Cinnamon HR

15/10/2026

We are all set up and ready to go at the Banbury & District Chamber of Commerce Expo in Wroxton House Hotel if you are feeling lucky - come and spin the wheel and see what you can win.

14/10/2026

Only one sleep to go! 🎉

The team will be at the Banbury & District Chamber of Commerce Expo tomorrow and we're excited to spend the day connecting with local organisations, business owners and professionals.

If HR is keeping you awake at night, bring us your questions. From absence management and disciplinary issues to recruitment and contracts, we're always happy to help.

And if HR isn't on your mind, you can still pop over and have a go on our Spin the Wheel for a bit of fun!

Come and say hello - we'd love to meet you.

13/10/2026

🤔 Top Tip Tuesday

How do I know a fit note is genuine?

A fit note can have a significant impact on absence management, so it's understandable that organisations want to be confident it's legitimate.

✅ Top Tip: Start by assuming the fit note is genuine unless you have a reasonable basis for questioning it.

It's worth knowing that fit notes can be issued by a range of healthcare professionals, not just GPs. These include:

• Doctors
• Nurses
• Occupational Therapists
• Pharmacists
• Physiotherapists

When reviewing a fit note, check:

• The employee's name is correct
• The dates are clear and make sense
• The healthcare professional's details are included
• Any recommendations are clearly explained

If something doesn't look right, avoid making accusations. Instead, have an open conversation with the employee and ask for clarification.

Remember, employers cannot simply reject a fit note because they disagree with the healthcare professional's opinion. However, where there are genuine concerns about an employee's fitness for work, further medical advice or an Occupational Health referral may be appropriate.

⚠️ A word of caution: accusing an employee of providing a fake fit note without evidence can seriously damage trust and could potentially lead to employee relations issues of its own.

In most cases, a professional conversation is the best place to start.

Need help managing sickness absence or navigating tricky employee situations? Cinnamon HR can help.

12/10/2026

One in ten women have left a job because of menopause symptoms.

Think about that for a moment.

Experienced, skilled employees walking away because they don't feel supported at work.

With World Menopause Day approaching, now is the perfect opportunity for employers to ask themselves a simple question:

"Would someone in our organisation feel comfortable talking about menopause?"

Often, the support needed is simple. A flexible start time. A cooler workspace. A temporary adjustment to workload. Most importantly, a manager who's willing to listen.

Getting this right isn't just about policies and legal obligations. It's about keeping great people in your business and creating a culture where employees can bring their best selves to work.

At Cinnamon HR, we help businesses put practical support in place and give managers the confidence to have these important conversations.

How is your organisation supporting employees affected by menopause? 💜

07/10/2026

🍻 Sober October: a timely reminder for employers

When conversations about alcohol in the workplace come up, many organisations assume it's something that won't affect them.

The reality is very different.

Alcohol-related absence is estimated to cost UK employers around £1.7 billion every year and, despite that, many organisations still don't have an alcohol policy in place.

The problem is that if an issue does arise, whether that's poor performance, repeated absence, misconduct or concerns about an employee's wellbeing, managers are often left trying to work out what to do on the spot.

A good alcohol policy isn't about catching people out. It's about setting clear expectations, providing support where it's needed, and giving managers confidence to handle situations consistently and fairly.

✅ It helps employees understand what's expected.
✅ It makes it clear what support is available.
✅ It reduces the risk of difficult situations escalating.
✅ It provides a framework for managers when concerns arise.

Key takeaway: don't wait until there's a problem to think about how you'll deal with it. Having clear policies in place before you need them is always easier than trying to create them in the middle of a challenging situation.

If you'd like to review your existing policy, or you're not sure whether you have the right support in place, we'd be happy to help.

06/10/2026

🎄 Top Tip Tuesday

Can I refuse annual leave requests over Christmas?

The short answer is yes.

Employees have a right to take their annual leave entitlement, but employers can refuse holiday requests where there is a genuine organisational reason for doing so. For many organisations, the festive period is one of the busiest times of the year, making it difficult to approve every request.

✅ Our top tip: plan ahead and communicate early.

With Christmas still 80 days away, now is the perfect time to set expectations and remind employees of your festive leave arrangements.

Consider:

• Setting a deadline for Christmas holiday requests
• Limiting the number of employees who can be off at the same time
• Using a fair system, such as first come, first served
• Making sure your holiday policy clearly explains the process

Consistency is key. Applying the same rules to everyone helps avoid disputes, ensures fairness, and makes managing leave much easier.

