Most employers will, at some point, need to investigate a workplace issue. Whether it's a grievance, an allegation of misconduct, concerns about bullying or harassment, or a dispute between colleagues, how that investigation is handled can make all the difference. Some employers view investigations as a step to complete before reaching an outcome. In reality, they're the foundation of any fair disciplinary or grievance process. And when an investigation is flawed, any decisions that follow are far more likely to be challenged. Why workplace investigations…
Employment is getting more expensive and the first ERA changes are already putting pressure on some businesses’ bottom lines. The Statutory Sick Pay reforms introduced in April have already impacted businesses where people make up a significant proportion of their overheads. With further employment reforms still to come, and costs continuing to rise, it’s understandable that some businesses are looking for somewhere to make savings. So naturally, we’re already hearing conversations about redundancies, altering terms and conditions or even full-scale restructures. If similar discussions are…
The recent case of Geeks Ltd versus Watts demonstrates how careful you must be when seeking to recover training costs from a departing employee. Mr Watts was employed as a trainee on £18,000 per annum. He signed two separate documents purportedly allowing Geeks to recover money if he left their employment within 30 months. He left after eight, for a better paid job elsewhere. Geeks pursued him for over £8000. Somewhat surprisingly, a County Court judge agreed with Geeks. The matter then found its way…
The Met Office has warned that more heatwaves could be on the way, while climate experts say hotter summers are likely to become increasingly common. The UK had already experienced three official heatwaves by mid-July and recent forecasts suggest there’s little sign of the relentless heat easing anytime soon. With extreme heat expected to become a more regular feature of our summers, this may be a challenge employers find themselves managing more often. While many of us welcome a spell of sunshine, working through days…
Most organisations would say they value their managers, but how often do they stop and consider everything managers are actually expected to do? Today's managers aren't just responsible for performance, productivity and keeping work on track like they once were. They're now also expected to support employee wellbeing, navigate conflict, manage change, spot potential misconduct, develop careers, maintain engagement and create positive team cultures. The question is whether we've quietly expanded the role without providing the support needed to succeed. From what we see on…
With the ever-increasing use of AI technology in our workplaces, there may be many differing views on what companies and their employees would consider a challenge. For example, someone who works in retail may have a very different perspective from someone working in a high-tech AI environment. That being said, AI is finding its way into almost every occupation these days. Even retail outlets are not "safe", as many point-of-sale machines (or tills, for those of you who remember that terminology!) now have some form…
The UK is in full summer mode, which means sticky commutes, packed beer gardens and the annual national debate over whether we’re actually enjoying the heatwave or simply surviving it. Love it or hate it, this is the time of year when people are more likely to be out making the most of the weather. Add the World Cup into the mix, and suddenly the pub or that 'quick one after work' can feel a lot more tempting. Which brings us to a familiar HR…
Do you employ at least 21 staff? If so, are you aware of a fundamental change in trade union access rights under the Employment Rights Act 2025? Most Moorepay clients don’t currently recognise a trade union for collective bargaining purposes (pay, and terms and conditions negotiations). You may even be aware that none of your staff are trade union members. And, until now, most unions didn’t really target small and medium size organisations. Too much effort required for strictly limited returns. Things are about to…
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…
We often say in the handbook that what you do in your own time is your business. And in most cases, that’s absolutely right. But the reality is, people don’t clock in as completely separate versions of themselves. Financial worries, mental health struggles, relationship problems, alcohol misuse, online behaviour or difficult personal circumstances can, and do, begin to show up at work. That doesn’t mean every personal issue becomes an employer’s responsibility. But there does come a point where what happens outside work starts to affect someone’s role, their colleagues, your workplace or…
