HR Leadership: What Great Managers Do Differently

Effective leadership is pivotal in shaping organisational success and cultivating a productive workforce. The Chartered Institute of Personnel and Development (CIPD) provides valuable insights into what distinguishes great managers from the rest, emphasising behaviours and practices that drive both individual and organisational performance.

Building Psychological Safety in the Workplace: Importance and Best Practices

Building Culture in Hybrid Teams: A Strategic Approach for Sustainable Success

The Importance of a Good Induction Process for New Employees

Recruitment and Retention Trends in 2025: Navigating the Evolving Talent Landscape

Best Practice Guide to Employer Right to Work Check Responsibilities

An Employer Guide to Employment Tribunals and How to Avoid Them

Enhancing Performance Through Effective Supervisions and Appraisals

Supervisions and appraisals are vital components of a high-performing HR strategy. They create structured opportunities for ongoing dialogue between managers and employees, driving professional development, motivation, and alignment with organisational objectives. For HR professionals, implementing best practices in these processes ensures they are constructive, fair, and impactful—ultimately strengthening employee engagement and performance.

This guide explores how to design and deliver effective supervisions and appraisals that support continuous improvement, foster trust, and meet compliance standards within your performance management framework.

For HR professionals, workforce planning is a vital strategy that ensures the organisation has the right talent in place to meet evolving business demands. By proactively aligning workforce capabilities with future goals, HR teams can drive agility, enhance productivity, and reduce costs. In today’s fast-paced market, effective workforce planning empowers HR leaders to anticipate change, close skill gaps, and support sustainable growth.

Effective management of employee conduct is a cornerstone of a productive, respectful, and legally compliant workplace. For HR professionals, addressing misconduct promptly and appropriately is essential to safeguarding organisational culture, maintaining morale, and mitigating legal risks. This guide explores proven strategies for managing workplace behaviour, handling misconduct, and fostering a positive work environment that aligns with company values and employment law.

Health questionnaires are a powerful tool for HR professionals committed to building inclusive and supportive workplaces. When strategically implemented, they help identify employee health needs, enabling organisations to make reasonable adjustments that enhance wellbeing and productivity. Beyond supporting individual employees, health questionnaires also play a key role in ensuring compliance with workplace health and safety regulations and equality legislation.

As April 2026 approaches, HR professionals must prepare for major legislative changes under the Employment Rights Bill that will reshape employee entitlements and workplace compliance. Statutory Sick Pay (SSP) will become accessible from day one of illness, with the three-day waiting period and lower earnings threshold abolished.

Employees will receive either 80% of their average weekly earnings or £118.75 per week, whichever is lower 

Additionally, day-one rights will extend to paternity leave, unpaid parental leave, and whistleblowing protections, reinforcing support for working families and ethical workplace practices.

These reforms aim to improve employee wellbeing, reduce financial hardship during illness, and promote a more inclusive and productive workforce.HR teams must act now to update policies, payroll systems, and training protocols to ensure full compliance and readiness for these transformative changes.

Flexible working arrangements are now a cornerstone of modern employment, enabling employees to balance professional responsibilities with personal commitments. For HR professionals, managing flexible working requests effectively is crucial to maintaining productivity, employee engagement, and legal compliance.

As of 6 April 2024, under the Employment Relations (Flexible Working) Act 2023, employees have the legal right to request flexible working from day one of employment, removing the previous 26-week service requirement.

Additionally, employees can now submit two requests per year, doubling the previous allowance 

Employers must respond to requests within two months, and are required to consult with employees before refusing a request. The process has also been simplified—employees no longer need to justify the impact of their proposed changes.

These changes reflect a broader shift toward flexible work culture and present an opportunity for HR teams to enhance inclusivity, retention, and workforce wellbeing.

The role of Human Resources has evolved beyond traditional functions, with Learning and Development (L&D) emerging as a key area where HR delivers measurable strategic impact. The intersection of HR and L&D is critical in driving organisational growth, enhancing workforce capabilities, and cultivating a culture of continuous improvement.

By aligning L&D initiatives with business goals, HR professionals can boost employee engagement, close skill gaps, and future-proof the organisation. This guide explores how strategic collaboration between HR and L&D can unlock performance potential and support long-term success.

Performance management is a critical component of effective human resource management, aimed at aligning individual performance with organisational goals. Implementing best practices in this area ensures employees remain engaged, motivated, and productive, ultimately driving business success. This guide outlines key principles and practical steps to optimise your performance management process.

Effective supervisions and appraisals are essential elements of a high-performing performance management system. These processes create structured opportunities for continuous dialogue between managers and employees, boosting motivation, improving alignment with business goals, and supporting career development.

This guide outlines 10 best practices to ensure your supervision and appraisal processes are consistent, constructive, and impactful.

Embracing Neurodiversity in the Workplace: Why Inclusion Matters
Neurodiversity in the workplace is gaining significant momentum as businesses recognise the value of embracing neurological differences. Conditions such as autism, ADHD, dyslexia, and dyspraxia are now understood as natural variations of the human brain—not deficits or disorders. Creating an inclusive workplace culture that supports neurodivergent employees is not just about meeting legal requirements or promoting fairness. It also provides a powerful competitive edge, driving innovation, productivity, and diverse problem-solving across teams.

Reasonable adjustments are a vital part of creating an inclusive and equitable workplace. For HR professionals, these modifications or accommodations help remove barriers faced by employees or job applicants with disabilities or specific needs, ensuring equal access to opportunities and support.

By implementing reasonable adjustments, organisations not only comply with the Equality Act 2010 but also foster a culture of respect, accessibility, and productivity. This guide outlines practical steps HR teams can take to assess needs, engage in meaningful dialogue, and apply adjustments that enhance employee wellbeing and organisational performance.

Access to Work is a government scheme provided by the Department for Work and Pensions (DWP) in the UK, designed to support individuals with disabilities or health conditions in obtaining and maintaining employment. This funding can be crucial for creating a more inclusive workplace, enabling individuals to perform to their full potential.

An employee handbook is a foundational document for any organisation, serving as a central resource that outlines workplace policies, procedures, and expectations. For HR professionals, a well-crafted handbook ensures employees understand the organisational culture, their rights, and responsibilities from day one.

Beyond providing clarity, an effective employee handbook helps protect both the organisation and its workforce by promoting consistency, reducing legal risks, and supporting compliance with employment legislation. This guide explores the essential elements of an employee handbook and offers practical tips for developing a clear, inclusive, and legally sound document.