HRM practice01
HR policies and procedures: clear principles, usable steps
Write guidance people can apply, with clear ownership, escalation and review arrangements.
ADM HR2 min
HRM / subject guide
HR policies & employment law
Connect usable policies and fair processes with dated, jurisdiction-specific legal guidance.
A suggested reading route
From understanding to practice.
Begin with the first guide, or choose the question you are working on. Each guide connects explanation, application, limitations and further reading.
2026–27 reform tracker02
Employment Rights Act: what changes when?
Royal Assent is the start of the story. Separate the Act, commencement dates and the policies you need to update.
Phased implementation4 min
Employment foundations03
Employment status: look at the relationship
Employee, worker and self-employed labels have consequences—but a label does not settle the legal question.
Current framework4 min
Employee relations04
Fair disciplinary and grievance processes
A fair process gives people a genuine opportunity to understand, respond and challenge—not just a sequence of forms.
Current statutory code4 min
Equality & inclusion05
Discrimination at work: the core distinctions
Understand different routes to discrimination risk instead of assuming equal treatment always means identical treatment.
Current framework4 min
Pay & absence06
Statutory sick pay after April 2026
The earnings threshold and waiting days changed. Eligibility and payroll calculations still need careful checking.
In force4 min
Working arrangements07
Handling flexible-working requests
A day-one right to request is not an automatic right to a particular working pattern. Consultation matters.
Current framework4 min
Restructuring08
Collective redundancy: start with consultation
A restructuring timetable must leave room for meaningful consultation before decisions become irreversible.
Current rules; award increased4 min
Ending employment09
Unfair, wrongful and automatically unfair dismissal
Different claims protect different interests. Short service does not mean an employee has no rights.
Current rules + forthcoming reform4 min
Disability & inclusion10
Reasonable adjustments: remove the barrier
Start with the disadvantage in the work environment, then agree and review a practical response.
Current duty4 min
Family leave11
Paternity leave and pay are different questions
Check leave eligibility, notice and statutory pay separately when updating family-friendly policies.
Day-one leave right in force4 min
Working time & pay12
Holiday entitlement: get the working pattern right
Begin with the person’s working pattern and leave year before choosing a calculation method.
Current framework4 min
Transfers & outsourcing13
TUPE: plan for people as well as the transaction
Identify whether a transfer is covered before making promises about contracts, continuity or the future workforce.
Current framework4 min
Jurisdiction guide14
Northern Ireland: check the jurisdiction first
A UK-wide organisation needs more than a single Great Britain policy with a different address at the top.
Separate legal framework4 min
Law change briefing15
Preparing for the October harassment changes
Review third-party risks and prevention before the next phase of protections takes effect.
Forthcoming4 min
Law change briefing16
Tribunal time limits: a changing deadline landscape
An approaching reform is not a reason to delay action on a current dispute.
Forthcoming; check transition4 min
Where this subject grows next
This is a foundation, not complete coverage of every handbook chapter.
- Policy drafting exercises
- Further legal topics require current-source review