Leaders lacking HR support
Over half of UK business leaders worry about performing their jobs but rarely turn to HR for support, according to research by Richard Events. While many leaders recognize they need skill development, especially in relationship building, only 2% would confide in HR—preferring family, managers, or personal coaches instead.
Spelling disaster. By Sarah Fletcher
Nearly half of employers claim spelling and grammar errors on CVs are less serious than behavioral issues like chewing gum or inappropriate dress, despite viewing poor writing as a significant problem. HR professionals debate whether businesses or schools bear responsibility for addressing this widespread issue in job applications.
Professional development: Should the employee decide? By Lucie Benson
Employee development plans work best when responsibility is shared between HR, line managers, and employees themselves. While HR should facilitate options and managers guide decisions, employees increasingly expect autonomy in choosing their own training and development paths.
Cartoon: Smokers protest
A cartoon depicting smokers staging a protest. The image humorously illustrates the tensions between smokers’ rights and public health regulations, capturing a moment of social commentary through visual satire.
Ask the expert: Probation problem
Employers can dismiss probationary employees with less than one year’s service by giving contractual notice without following full disciplinary procedures, unless the dismissal relates to protected grounds like pregnancy or discrimination.
Talent Management: Don’t dismiss, talk. By Louise Druce
Before dismissing underperforming employees, managers should engage in dialogue to understand root causes of underachievement. By identifying what motivates individuals and addressing underlying issues, companies can often retain valuable talent and improve performance rather than incurring costly replacement expenses.
Change management: Use your common sense!
Many UK organisations mishandle change management, often failing to consult staff, provide training, or consider employee impact. A consultant argues that blaming staff for “resisting change” is unfair when changes are poorly implemented and managed.
It’s about time…
HR departments waste time on administrative tasks and copying generic policies without tailoring them to their organization’s culture, argues consultant Denis Barnard. He contends that this approach undermines employee buy-in and distracts from HR’s core strategic purpose.
HR tip: Disciplinary and the police due to criminal damage
Employers should proceed with their own disciplinary process immediately when an employee commits criminal damage, regardless of police involvement. Follow your standard procedures, conduct a thorough investigation, and make disciplinary decisions based on available evidence rather than waiting for criminal charges to be resolved.
Can an employer give a bad reference? By Charles Price
Employers have no legal obligation to provide references but must take reasonable care to ensure they are accurate and not misleading. Bad references can expose employers to liability if they’re negligent or deliberately defame an employee’s character.
Q&A: Bullying and harassment in the workplace
Workplace harassment is unwanted conduct that violates dignity or creates a hostile environment, defined by its impact on the recipient rather than the perpetrator’s intent. Employers must investigate complaints seriously, address suspected bullying proactively, and enforce clear anti-harassment policies to protect all employees.
Colborn’s Corner: Leading staff to their deaths?
Construction industry deaths are rising, prompting unions to call for increased safety inspectors and reversing budget cuts. While health and safety policies are essential, inconsistent enforcement and overly broad regulations undermine their effectiveness; targeted inspections addressing real workplace hazards prove more valuable than blanket compliance measures.
Ask the expert: Discrimination?
Family status alone isn’t protected against discrimination in UK law, but requiring an employee to work 12 hours daily may violate Working Time Regulations regardless of personal circumstances. Legal experts advise the employee to confirm compliance with contract terms and raise a formal grievance if the employer takes action.
Improving performance and setting goals. By Annie Lawler
Clear goals and open communication are essential for improving employee performance and preventing underperformance. Setting specific expectations combined with visualization and reinforcement techniques helps employees understand what’s needed and stay motivated to achieve agreed objectives.
Court orders Home Office to re-employ sacked interpreters
An employment tribunal has ordered the Home Office to re-employ two interpreters it previously sacked after they complained about being hired to “do nothing” for 15 years. The judge criticized the department as “one of Britain’s least impressive managements” and awarded each woman £75,000 in compensation along with reinstatement.
Pensions consultation: keep it simple
Mercer urges the government to maintain a simplified regulatory approach to private pensions, focusing on basic incentives for employers rather than widespread deregulation. The consulting firm questions the feasibility of complex pension reforms, warning that flexibility in schemes could disappoint members and lead to re-regulation.
Culture shift required to help ethnic minority women in the workplace
A major investigation reveals Pakistani, Bangladeshi, and Black Caribbean women face significantly greater workplace barriers than white women, despite equal qualifications. The Equal Opportunities Commission calls for cultural intelligence and systemic change to address hidden discrimination and unlock the talent of Britain’s growing ethnic minority workforce.
You can’t be a slob if you work a McJob. By Sarah Fletcher
Fast food restaurants employ surprisingly effective management practices despite high turnover, according to researcher Jerry Newman’s undercover study. Newman argues that success depends on hiring for cultural fit and making jobs feel challenging rather than trivial, which builds employee self-worth and reduces costly turnover.
Vodafone: Improving the employee experience. By Sarah Fletcher
Vodafone fills nearly two-thirds of job vacancies with existing staff through improved internal transparency and employee development initiatives. By creating a clear recruitment process and promoting career opportunities across the organization, the company maintains high engagement while managing large candidate volumes effectively.
Flexible benefits for a flexible workforce
Flexible benefits allow employees to choose from a customized package of perks suited to their individual needs, helping employers attract and retain talent while controlling costs. This approach has become more accessible to small and medium-sized businesses through improved technology and software solutions.
