Ask the expert: Alternative positions after redundancy
When making a role redundant, employers must offer suitable alternative positions to the affected employee first, before opening the role to external or internal candidates. A more junior position in the same team may constitute suitable alternative employment, which the employee should be given the opportunity to accept or refuse with a statutory four-week trial period.
Managing absence: The critical role of technology
Technology plays a critical role in managing employee absence effectively, automating the reporting process, ensuring procedures are followed consistently, and providing HR with real-time data to intervene in individual cases. With absence costing UK businesses an average of £692 per employee annually, investing in absence management software can quickly pay for itself while reducing operational disruptions and supporting employee wellbeing.
Caption competition: And the winner is…
Our monthly caption competition celebrates Cliff Richard’s Summer Holiday film with creative entries from readers. Chris Hopkins takes the prize with a humorous Botox joke about the iconic 1963 movie scene.
Software-as-a-service and talent management
Explore whether software-as-a-service is the right choice for learning and talent development. This article examines key benefits like reduced costs, faster implementation, and IT resource savings, while helping employers decide if SaaS-based talent management solutions fit their organizational needs.
HR tip: Is ‘old boy’ discriminatory?
Using “old boy” to address male colleagues can constitute age and sex discrimination. While unlikely to result in legal action, it’s best to respect colleagues’ preferences and use names instead, which projects warmth and professionalism.
A new era of collaboration technology
Collaboration technology like social media is transforming how businesses work, but it demands a new approach to web security. Organizations must balance productivity with compliance while protecting sensitive data through content-aware security solutions that enable rather than block employee activity.
HR in the future: The impact of technology
Technology is reshaping HR departments by automating processes and shifting talent management from HR-exclusive functions to broader business priorities. While automation raises concerns about the human element, experts argue technology will enhance communication and enable line managers to make more informed decisions about their teams.
How to… manage redundancies
Managing redundancies requires sensitivity and care to protect both departing employees and those remaining. Managers should get proper legal advice, clearly communicate that jobs—not people—are redundant, plan meetings thoroughly, support survivors, and maintain regular communication to minimize disruption and maintain organizational values.
Real succession management
Succession management is a strategic framework that goes beyond identifying suitable candidates for senior roles. It encompasses resource planning, capability development, and organizational design to ensure your company has the right people with the right skills when needed. Lisette Howlett explores common succession management mistakes and key factors for an effective process.
HR snooping: Facing up to Facebook
HR departments must carefully balance monitoring employees’ social media activity with privacy concerns and legal risks. Unguarded social media posts can lead to breaches of confidentiality, reputational damage, and bullying complaints, requiring clear policies on acceptable conduct and disciplinary procedures.
Ask the expert: Disciplinary procedure for probationers
Probationers have the same legal status as permanent employees and employers must follow the ACAS Code of Practice for any disciplinary action, including dismissal. Failing to follow proper procedures can result in compensation increases of up to 25% if discrimination or other protected claims are involved.
Legislation update: Employee dismissals
A recent court ruling clarifies that dismissal is only effective when an employee actually receives and reads the termination letter, not when the employer sends it. Employers cannot assume dismissal takes effect on the date of posting, particularly if the employee has a reasonable excuse for not accessing the letter sooner.
How to be a great HR director
Courage is the key attribute that separates good HR directors from great ones. Successful HR leaders must be candid, willing to take stands on controversial issues, and champion people-focused initiatives even when financial returns aren’t immediately clear.
Why HR should upgrade their recruitment systems
Modern recruitment management systems help HR teams streamline hiring processes, manage candidate volume effectively, and maintain employer brand reputation. These tools reduce cost-per-hire, save administrative time, and ensure compliance while integrating seamlessly with existing HR systems.
Make change sustainable with ‘change champions’
Change champions—dedicated advocates embedded in business units—are key to making organizational change sustainable. Unlike traditional change programmes that fail due to lack of engagement, change champions act as catalysts for commitment, behavior change, and long-term adoption by connecting leadership vision with frontline implementation.
Power methods for developing HR staff
Discover the most effective methods for developing your HR team’s skills and careers. Research shows that investments in staff development deliver three times more impact than HR technology investments, with stretch roles, internal networking, and custom training emerging as the most powerful approaches.
Success in a recession: The kitchen cabinet
Successful leaders rely on informal “kitchen cabinets”—networks of trusted mentors, allies, and experts who provide objective advice and challenge their thinking. HR professionals can foster positive informal networks by understanding how these groups form and ensuring leaders have access to trusted advisors outside their immediate business environment who can offer unbiased guidance.
HR tip: Too hot to work?
When hot weather makes working uncomfortable, employers should take steps like improving ventilation, allowing light clothing, and providing cold drinks. Only in unbearably hot conditions with no relief options should employees be sent home.
Unemployment leaps to 2.43 million
Unemployment surged to 2.43 million in the three months to June, the highest level since 1995, with the jobless rate rising to 7.8%. Young people aged 18-24 were hit hardest, with unemployment at 17.2%, while job vacancies fell to their lowest level since 2001.
Online payslips: A step too far?
Electronic payslips offer companies cost and environmental benefits, but their adoption depends heavily on company culture, employee comfort with technology, and whether workers prefer physical documents for pay records and dispute resolution.
