Restraint of Trade Clauses: Employer Advice
A restraint of trade clause in an employment contract can be an effective way of restricting the post-termination activities of a key or senior employee, by helping to protect the employer’s legitimate business interests if that individual’s employment comes to an end. However, not all restraint of trade clauses will be enforceable by the courts. […]
Workforce Planning UK 2026: What It Is & How to Do It
Workforce planning is the process of analysing and forecasting an organisation’s current and future staffing needs to ensure the right people are in the right roles at the right time. It allows employers to identify skills gaps, anticipate future workforce demands and align staffing strategies with business objectives. Strategic workforce planning requires collaboration between HR, […]
Compulsory Redundancy Guide for Employers
Whatever the business driver behind redundancy, employers must in all cases follow a fair and transparent procedure when making someone redundant. In this guide for employers, we explain the process you need to follow when making compulsory redundancies. What is compulsory redundancy? A redundancy situation is where you terminate an employee’s contract of employment because you […]
Drug Testing in the Workplace: Guide for Employers
Drug-testing in the workplace can often be a difficult and daunting issue for employers and HR personnel to handle, where it is important to strike a balance between the individual rights of your employees with the health and safety of your workforce and the wider public. Below we look at the rules relating to drug […]
How to Support Employees Returning to Work After Stress Leave
Employees returning to work after stress leave are likely to need support and potentially adjustments to help them with the transition as they reintegrate and resume their roles. Stress-related absences can impact both the individual and the organisation, making it important to handle the return to work process with care, compassion and understanding. With the […]
Dealing with False Accusations at Work
False accusations at work refer to when an employee is wrongly accused of misconduct, poor performance or inappropriate behaviour. Such situations can create significant challenges for UK employers, as they impact workplace morale, employee wellbeing and organisational culture. Handling these allegations fairly and effectively is essential to avoid damaging morale and potential legal claims. Employers […]
Annualised Hours: Benefits, Challenges & Best Practices
Annualised hours are the total number of hours an employee works in one year. It refers to a type of employment contract where the employee commits to working their annualised hours over the course of the year, some on a ‘core’ or ‘rostered’ basis and the rest on an ‘unrostered’ basis or short notice to […]
How to Avoid Expatriate Failure
Deploying an employee to work overseas on assignment or as a relocation is an investment which can help your organisation take advantage of the global economy. Unfortunately, as is the case with any potentially lucrative investment, international assignments carry a high risk of failure. Expatriate failure can be expensive for your company and an unwelcome […]
Redundancy Settlement Agreement Guide
Settlement agreements are generally used by employers to settle potential employment claims, but they are also commonly used as an alternative to dismissal by redundancy. Notwithstanding the reasons for making someone redundant, the employer must still follow a fair and lawful redundancy process. Using a settlement agreement in a redundancy situation can help to avoid […]
Mental Health Discrimination at Work: Employer Guide
Mental health discrimination at work refers to when an employee or job applicant is treated unfairly because of a mental health condition. Under the Equality Act 2010, employers have a legal duty to prevent discrimination by reason of a mental health condition that can be classed as a disability, and to make reasonable adjustments to […]