Returning to work after maternity leave presents unique challenges for new mothers—particularly those who wish to continue breastfeeding. For HR professionals, understanding and supporting employees’ rights around breastfeeding and milk expression is essential for fostering a respectful, inclusive, and legally compliant workplace.

In the UK, breastfeeding employees are protected under several regulations, including the Equality Act 2010, which prohibits discrimination, and the Workplace (Health, Safety and Welfare) Regulations 1992, which require employers to provide suitable rest facilities for expressing milk. Toilets are not considered appropriate for this purpose 

Employers should also conduct risk assessments for breastfeeding employees and offer flexible working arrangements where needed.

Providing a clean, private space and access to a fridge for milk storage not only meets legal obligations but also supports employee wellbeing and retention.

This guide outlines best practices for HR teams to create a breastfeeding-friendly environment, including policy development, communication strategies, and practical accommodations that benefit both employees and the organisation.

Maternity leave is a crucial element of employee benefits that supports parents during a significant life transition. It encompasses various aspects, including antenatal appointments, duration of leave, pay structure, annual leave implications, and processes for returning to work. This blog aims to provide clarity on the various dimensions of maternity leave.

Infertility is a complex and often emotionally challenging experience that affects many individuals and couples, yet it is not a topic commonly addressed in workplace environments. As organisations strive to create inclusive and supportive workplaces, it is essential for HR professionals to understand how to manage infertility sensitively. This article will explore practical approaches to handling this issue, emphasising the significance of clear policies and fostering open dialogue.

A recent employment tribunal has underscored the importance of maintaining professional standards during remote work—regardless of the day or setting. The case involved a digital production manager at the Financial Services Compensation Scheme (FSCS) , who was dismissed after unintentionally exposing himself during a Microsoft Teams meeting while not wearing clothing from the waist down.

Workplace policies are a foundational element of effective human resource management. They provide clear guidance on roles, responsibilities, and behavioural expectations, helping both employers and employees navigate day-to-day operations with confidence and consistency.

For HR professionals, developing comprehensive and accessible policies is essential for promoting a productive, compliant, and respectful work environment. Well-defined policies not only protect the organisation from legal risks but also safeguard employee rights and wellbeing. This guide explores how to create and implement workplace policies that support organisational goals, foster transparency, and enhance employee engagement.

Toxic workplace behaviour can significantly impact employee morale, productivity, and retention. It is essential for organisations to address these behaviours promptly and effectively to foster a healthy work environment. Here are some strategies for identifying and managing toxic behaviours in the workplace.

Employee engagement is crucial for fostering a productive and positive workplace. According to the Chartered Institute of Personnel and Development (CIPD), engaged employees contribute significantly to organisational success by improving performance, reducing turnover, and enhancing overall workplace morale. Here are best practice tips, grounded in CIPD guidance, to boost employee engagement within your organisation.

An accurate job description is fundamental to every successful organisation. It serves as the foundation for various HR processes, from recruitment to performance management. A well-crafted job description does more than clearly define roles; it aligns employee expectations, enhances job satisfaction, and ultimately drives organisational success.

Supporting Employees Undergoing Fertility Treatments: A Call to Action for Employers

Managing stress and long-term absence in the workplace is a critical challenge for HR professionals. Effective management not only supports employee well-being but also enhances organisational performance. Here are some best practices based on CIPD advice to help you navigate this complex issue.

The UK government's recent amendments to the employment rights bill extend measures against exploitative zero-hours contracts to include agency workers. This legislation grants agency workers the right to contracts with guaranteed hours based on a 12-week reference period, though they can opt to remain on their current contracts.

An employment contract is a legally binding agreement that defines the working relationship between employer and employee, outlining expectations, rights, responsibilities, and obligations. It is crucial for both parties: it provides job security and basic rights for employees, while protecting the business and ensuring compliance for employers.

Best Practices for Diversity, Equity, and Inclusion in the Workplace

Creating a diverse, equitable, and inclusive workplace is essential for fostering innovation, improving employee satisfaction, and enhancing overall organisational performance. Here are some best practices that can help organisations effectively implement and sustain DEI initiatives.

Attracting and Retaining Gen Z Talent: Current Insights and Strategies

As organisations navigate the complexities of today’s workforce, attracting and retaining Gen Z talent has become a top priority. Born between the mid-1990s and early 2010s, this generation brings unique characteristics and expectations to the workplace, necessitating tailored approaches for engagement. Recent research sheds light on effective strategies for attracting and retaining these individuals.

The Positives and Negatives of Hybrid Working: Insights from CIPD Research

Five years on from the pandemic, and hybrid working continues to hit the headlines. This arrangement can provide flexibility and promote a better work-life balance. However, it is not without its challenges. Understanding the benefits and drawbacks of hybrid working is essential for organisations looking to implement this model effectively.

Mental health and wellbeing in the workplace have gained significant recognition as vital components of overall employee satisfaction and productivity. The Chartered Institute of Personnel and Development (CIPD) provides valuable insights and recommendations for employers looking to foster a supportive environment. Here are some top tips based on their research

Updated Legislation on Neonatal Parental Leave - April 2025

As of April 2025, significant updates to the legislation regarding neonatal parental leave will come into effect, providing crucial support for parents of premature or seriously ill newborns. This legislation aims to enhance the existing framework, ensuring that families have access to adequate time off during a challenging period.

Two key cases in the tribunal courts last week have implications for Employers when considering protected characteristics.

Kristie Higgs, a Christian school administrator, succeA Professional Comparison ofssfully appealed her dismissal at the Court of Appeal after being terminated for sharing Facebook posts criticising LGBTQ+ lessons in schools. The court ruled that her dismissal constituted unlawful discrimination based on religion or belief, as protected by the Equality Act 2010. The judges determined that the language of her posts and the potential reputational damage were insufficient grounds for dismissal, especially since she had not displayed discriminatory attitudes at work.

Changes in Sexual Harassment Legislation: Key Takeaways for Employers

In October 2024, significant changes to the legislation surrounding sexual harassment in the workplace came into effect. These amendments aim to strengthen the protections for employees and create a safer environment in which they can work. As an employer, it is imperative to understand these changes and take appropriate measures to ensure compliance while fostering a respectful workplace culture.

Artificial Intelligence (AI) is increasingly influencing various aspects of human resources (HR), particularly in recruitment, employee engagement, and HR analytics. Its ability to automate processes and analyse vast amounts of data is reshaping the way organisations manage their workforce.