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For years, the three-month clock has shaped how employers handle dismissals, grievances and disputes. From 1 October 2026, that clock doubles. Nothing about your day-to-day processes changes on the day, which is why this reform is easy to underestimate. What changes is how long the consequences of those processes can come back to you. What's changing The deadline for bringing most employment tribunal claims, including unfair dismissal and discrimination, rises from three mont

TUPE Explained: What UK Employers Need to Know If your business is buying, selling, outsourcing, or bringing a service back in-house, there's a good chance TUPE applies — and getting it wrong can be expensive. The Transfer of Undertakings (Protection of Employment) Regulations 2006 exist to protect employees when the organisation they work for changes hands, but the rules trip up a surprising number of otherwise well-run SMEs. Here's what you actually need to know. What is TU

Businesses looking for HR support usually choose between two models: project-based support for a specific, time-limited piece of work, or retained support for continuous, ongoing access to HR expertise. Project HR support Best suited to a defined piece of work with a clear start and end point, such as a disciplinary investigation, a restructure, or a TUPE transfer. You bring in expert support for that specific issue and the engagement ends once it's resolved. Retained HR supp

A grievance investigation needs to be handled fairly, thoroughly, and promptly to protect both the business and the individuals involved. Getting the process wrong can turn a manageable workplace issue into a costly employment tribunal claim. Key steps to a fair investigation Appoint an impartial investigator with no prior involvement in the issue Gather evidence and interview all relevant parties promptly Keep clear, contemporaneous records of every interview and decision Re

How Much Does an HR Consultant Cost for a Small Business in the UK? For most SME owners, the honest answer is: it depends on what you need — but you can budget for it far more precisely than you might think. HR consultancy in the UK is typically charged in one of three ways, and knowing which model suits your situation will save you both money and headaches. The three main pricing models 1. Hourly or day rate Best for one-off, defined pieces of work — a single disciplinary he

Many small businesses assume HR support is only necessary once they reach a certain headcount, but employment law applies from your very first hire. Even with a small team, you're exposed to the same legal obligations around contracts, disciplinary process, and dismissal as a large company. Common triggers for bringing in HR support early A difficult conversation or performance issue you're unsure how to handle Drafting your first contracts, policies, or employee handbook A g