Most employers don’t set out with the intention of rushing someone out of the business, but it happens more often than you’d like to think. When it does, it’s usually because of an issue that’s been there for some time that hasn’t been properly managed. It might’ve been noticed or discussed but not properly dealt with and is consequently left to fester. Eventually though, the employer's patience runs out and a quick exit feels like the only option. By that stage, it’s obvious what the core problem is. The difficulty is showing what’s been done about it, and whether anything has been handled in a way that actually supports the decision being made. And quite often that’s where things fall short. Not every quick exit is a problem To be…
When workplace complaints become formal, it’s easy to assume something clear-cut has gone wrong. Sometimes, it has. But in employee relations the reality is often much more nuanced than that. We do see formal complaints and claims, but there’s usually a lot of what I call 'rumblings' happening before things reach that stage. And quite often, those rumblings come from misunderstandings, poor communication or processes that haven’t been properly explained. That doesn’t mean employers can ignore them. In fact, it’s usually the opposite. Problems that…
We sat down with Elaine Pritchard, one of our expert policy consultants here at Moorepay, to talk about her experience managing people as a small business owner. From hiring challenges to difficult conversations, her experience of running her own bridal shop – alongside a career in HR – offers a candid look at the realities many small business owners face. Having been directly responsible for both people and the performance of a business, Elaine brings a unique perspective shaped by experience on both sides –…
Choosing the right payroll provider can feel like a full-time job in itself. Payroll is getting more complex, employment legislation keeps shifting, and many SMEs are trying to manage all of that while supporting lean teams, stretched managers and increasingly varied workforces. With so many options on the market, it’s not always obvious which provider is genuinely best built for UK businesses. From well-known payroll platforms like Sage and BrightPay to broader HR and people software providers like HiBob, the choice can quickly become quite…
With attention firmly focused on the first wave of Employment Rights Act changes, most employers have missed recent, helpful, amendments to data protection legislation. For once, most changes are good news for you! The Data Use and Access Act 2025 substantially took effect in February 26. Certain elements have later effective dates. Guidance from the (reprofiled) Information Commission is still awaited regarding others. Not everything has a human resources impact. But most elements that do are helpful. I’ve set out some key provisions below. Automaticity…
Recent research suggests that around 60% of UK businesses have encountered employee grievances they believe were generated using AI, and one in three HR teams have seen AI used in preparing Employment Tribunal claims. From our own experience, this reflects a significant increase rather than an emerging trend. AI‑assisted grievances and claims are now a regular feature of the employee relations landscape. Employees are increasingly using AI tools to understand their employment rights, sense‑check workplace issues and draft formal complaints. While this shift brings new…
AI has been part of everyday life longer than many realise, operating quietly in the background since the 1980s as industry, government and academia developed knowledge representation, expert systems and machine learning. Today, AI is visible in voice assistants like Alexa, smart thermostats that learn routines to save energy, security cameras that distinguish people from pets, and robot vacuums that navigate using mapping. It can still feel "new" because once a technique becomes efficient and widespread, it simply becomes part of the software – unremarkable,…
When we talk about the Employment Rights Act, it’s easy to focus on the legal change itself and lose sight of its wider impact. But for some employers, that impact will soon be very real… and very expensive. The risk isn’t always a headline-grabbing tribunal claim, either. That may be the end result, but the problem usually starts much sooner, often sitting in the gaps employers are most likely to miss. And with the Fair Work Agency now part of the picture, those overlooked gaps…
If you’re in HR, you’ve definitely heard of the Bradford Factor. Developed in the 1980s by the Bradford University School of Management, it quickly gained popularity as a tool for employers seeking a straightforward way to manage employee absence. And with Statutory Sick Pay about to change, it’s making the rounds in conversations again. From April 2026, SSP will become payable from the first full day of absence, and eligibility will widen. That means short-term, intermittent absences may carry a more direct cost for employers.…
When people talk about progress in HR and payroll software, they often think about major releases. But for the teams running payroll every month and managing people data day to day, progress is felt in much smaller ways. It shows up when payroll runs complete without interruption. When data flows through cleanly. When small issues do not turn into time‑consuming fixes. And when teams can trust the system to behave as expected, even during the busiest periods. This is where continuous improvement matters most, addressing…
