Protected Conversations: How They Work 2026
When dealing with difficult, sensitive or complex workplace disputes, protected conversations can provide a valuable opportunity to resolve issues between an employer and employee, while reducing the risk of escalation to tribunal proceedings. The following practical guide explains what a protected conversation is and how it can be most effectively used to help reach an […]
Managing Poor Performance at Work 2026 (UK Guide)
Managing poor performance is not simply a question of output. It is a legal and procedural issue that sits squarely within UK employment law. How an employer handles capability concerns can determine whether a later dismissal is fair or unlawful, and whether the business is exposed to discrimination or whistleblowing-related claims. Managing poor performance requires […]
Upward Bullying at Work: UK Employer Guide 2026
Bullying at work is usually discussed as something that flows down a hierarchy, for example where a manager misuses authority or where colleagues mistreat each other. In practice, organisations are also seeing cases where employees target people in authority, undermining or intimidating them in ways that are sustained, corrosive and difficult to tackle. This is […]
Recording Conversations at Work UK Guide 2026
Recording conversations at work has become increasingly common. Smartphones and wearable technology allow employees to capture meetings, disciplinary hearings and informal discussions with ease. In many cases, recordings are made without the knowledge or consent of others present. For employers, this raises immediate concerns about trust, confidentiality and legal exposure. At the same time, employees […]
Settlement Agreement UK 2026: What It Is & When to Use It
Settlement agreements are a core risk management tool for UK employers. When used correctly, they allow businesses to end employment relationships on agreed terms, resolve workplace disputes without litigation and protect commercial and reputational interests. Used badly, they can do the opposite, creating avoidable exposure to claims and regulatory scrutiny. For wider context on employer […]
Performance Management in the Workplace 2026
Performance management sits at the centre of how organisations translate strategy into day-to-day behaviour. In practice, however, it is one of the most inconsistently applied and least trusted aspects of HR governance. Many employers invest heavily in frameworks, forms and systems, yet still struggle with underperformance, disengagement, manager avoidance and escalating employee relations risk. For […]
Conflicts of Interest at Work Explained | Meaning & Examples
In this guide for employers, we consider the risks associated with conflicts of interest at work, and the steps you can take to manage conflicts of interest and to mitigate legal and commercial risk. What are conflicts of interest at work? A conflict of interest arises where an employee’s personal interests are at […]
What Is Hiring Regret? 2026 Causes, Signs and Examples
Every company, regardless of its size, industry or sector, depends on its employees to achieve its objectives, which means maintaining a productive workforce and hiring skilled talent that adds value to the team. With this in mind, making a bad hire can have serious implications, as the time and expense taken to recruit and onboard […]
Dealing with Problems at Work
Dealing with problems at work promptly and in the correct manner is the most effective way to reduce the risk of legal complaints and claims, and to support positive workforce morale and relations. Section A: Handling Employee Concerns When an employee raises a concern, employers should respond quickly and with sensitivity to prevent […]
Protected Disclosure: Employers’ Guide
Whether an employee’s complaint is classed as a protected disclosure is critical to determine if they are protected as a whistleblower. By understanding the meaning of a protected disclosure within the context of whistleblowing, this can help employers to respond appropriately to employee concerns and complaints about any wrongdoing at work without falling foul of […]