In the fast-moving world of retail, managing people can be just as demanding as serving customers. High staff turnover, shift work and a mix of experience levels mean that disciplinary issues in retail are not just common, they are expected. But how you handle them makes all the difference. Whether it is a case of
Holiday entitlement can feel confusing in retail, especially when your workforce includes part-time staff, variable shifts and seasonal patterns. It is a common area where employers worry about getting things wrong, but the rules are clearer than they first appear once you understand the basics. In the UK, holiday entitlement is set by law and
Managing absence in retail is more than just a scheduling headache. When team members are off unexpectedly, it affects shift coverage, adds pressure on others and can lead to a drop in service levels. If short term or frequent sickness becomes a pattern, the impact on performance, morale and even profitability builds quickly. That’s why
The Government’s Employment Rights Bill is set to bring sweeping changes to UK employment law. With a phased rollout from April 2026 through to 2027, employers must prepare now to avoid costly compliance missteps. Here’s what you need to know and what your business should be doing to get ahead. What is the Employment Rights
The build-up is complete. The tension in the boardroom is palpable. A dramatic pause, a withering look, and then it comes — someone is unceremoniously ejected from the programme. The reason? A seemingly minor misunderstanding or an offhand comment interpreted as a cardinal sin. Setting aside the manufactured drama of reality TV, we all know
Many people are of the belief that to uphold a disciplinary allegation and give any sort of formal sanction (including dismissal), they need to prove ‘beyond all reasonable doubt’ that the offence was committed. This really is NOT the case. Internal investigations for disciplinary matters are not the same as criminal proceedings. Employers need to
You’ve made the decision to advertise a job, but you know that a critical issue in the appointment of whoever you choose is that they deliver the goods, otherwise their appointment may well be a waste of time and money. What’s the Right Option for You? Whichever the option, make sure your employment contract reflects