A little planning now can save a lot of headaches in December!

Need help reviewing your holiday policy or managing annual leave requests? Get in touch with Cinnamon HR.

🎄

05/10/2026

"It was only banter."

That's often how inappropriate workplace behaviour is explained when concerns are raised.

However, a recent Employment Tribunal found that the dismissal of a prison officer was fair following a series of incidents involving unwanted sexual comments, advances and physical contact towards colleagues. The employee argued that some of the behaviour was simply flirting or banter, but the tribunal agreed that the employer had acted reasonably and that dismissal for gross misconduct was justified.

For employers, there are some important reminders:
✅ Sexual harassment is not dependent on gender. Anyone can be the subject of unwanted conduct.
✅ Behaviour that one person sees as harmless banter may be experienced very differently by the recipient.
✅ Concerns should be addressed promptly, even when employees don't initially want to make a formal complaint.
✅ A thorough investigation, clear documentation and following the correct process remain critical when dealing with allegations of misconduct.

The tribunal also noted that the employee had previously been spoken to about concerns regarding their behaviour but continued nevertheless.

The key takeaway?

Creating a respectful workplace isn't just about having policies. It's about ensuring everyone understands where the line is and taking action when that line is crossed.

How does your organisation help employees distinguish between workplace banter and inappropriate conduct?

Read the full article here: https://www.personneltoday.com/hr/female-prison-officers-sexual-behaviour-led-to-fair-dismissal/

A female prison officer was fairly dismissed after a string of incidents that amounted to the sexual harassment of her colleagues.

02/10/2026

DID YOU KNOW... Giving something back is genuinely at the heart of who Cinnamon HR Consultancy are — it’s woven into our values and the way we choose to show up for our community 🧡

inspires us every day.

We promise it’s never a tick‑box exercise, we genuinely love volunteering, getting involved and having fun with Pamela Putt (MCIPD) | Karen May, Chartered MCIPD | Vicky Smith (FCIPD)

Why not take a peek at some of the things we have been involved in ➡️ https://www.cinnamonhr.co.uk/giving-something-back

30/09/2026

The September edition of The Swirl is here! 🌀

And with some major employment law changes just around the corner, there's plenty to get stuck into this month...

👀 Are you ready for the six key legal changes arriving in October?
⚖️Did you know that tribunal claim time limit has doubled from 3 to 6 months?
📱 What can employers learn from a recent unfair dismissal case involving Facebook posts?
🚨 What do the new sexual harassment prevention duties mean in practice?

Plus updates on right to work checks, trade union access rights, the Government's Keep Britain Working review, Breathe HR tips, your top HR questions, and a glimpse of life at Cinnamon HR along the way! ☀️

We aim to make The Swirl useful, practical and (hopefully!) a little more interesting than your average HR newsletter!

Want to keep up with HR and employment law changes without having to wade through pages of jargon?

👉 Get in touch if you'd like to receive The Swirl each month or click here to download previous copies: www.cinnamonhr.co.uk

22/09/2026

We’re hiring: HR Manager - based in Reading

Are you a commercially minded HR professional who thrives in a fast-paced, people-first environment?

Join eCapital at an exciting time of growth. They help small and medium-sized businesses access flexible funding to grow with confidence—and with more than 800 colleagues across the UK, US and Canada, they know that their people are central to their success.

Based in Reading, you’ll support around 230 colleagues across five offices across the UK and be a trusted HR partner to employees and managers. This is a varied, hands-on generalist role where you’ll provide practical advice, manage employee relations matters, improve processes and systems, support recruitment, and help shape a brilliant employee experience.

You’ll need solid HR Advisor or HR Manager experience, confidence with UK employment law and employee relations, and a warm, pragmatic approach. CIPD Level 5 or equivalent experience is desirable. Regular travel to Glasgow, Manchester, Bristol and Birmingham is part of the role.

In return, you’ll join an ambitious, collaborative team where you can make a meaningful difference and continue building your HR career.

eCapital are proud to be an equal opportunities employer and welcome applications from everyone. Reasonable adjustments are available throughout the recruitment process.

Interested? View the full role profile and apply today. https://ecapital.livevacancies.co.uk/ #/job/details/4

For an informal conversation, contact Karen at [email protected].