‘All reasonable steps’: introducing your new HR obsession - HR Inner Circle During a recent webinar delivered as part of our Employment Rights Act Update Service, Darren Newman made a very interesting point about the way in which the

Employers need to take all reasonable steps to prevent third party harassment.

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Although the burden might be shifting on ‘all reasonable steps’ (at least insofar as third party harassment is concerned), employers are still going to need to approach the concept in the same way.

From Awareness to Accountability: Reflecting on Race Discrimination in the Workplace - HR Inner Circle Last week marked the International Day for the Elimination of Racial Discrimination – a day focused on raising awareness of race discrimination globally. The

As we reflect on last week’s awareness day, the key takeaway is this: the Equality Act 2010 does not simply require employers to respond to discrimination. It requires them to anticipate, prevent, and, if at all possible, eliminate it.

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Top 10 tips for managing underperforming employees - HR Inner Circle Managing underperformance is rarely straightforward and requires a balanced approach that combines clear expectations, early intervention, and a fair,

Managing underperformance is rarely straightforward and requires a balanced approach that combines clear expectations, early intervention, and a fair, well-documented process.

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Neurodivergence, ‘over-diagnosis’ and the workplace: why HR must focus on impact, not labels - HR Inner Circle Debates about neurodivergence have taken on a new tone in the past year. Concerns about the ‘over-diagnosis’ of conditions such as ADHD and autism have

In a climate of growing public debate, HR’s role is therefore not to police diagnosis. It is to ensure that workplaces remain fair, lawful and responsive to the people within them.

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When do collective redundancy consultation obligations kick in? - HR Inner Circle Against this back-drop, here are the key facts for employers to consider when working out whether or not they are in a collective consultation situation:

If they do, and the business has not taken the time to understand and comply with their obligations, then the exposure is potentially huge.

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Employers need to take the time to consider carefully, whenever redundancies (or large scale ‘no-fault’ dismissals) are in the offing, whether their proposals trigger collective consultation obligations.

Small, thoughtful steps can help employers demonstrate cultural competence, reduce legal risk, and strengthen employee trust during Ramadan.

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As Milrine shows, forgetting (or mishandling) the appeal process can be the difference between a lawful exit and an unfair dismissal.

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Dismissal decisions are rarely judged in isolation. Tribunals look at the whole journey – and the appeal is often the final, critical chapter.

What rights do employers have where there has been an overpayment of wages? In this article, we look at how overpayments of wages are treated under UK law.

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The lesson from Taylor Swift isn’t that everyone should give eye-watering bonuses. It’s that reward, when authentic and well-timed, is powerful.

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For HR, the challenge is to balance that emotional impact with the legal and commercial realities - ensuring generosity doesn’t come at the cost of control.

If enacted, the Regulations will apply from 6th April 2026. We’ve broken down what these changes mean, and what employers should be doing now to prepare.

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On 29 December 2025 the Paternity Leave (Bereavement) Act 2024 was brought into force and, shortly afterwards, the draft Bereaved Partner’s Paternity Leave Regulations 2026 were quietly published.

With everything going on with the ERA at the moment, you'd be forgiven for missing the latest updates on paternity leave, which have gone rather under the radar.

The smart workplace requires smarter governance. HR must remain at the centre of surveillance decisions, working closely with IT and legal teams to balance innovation with employee privacy.

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For HR professionals, this case is less about sausage rolls and more about sticking to fundamentals – and not losing sight of them when the facts grab the headlines.

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After months of parliamentary back-and-forth, the Employment Rights Bill has finally cleared the House of Lords and has today (18th December 2025) received Royal Assent.

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Lando Norris’ championship season shows what becomes possible when authenticity and fairness coexist: people perform better, teams grow stronger, and organisations achieve results they might otherwise consider out of reach.

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For workplaces National Grief Awareness Week is an opportunity to pause, learn, and create environments where grief is understood rather than avoided.

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Pregnancy gives employees a distinct legal status in the workplace, and employers need to recognise and respond to this responsibly. Time off should be granted, risks properly assessed and managed, and their priority considered in any redundancy process.

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Whistleblowing can be challenging. To help cut through the noise, here’s a practical overview of the two key whistleblowing claims in UK law - and what recent decisions mean for your organisation.

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‘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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