Getting the right people in the door — and setting them up to stay.
Job Descriptions
The short answer is yes — here's why, and how to write them without it taking all day.
Read article → Job DescriptionsSmall teams wear many hats. Here's how to write a job description that reflects reality without creating a legal headache.
Read article → Job DescriptionsPay transparency is increasingly expected — and in some cases legally relevant. Here's what you need to know.
Read article →Interviewing
Some questions seem harmless but can land you in serious trouble. Here's what to avoid — and what to ask instead.
Read article → InterviewingNo HR background? No problem. A practical guide to structured interviews that actually tell you something useful.
Read article → InterviewingIt's tempting — but there are real risks. Here's what's legally safe and what could get you into trouble.
Read article →Onboarding
Right to work checks, contracts, starter forms — here's your day one checklist so nothing gets missed.
Read article → OnboardingThe law changed in 2020. Here's what you're now legally required to provide — and when.
Read article → OnboardingYes — but only if you do it correctly. Here's how to extend a probation period without creating a bigger problem.
Read article →The day-to-day stuff that comes up every week — handled properly.
Absence Management
It's a delicate situation. Here's how to handle your suspicions properly — without accusations you can't back up.
Read article → AbsenceWhen someone has been off for weeks or months, the process matters. Here's a step-by-step guide to doing it right.
Read article → AbsenceYou can — but only in specific circumstances. Here's when it's appropriate, and how to avoid discrimination claims.
Read article →Performance Management
There's no magic number — but there is a process. Here's what a fair and legally defensible procedure looks like.
Read article → PerformanceThey look similar but need completely different processes. Getting this wrong is one of the most common employer mistakes.
Read article → PerformancePIPs done properly protect you and give employees a fair chance. Here's how.
Read article →Grievance Handling
Not every complaint is a grievance — but knowing the difference matters. Here's how to tell, and what to do with each.
Read article → GrievanceWhen you're the subject of a complaint, you can't investigate it yourself. Here's how to handle it without making it personal.
Read article → GrievanceIt happens more than you'd think. Here's how to manage both processes fairly — and avoid the whole thing unravelling.
Read article →Endings are where employers are most exposed. Get the process right and you're protected.
Dismissal
Gross misconduct can justify instant dismissal — but "gross" is a higher bar than most employers realise.
Read article → DismissalThey sound similar but they're completely different legal claims. Here's what each means for you as an employer.
Read article → DismissalProbation doesn't mean you can do whatever you like. Here's what employment rights apply from day one.
Read article →Redundancy
Redundancy isn't a catch-all solution for managing people out. Here's when it genuinely applies — and when it doesn't.
Read article → RedundancySelection has to be fair and objective. Here's how to build a process that protects you — and survives scrutiny.
Read article → RedundancyOne of the most dangerous areas for employers. Here's exactly what the law says — and what you must do differently.
Read article →TUPE
A plain English explanation of what TUPE means and when it applies.
Read article → TUPEGenerally yes — but there are nuances. Here's what TUPE obligates you to do.
Read article → TUPEThe consequences are significant. Here's what's at stake, and why getting proper advice before a transfer is non-negotiable.
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