The Autumn Budget for 2025/26 introduces several employment and payroll changes that will directly affect UK businesses. From National Insurance and wage increases to company car benefits and new payroll reporting rules, these measures will influence how you budget, recruit and manage staff in the years ahead. Here is a clear breakdown of the updates
Chancellor Rachel Reeves has confirmed a UK minimum wage increase, set to take effect from April 2026. This forms a central part of her Budget announcement and reflects the government’s ongoing efforts to support low-income earners in the face of persistent cost of living challenges. From April, the National Living Wage (for over-21s) will rise
The idea of succession planning for SMEs can feel like something only large corporates need to think about. But the truth is, without a plan for who might take over key roles when people move on, your business is left exposed. Whether someone retires, resigns or simply needs time away, not having future leadership in
In a competitive hiring market, it’s not always the highest salaries that attract the best people. Often, it comes down to how clearly and honestly a business communicates what it’s like to work there. If you’re thinking about how to create a strong employer value proposition, it starts with being real about what you offer
As we move closer to 2026, now is a good time for small and medium sized businesses to take a fresh look at their employee handbook. An SME employee handbook in 2026 should do more than just cover the basics. It needs to reflect how your business actually operates, keep you legally compliant and give
When you’re running a small business, it’s easy to push HR tasks to the bottom of the to-do list. But without the right policies and systems in place, you could be leaving your business exposed to serious legal risks. If you’re looking to reduce legal risk in your small businesses, getting your HR documents and
Sexual harassment at work is a serious issue. It affects not only individual wellbeing but also company culture, productivity and reputation. Too often, organisations take action only after a complaint has been made, when the damage has already been done. The most effective approach is preventative, and that is where UK sexual harassment training plays
Change in any organisation usually starts with a plan from senior leadership. But for that plan to work in practice, it’s the managers who carry the weight. The roles of managers in organisational change are pivotal as they are the ones guiding teams through uncertainty, answering questions and helping people adapt to new ways of
When sensitive workplace issues arise, such as underperformance, conduct concerns or possible redundancy, employers are often unsure how to start an honest conversation with an employee without creating unnecessary risk. This is where a protected conversation can be a valuable option. It provides a framework for confidential discussions that cannot usually be used in an
Bullying and victimisation in the workplace are two of the most common but often misunderstood issues employers face. Bullying is not just raised voices or the occasional disagreement. It is persistent behaviour that humiliates, intimidates, or undermines an employee. Victimisation occurs when someone is treated unfairly for raising a concern or supporting a colleague who
