When writing an article for HRZone, please read and comply with style guide (updated for 2026).
Article requirements
- Topic aligns with one of HRZone’s 2026 editorial themes
- Word count depends on the content format agreed with the editor (see format types below).
- Gets straight to the point – there’s no pointless scene-setting.
- Offers something new, fresh or thought-provoking – it’s not something we’ve seen a thousand times.
- Is made for reading online – no huge chunks of text but light paragraphs with extensive use of subheadings.
- Provides real insight – it’s not just pushing forward towards a particular course of action.
- Include a bulleted list of 3-5 key takeaways – this list will feature at the end of your piece to help direct the HR reader with your key message and next steps.
Use of generative AI to write articles
We do not accept articles written by generative AI. We want your unique human voice to shine through and stand out. You may, however, use it to support your article writing process. For example, to help you with inspiration, structuring or research (although please fact check all claims).
If the editor suspects your article was written by GenAI, it is at their discretion to reject the article or request a rewrite.
Back up all claims
All statistics and claims MUST be hyperlinked to the original source. Include the link in the main body of the article. Do not use footnotes or a reference list.
Use active voice
Where possible use active voice (not passive voice). Sentences in the active voice are often clearer and more succinct than those in the passive voice, which are typically longer and wordier.
Standard style requirements
- Article titles: should not be submitted with upper case letters for each word.
- Full stops: please ensure that single spaces are used after full stops only.
- Numbers: one to nine should be spelt fully, 10+ should be numerical.
- Percent: all percentages should use the symbol e.g. 50% except at the beginning of a sentence where the number should be spelt out fully and the word ‘percent’ used e.g. Forty percent.
- Speech marks: double speech marks should be used ONLY for direct quotations. Otherwise use single quotation marks.
- Paragraphs: should be kept short – 45 words is good to aim for.
- Sub-headings: just be used to break up the flow – no more than three paragraphs prior to using a sub-heading. Only the first letter of the first word of the sub-heading should be capped up.
- Bullet point lists: When each list item is a complete sentence, add a full stop at the end. When each list item is not a standalone sentence, omit the full stop.
Content format guidelines for 2026
Updated based on audience research showing 78% of HR professionals find content either too shallow, too generic, or too overwhelming to filter effectively.
When pitching articles, specify which content format you’re proposing. Adhering to these guidelines increases the likelihood of acceptance.
Case studies and organisational examples
Word count: 1,000–2,000
An honest exploration of how an HR leader or team tackled a specific challenge, sharing both successes and missteps so others can learn from the experience.
What we’re looking for:
- Real organisations addressing genuine problems (not polished PR stories)
- Transparency about what didn’t work as well as what did
- Specific decisions, trade-offs, and turning points
- Measurable outcomes alongside qualitative impact
- Projects or approaches not widely documented elsewhere
Structure to follow:
- The context and problem: What prompted action? What was at stake?
- The approach: Why this strategy? What alternatives did you consider?
- The implementation: Key decisions during rollout, obstacles encountered
- The impact: Quantitative results and qualitative outcomes
- The lessons: Honest reflection on mistakes and what you’d change
- What’s next: How you’re building on this learning
Critical requirement: If you can only share the success story without the full learning experience – including setbacks, mistakes, and trade-offs – do not pitch a case study. Our readers value honesty over polish.
Name the organisation when possible. Anonymised case studies are acceptable when commercial sensitivity or employee privacy requires it.
Research findings and data-driven insights
Word count: 600–1,000
Expert analysis that synthesises new research, pulls out the most significant findings, and translates them into actionable insights for HR practice.
What we’re looking for:
- Fresh research (not widely covered topics)
- Critical analysis, not just data reporting
- Practical implications for HR professionals
- Clear connection between findings and action
Include:
- Brief overview of the research scope and methodology
- Three to five key findings (avoid statistical overload)
- Expert commentary on why these findings matter
- Actionable takeaways for different contexts
- Critical analysis of limitations or implications
All data must link to the original source. No footnotes or reference lists – embed links in the main text.
