking on a volunteer can prove expensive if the relationship is not properly managed. In this article we look at some key points for businesses to be aware of.

There are lots of fantastic resources available here to download if you have volunteers in your organisation that you want to celebrate this week:

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#volunteerweek 🎉