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…
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…
