Harbourlight HR

The biggest update to the Acas Code on disciplinary and grievance procedures in years is on its way. The proposed changes aren't revolutionary, but they do reinforce something I've always believed: the best employee relations work happens long before a formal process begins. Some of the headline proposals include: • Informal resolution moving into the statutory Code for the first time, meaning failing to consider it could influence the 25% tribunal uplift. • Disciplinary and grievance invitation letters should explain what informal steps have already been taken (or why they weren't appropriate). • Suspension is no longer treated as a routine precaution. Employers will be expected to justify why it is necessary. • The Code refers to workers rather than just employees, broadening its scope. • New guidance on reasonable adjustments, manager training and the use of mediation. This all aligns with a broader shift towards resolving workplace issues fairly, proportionately and as early as possible - personally I like the sound of it. It's good for people, good for organisations and often avoids far more costly formal processes later on. The consultation is open until 23 September 2026. 📄 Draft Code: https://lnkd.in/eEZaC2cB 📝 Consultation: https://lnkd.in/ebzRs_sF I'll be diving in to read the detail, so you don't have to. What do you think is the most significant proposed change for your business?

If this becomes the norm, perhaps we can finally retire one of recruitment's most awkward questions... "What's your current salary?" Surely the more relevant question is whether the pay for this role is fair, competitive and equitable, not what someone happened to be earning before. Greater transparency can only be a good thing.The job market is so tough right now for candidates. Surely pay transparency will filter the right applicants out by self selection. Are you in favour of greater pay transparency? Salary information to be shown on job ads under new laws: https://lnkd.in/e7_tdhYW

Really pleased Dorset Chamber featured my CIPD Festival of Work review and reflections for Dorset businesses. Despite all the discussion around AI and technology, the organisations that will thrive are still the ones that invest in great leadership, clear communication and confident managers. The article covers five practical lessons for business owners, including AI, humanising the workplace, workplace flexibility or so-called 'elasticity', performance conversations and preparing for employment law reform. I'd love to hear which of these themes is most underestimated by business leaders right now? Read the full article here...

Recruiting this summer? This is one date you shouldn't ignore. Anyone starting a new job from tomorrow will have six months' service by 1 January 2027, when unfair dismissal protection is expected to apply under the Employment Rights Act. That doesn't mean employers should stop recruiting but now's the time to make sure the basics are right. ✔️ Contracts that are up to date. ✔️ Managers who know how to use probation periods well. ✔️ Honest conversations early, before small issues become bigger ones. I've been helping clients prepare by providing practical advice, manager training and workshops covering recruitment, onboarding, probation and performance management. One of my top tips for honest conversations is MIC: ⭐ Maintain – explain what they're doing well that you want them to keep doing ⭐Improve – explain what's going well that, with a small tweak, could be even better ⭐Change – don't beat around the bush, explain what needs to be different. It creates balanced conversations, gives people clarity, and means concerns are less likely to come as a surprise later. How confident are you at having those conversations during probation? #EmploymentRightsAct #EmploymentLaw #HR #PeopleManagement #Leadership #Probation

Are you quietly dealing with an employee problem right now? Maybe it’s: • underperformance • absence • conflict between colleagues • poor behaviour • or simply a situation that’s starting to affect your business and take up too much headspace You know you need to tackle it. But maybe you’re: • unsure where to start • worried about saying the wrong thing • trying to stay within the law • or hoping it might somehow resolve itself The reality is, most people issues rarely improve through avoidance alone. Sometimes what leaders really need is: ⚓ a sounding board ⚓ a calm external perspective ⚓ practical options ⚓ and someone experienced in navigating the grey areas of employment situations At Harbourlight HR, I help businesses work through complex people challenges with practical, commercially grounded HR support. Sometimes taking the first step and having an informal conversation is enough to lift a weight off your shoulders. 📅 Book a free introductory chat: https://lnkd.in/eNfzRwtN I’m here to be your guiding light through a complex employment landscape. #HR #EmployeeRelations #Leadership #PeopleManagement #SME #BusinessSupport

Today I was at the AFC Bournemouth stadium for annual employment law update with Paul Burton of ViewHR and Bond Williams Professional Recruitment. Two thoughts: 1. How are employers actually going to keep employing people in future when it's becoming ever more restrictive? 2. How can I get my garden looking as neat as the pitch? Answers on a postcard to either of those thoughts please.

Spring was in the air this week 🌱 Longer days (at last). Fresh energy. Flowers popping up here and there. Just look at these gorgeous little rays of sunshine smiling at me as I look out my home office window. A natural reminder a new season has arrived, it's time for a change of gear, time to check the engine before we head off towards Summer 🌞 But when was the last time you checked your business engine and conducted a HR health check? Outdated policies. Misaligned job descriptions. Heavy processes. Hidden compliance risks. These things build up quietly — and they can hold your business back. A HR health check creates clarity, reduces risk, and realigns your people strategy with your business priorities. I’m offering a dedicated HR Spring Clean — a focused health check designed to refresh your people practices and set you up for the months ahead. If your business is ready for a reset, sign up for a HR Spring Clean and let’s get started. 🗓️ https://lnkd.in/eNfzRwtN 📨 caroline@harbourlighthr.co.uk Fresh season. Fresh strategy. Harbourlight HR, helping businesses chart a clear course through a complex employment landscape. #SpringCleanYourBusiness #HRHealthCheck #HRConsulting