Long-form guides and frameworks
Word count: 1,500–2,500
Detailed, practical guidance that goes beyond theory to provide step-by-step implementation support for a specific HR challenge.
What we’re looking for:
- Depth on a specific challenge (not broad overviews)
- Actionable frameworks readers can adapt
- Recognition of different contexts (budget, sector, size)
- Real examples illustrating each step
Best practices:
- Use subheadings and bullet points to break down complexity
- Get straight to the practical guidance – skip lengthy introductions
- Provide examples throughout to illustrate points
- Include visual frameworks or process diagrams where helpful (ideally your own, as we need permission from the copyright holder to publish these)
- Address different organisational contexts explicitly
- Conclude with key takeaways and an actionable next step
Language: Plain, decisive, jargon-free. Write as if advising a colleague facing this challenge tomorrow.
Legislative and compliance updates
Word count: 800–1,200
Timely, accessible guidance on UK employment law changes, written for HR practitioners who need to understand implications and take action.
What we’re looking for:
- Expert legal knowledge translated into plain language
- Clear explanation of what’s changing and when
- Practical guidance on preparation and compliance
- Real examples of how organisations are responding
Examples include:
- Employment tribunal cases with lessons for HR practice
- Step-by-step preparation guides for legislative changes
- Analysis of Employment Rights Bill implications
- Practical compliance checklists
Avoid legal jargon where possible. When technical terms are necessary, explain them clearly.
HR leader perspectives
Word count: 800–1,200 (written) or 20–30 minutes (video)
First-person accounts from HR leaders about specific challenges they’ve navigated, offering peer insights rather than expert instruction.
What we’re looking for:
- Senior HR professionals (Director/Head level or equivalent)
- Genuine learning from difficult situations
- Perspectives that challenge conventional HR thinking
- Candid reflection on mistakes and evolution
We want perspectives that make readers think differently about their work, not interviews promoting standard practices or corporate messaging.
If pitching yourself or someone else, tell us:
- Their current role and relevant expertise
- The specific challenge or perspective they’ll explore
- Why their experience offers fresh insight
- Whether they have a platform or following (not required, but useful context)
Thought leadership with a genuinely fresh angle
Word count: 800–1,000
Provocative opinion pieces that challenge conventional HR thinking, backed by evidence and expertise.
Critical requirement: Our audience is tired of surface-level thought leadership. We will be highly selective. If your piece regurgitates widely held views with different words, it will be rejected.
What makes thought leadership acceptable:
- Challenges established beliefs with credible evidence
- Offers a perspective rarely voiced in HR circles
- Backed by recent, credible data or extensive practitioner experience
- Makes readers question their assumptions and consider new approaches
- Author has deep expertise in the topic area
Questions to test your pitch:
- What’s genuinely unique about this angle?
- What recent credible data supports this perspective?
- Why hasn’t this been widely discussed before?
- How will this change how HR readers think or act?
- What makes the author qualified to take this position?
Topics that work: Power dynamics, ethical dilemmas, self-criticism of HR practices, challenging sacred cows in people management.
Topics that don’t work: Generic ‘the future of work is changing’ pieces, broad calls for HR to be more strategic without specific direction.
Sponsored articles
Sponsored articles are a way for brands to position themselves as experts on a topic related to their offering. These features are NOT advertorials. These articles must be vendor agnostic and avoid product or service placement in the main body. At the end of the piece, 100 words of promotional copy, with a link, can be included. For more details, download our media pack.
What we don’t want (across all formats)
To save everyone time, here’s what our audience research shows readers are tired of:
Content that:
- Feels generic or could have been written by AI
- Identifies problems without offering practical solutions
- Presents only polished success stories without acknowledging challenges
- Rehashes widely covered topics without fresh perspective
Format-wise:
- Surface-level listicles without depth
- Broad overviews attempting to cover too much
- Statistical overkill without analysis
- Long introductions before getting to the point