This month sees National Minimum Wage increases from 1 April - if your contracts state any pay changes will be notified to you in writing you should provide a letter to confirm the changes. Want to check a salary? We recommend salary / 52.143 weeks / hours worked per month. Need a letter template get in touch.
On 6 April 2025, employees have a new day-one right to take up to 12 weeks' neonatal leave. It’ll apply when they have a child aged 28 days or younger who receives specialist neonatal care for a continuous period of seven days or more. They’ll be entitled to one week of Neonatal leave for each week the child is receiving neonatal care and it must be taken within 68 weeks of the child’s birth.
Employees will also have a right to statutory neonatal pay if they meet service and minimum earnings requirements. For our monthly 'peace of mind' plans we are providing a policy or updating your handbook so you have this covered. Not on our monthly plan? No problem, we can provide a policy and documents you may need just give us a call.
HR can save you time, money and hassleLots of business owners don't want to invest in preventative HR. They'd rather just pay for HR consultants like us to fix issues as they arise.
This is great for us, as it creates lots of high-value, billable work. But this way of thinking is not great for you.
It's short-sighted and far more expensive to your business than preventative HR, in terms of time, money and hassle.
That's why we encourage you to take a long-term, preventative approach to your HR.
Here are 6 ways that preventative HR can save you time, money and hassle:
1. Staying legally compliant
When businesses take a reactive approach to compliance, it's very likely that you'll end up at an Employment Tribunal paying thousands in legal fees.
2. Train your managers to lead effectively
You know what they say..."People don't leave jobs, they leave people".
Great managers will help your business to thrive. Bad managers will put your business into survival mode. That's why training your managers to be great leaders is essential.
3. Prioritise employee wellbeing
Supporting your employees’ wellbeing isn’t just good for them—it’s good for your business. A healthy, happy workforce is more productive and less likely to leave.
4. Develop and enforce clear policies
Clear policies help you to set expectations and handle issues consistently. They also protect your business by ensuring everyone understands the rules.
5. Manage performance
Addressing performance issues early prevents them from escalating and impacting your business. Proactive performance management ensures that your team are productive and aligned with your goals.
6. Encourage open communication
Encouraging open communication helps you to address concerns before they become bigger issues. It also builds trust and boosts employee morale.
Preventative HR is about staying ahead.
By implementing these measures, you’ll create a more efficient, compliant and engaged workplace.
If you’re unsure where to start, let’s talk.
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Latest News
Gender bias isn’t just limited to job adverts - it’s creeping into performance reviews as well.
A recent study found that 78% of women were described as 'emotional' in workplace evaluations, compared to just 11% of men. This kind of language bias can hold back talented employees and disrupt team performance.
As a business leader, it’s important to ensure that your performance reviews are fair and objective:
• Provide bias awareness training for managers to improve decision-making.
• Standardise evaluation criteria to create consistency across the board.
By addressing these biases, you can build a more equitable workplace, retain top talent and enhance your organisation’s performance. Have you reviewed your appraisal process recently?
With recent rollbacks of federal equality, diversity and inclusion (EDI) initiatives in the U.S., UK businesses might feel the ripple effects, especially those with transatlantic ties.
It's a great opportunity for UK employers to double down on their EDI strategies. Review your approach, tailor it to your organisation and ensure that inclusion remains a core value.
A strong EDI strategy isn’t just good for employees. It drives innovation, retention and business growth. We can help to make sure your strategy is ready for any changes that lie ahead.
https://www.hrmagazine.co.uk/content/news/how-will-trump-s-anti-dei-policies-affect-programmes-in-the-uk/
Employee turnover is on the rise, with 39% of UK workers considering a job change in the next 12 months (up from 33% in 2024).
Keeping your best people means taking action now. We can help you to hold on to your top talent.
39% of UK workers considering a new job in the next 12 months
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Story 2:
Let’s be honest – managing employees is hard work. It’s time-consuming, often stressful and sometimes just plain exhausting.
And that’s when everything’s running smoothly.
Think about the hours spent handling annual leave requests, tracking absences, planning training sessions and monitoring productivity. Add in 1-2-1s, team meetings and disciplinaries, and it’s no wonder it feels overwhelming.
But here’s the good news: it doesn’t have to be this way.
Enter HR software.
It’s the tool that takes care of those repetitive HR tasks, freeing up your time and making life easier for everyone.
The benefits are huge, but let’s focus on the top three:
1. It saves you time
HR software automates the tasks that drain your time, like managing holiday requests, tracking absences or updating employee records. No more drowning in paperwork or losing files in bulging cabinets.
2. It keeps everything in one place
Access all your employee data in one secure, centralised system – anytime, anywhere. Whether you’re working remotely or on the go, you’ll have the information you need at your fingertips.
3. It supports employee development
From scheduling 1-2-1s and performance reviews to tracking training courses, HR software keeps everything organised.
And that’s just the start. From safeguarding sensitive data to improving absence management, HR software is a game-changer.
If you’re not using it yet – or you’re not thrilled with your current solution – let’s chat. I can help you to find the best fit for your business and even get y
ou set up.
We partner with Breathe, it's affordable for clients, does more than the basics with performance, training, absence as modules included in the core hr software. We love Perform at the moment as you can set Company Goals, link objectives to the goals, schedule one-to-ones and employees can take ownership for their deliverables.
Sickness triggers means we can support you with frequent short-term and long-term absentees by having access to absence records. We've created a new return to work form to use in conjunction with Breathe and working on manager support documents to reduce high levels of absence. Read more on the link below:
https://eastmidlandshr.com/hr-system/
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1. What should I do if an employee refuses to sign an updated workplace policy?
It’s important to explain the policy changes clearly and address any concerns your employee may have. Keep a record of all communications and provide the updated policy in writing. While a signature shows acknowledgement, the policy can still be enforced if it’s reasonable and communicated properly. Reach out for support if you can't resolve the issue.
2. Can I monitor my employees' emails or internet usage during work hours?
Yes, but under the Data Protection Act 2018, monitoring must be lawful, fair and proportionate. Inform employees through clear policies and justify monitoring with a legitimate business reason, like productivity or security. It should never be excessive or invasive. If you need help in balancing business needs with employee privacy, get in touch.
3. What are my responsibilities if my employee requests adjustments due to a disability?
Under the Equality Act 2010, you must make reasonable adjustments to remove workplace barriers for disabled employees. Speak with the employee to understand their needs, review any medical evidence and implement changes, such as flexible working or assistive equipment. Adjustments should be made promptly and reviewed for effectiveness. Failing to act could lead to a discrimination claim. For guidance, we’re here to help.
Make use of our 30 minute complimentary consultation for new clients -
book your slot with https://calendly.com/nicky-6cy
phone 01604 406443 or
email [email protected]
East Midlands HR Limited is a company registered in England and Wales with company number 12030304. VAT registration number is: GB 337 82 52 82
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