HR & Employment Law Insights

Helping family businesses, start-ups, charities, social enterprises, and other growing or established businesses throughout the UK make sense of HR and Employment Law challenges.

Breaking nearly all of the HR working directives, failing to observe health and safety, and forcing long and inhumane working conditions on his staff, could this person be the worst employer in the world?

Despite being very much loved by everyone around the world, those who work for him could well have a very different opinion of his working practices and constant demands for nothing less than the best.

We are sure you are asking yourself, ‘who is this terrible employer who flouts all the employment laws and fails to take care of his staff? It’s someone you’ll all be very familiar with: Santa Claus.

Here’s a look at why you should be very happy that this festive season you don’t work at the North Pole.


We are reaching the end of 2017, and it is that time of year when we all can’t believe the year has passed so quickly. With Christmas just around the corner, many SMEs will be looking ahead to plan for another year. Do you have a plan in place for 2018?

For a lot of businesses this month is just as busy as every month. Taking time to reflect is something that all successful businesses should always find the time to work on.

We want to share some useful HR related topics to consider going in to 2018.


This time of year, we find ourselves extremely busy supporting clients looking for advice on issues with absence, bullying, sexual harassment, misconduct, drink driving and other employment related matters that have occurred due to the annual Christmas party.

We’re not the HR police, but we don’t want to see you suffering a hangover this Christmas having to deal with HR issues following what should be a time of celebration. 

It’s important that you realise the potential issues which could arise as a result of a Christmas party whether this is in the office, within working hours, out of hours or away from the office.  Regardless of when and where you hold the event, this is seen as an extension of the workplace and normal employment rules apply around behaviour.


Businesses these days are very good at communicating with their customers or prospective customers, particularly with the use of social media.

However, how effective are you at communicating with your staff?  Communication (or lack of) is still one of the main areas of concern we hear from employees.  Are you doing enough to communicate internally?


With winter just around the corner, you may want to think about how this can affect your business.

We wanted to take this opportunity to give you effective tips to avoid headache during the winter season.

Benefits of Retainer-Based HR Services

When most organisations hear the words “retainer agreement,” they run the other direction. After all, most retainer agreements are plagued with feelings of long-term commitment and spending money without a solid guarantee of what’s being received in exchange for payment.


What do your employees want?

It’s getting harder to attract quality candidates to come and work for you, and finding the right staff is a phrase we hear often from our clients.

Are you finding it difficult to attract and retain good quality people?

Do you understand what your employees want?

Earlier this year, research by the job board CV Library showed that that 84% of UK workers were looking for a new job, with 36% stating that they disliked their current role. 

The challenge for you is not just to attract new employees, but to retain them too. The only way to do so is to create an environment that engages, excites and encourages your existing and prospective people.

Here are 4 things that should be on your radar for 2018 and will help you give what your employees want:


On 25 May 2018, the 2016 EU General Data Protection Regulation (GPDR) will be implemented in the UK.

 The GPDR defines personal data as

any information relating to an identified or identifiable natural person (‘data subject’); an identifiable natural person is one who can be identified, directly or indirectly, in particular by reference to an identifier such as a name, an identification number, location data, an online identifier or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural or social identity of that natural person.”