HR Tips
I have developed this page to give you a snapshot of information on questions that I frequently get asked when I am talking to my clients.
HR can be a complicated subject for any business and working through the maze of employment law can challenging. We have 25 years experience and can assist to ensure you are compliant and update to date. Adding value to your business and developing processes that ensure that your employees know what is expected from them, what they are accountable for and what would happen if either of these are met or not met. This ensures that employees are fully aware of what is expected and keep aligned to business goals.
Expert HR Tips from Daxa
Compressed hours are where an employee works their normal weekly hours over fewer days. So, the total hours stay the same, but the working pattern changes.
For small businesses, this can be a really good way to offer flexibility, support wellbeing and retain good people. But it still needs to work for the role, the team and the business.
Before agreeing, look at the practical impact. Can customer service still be covered? Will handovers work? Will the workload be manageable? And will it create pressure for other employees?
If it is a flexible working request, make sure you deal with it properly. Consider it fairly and avoid saying no just because the working pattern feels inconvenient.
If you agree to it, confirm the arrangement in writing. Include the working days, hours, breaks, annual leave, overtime and when it will be reviewed.
My practical tip is to trial it first. Set a review date, monitor how it works, and make sure the arrangement remains fair and practical for the business.
Compressed hours can be a really positive option, but they work best when the decision is fair, clearly documented and workable for the business.
Yes — but from 2027, the way you handle it will matter much more.
If you recruit someone on or after 1 July 2026, the unfair dismissal qualifying period will reduce from two years to six months, taking effect from 1 January 2027.
In practical terms, that means employers will need to take probation periods more seriously. You can still dismiss for fair reasons such as performance, conduct or capability — but you’ll need to be able to show that you followed a fair and reasonable process. So what does that look like?
It starts with clear expectations from day one, regular probation reviews, and honest, timely feedback if something isn’t working. It also means documenting concerns properly — because if issues aren’t recorded, it becomes much harder to show that they were managed fairly.
And importantly, managers need the confidence to deal with concerns early, rather than letting things drift.
The real takeaway here is this: probation periods are no longer just a formality. They need structure, consistency, and good management.If your contracts, probation process or manager training haven’t been reviewed recently, now is the time.
When someone leaves your business, an exit interview can offer valuable insight into what is working well and where there may be room for improvement.
It gives you the opportunity to understand why employees leave, identify any recurring concerns, and make informed changes that support staff retention, communication and the overall employee experience.
For small businesses, exit interviews are a simple but valuable part of effective HR support, helping you reduce staff turnover, protect your reputation as an employer, and bring the working relationship to a positive and professional close.
Nicknames in the workplace are not always a problem, but they do need to be handled with care.
What matters most is whether the nickname is respectful, welcome and appropriate for the working environment. For small businesses, clear guidance can help create a friendly workplace culture while also reducing the risk of misunderstandings, complaints, bullying or harassment issues.
This helps teams keep an informal and positive culture without losing sight of respect, consent and professionalism.
Annual leave can become more complicated when someone has been off sick, particularly if the holiday year is coming to an end. In some cases, an employee may be entitled to carry forward annual leave if sick leave has meant they were unable to take it in time.
For employers, it is important to understand what the Working Time Regulations say, what part of holiday entitlement can be carried forward, and when that leave must be used.
Taking a clear and consistent approach can help small businesses manage holiday entitlement fairly, reduce confusion, and stay on the right side of employment law.
Paying interview expenses is usually a matter of choice rather than a legal requirement, but it is still something employers should think through carefully.
For some roles, covering candidate travel costs can help remove barriers to attending interview and support a fair recruitment process. Whatever approach you take, it is important to apply it consistently, make expectations clear from the outset, and avoid any decision-making that could give rise to discrimination concerns.
For small businesses, a clear and practical approach can help create a professional candidate experience while keeping recruitment fair and manageable.
November 2025 what pension advice can I give my employees ❓
September 2025 what are the allowances employees receive when they are on jury service ❓
August 2025 when must a statutory trial period start, in a redundancy situation ❓
June 2025 Can I dismiss someone who is on a FTC who is covering materntiy leave ❓
March 2025 Do I have to pay enhanced redundancy pay to employees who volunteer for redundancy❓
February 2025 Can we take disciplinary action against and employee who is breaching the Hybrid working arrangement ❓
November 2024 Equality and Human Rights Commission guidance and the importance steps to take to meet the duty to prevent sexual harassment
June 2022 the great resignation
May 2022 dealing with a badly behaved employee
March 2022 how often should I be reviewing and updating my workplace policies❓
January 2022 things to consider for homeworking❓
October 2021 Dealing with flexible working request now that we are returning to the workplace❓
November 2021 Do I need to give shift workers bank holidays❓
How to deal with employees who are having a lot of short term absence❓
Can an employee retract their resignation❓
October 2025 when can employees take neonatal care leave ❓
July 2025 I thought we already had to protect staff from sexual harassment, so what is so different about the new law that came in October 2024 ❓
May 2025 I thought we already had to protect staff from sexual harassment, so what is so different about the new law that came in October 2024 ❓
January 2025 Why is it important to maintain Company Culture in a hybrid workplace ❓
December 2024 an employee is breaching the hybrid working arrangement, what can we do❓
9 - 15 May 2022 National Mental Health Awareness Week - loneliness
April 2022 do I need an internet or social media policy❓
February 2022 can I refuse holiday request❓
December 2021 what are the top tips for businesses during the festive season❓
Do you still need to have employees being made made redundant in the business❓
Can I put on the job advert that candidates must have their Right to Work in the UK❓
Can I reduce pay for hybrid working❓
3 tips on managing virtual teams
What are my options regarding holidays when employees hand in their notice❓
Contact Us Today
For advise and guidance on all HR matters
Call today on 07813 084152 or complete and send form below for a free callback