Cinnamon HR

10/06/2026

When do most organisations call an HR consultant?

In our experience, it usually falls into one of three categories:

🚨 Something's gone wrong
An employee issue has cropped up, there's been a disagreement at work, a disciplinary matter has arisen, or you're facing a situation you've never dealt with before.
When things happen unexpectedly, we're here to provide practical HR advice and help you navigate the issue confidently and compliantly.

📈 You want to improve something
Perhaps absence levels are creeping up, employee performance isn't where you'd like it to be, or you're looking to build a stronger team.
Sometimes a fresh pair of eyes and expert HR support can help identify solutions and drive positive change.

🛡️ You're planning ahead
This is our favourite kind of HR!
Taking on your first employee, reviewing contracts and policies, introducing HR software, or making sure your organisation is compliant and ready for growth or an audit by the Fair Work Agency.

Good HR isn't just about solving problems—it's about preventing them.

Whether you're dealing with a people challenge today or planning for tomorrow, Cinnamon HR is here to help.

As a small local organisation ourselves, we understand the pressures that come with running an organisation and managing employees.

📞 If you'd like an informal chat about your HR needs, we'd love to hear from you.

10/06/2026

📢 We're Recruiting: Bookkeeper – Banbury Area 📢

Cinnamon HR is delighted to be supporting our client, Laws & Fiennes LLP, in the search for an experienced Bookkeeper to join their friendly team based just outside Banbury.

If you're an experienced bookkeeper looking for a varied role where no two days are the same, this could be the perfect opportunity.

✅ Full-time, permanent position
✅ £27,000 - £30,000 depending on experience
✅ 24 days holiday plus bank holidays, increasing with service
✅ Small, supportive team environment
✅ Rural office location near Banbury
✅ Variety of bookkeeping responsibilities across multiple clients

You'll be working with Xero, preparing VAT returns, budgets and cash flows, maintaining tenancy and rental records, and supporting a range of retained clients.

We're looking for someone with:
✔ Proven bookkeeping experience
✔ Strong Xero knowledge
✔ Excellent Excel skills
✔ Great attention to detail
✔ A UK driving licence and your own transport
✔ An interest in property, land management or the countryside would be a bonus!

🐶 Bonus point for dog lovers – this is an animal-friendly office!

If you'd like an informal chat about the role, please contact [email protected]

📅 Closing date: 19th June 2026

To apply follow the link: https://lawsandfiennes.livevacancies.co.uk/ #/job/details/2

09/06/2026

💡 **Top Tip Tuesday: Holiday Pay Isn't Always Just Basic Pay**

Holiday pay is one of those areas of employment law that sounds simple but can quickly become complicated.

Many employers assume that employees should receive their basic pay when they're on annual leave. However, that's not always the case.

If employees regularly receive payments such as:
✔️ Overtime
✔️ Commission
✔️ Shift allowances
✔️ Other payments that are intrinsically linked to the work they perform

then these may need to be reflected in holiday pay calculations.

For many workers, the first four weeks of annual leave each year should be paid at their "normal pay", which can mean calculating an average over the previous 52 paid weeks rather than simply paying basic salary.

Getting holiday pay wrong can lead to underpayments, employee complaints and potentially costly claims.

✅ **Top tip:** Review your holiday pay arrangements to make sure they reflect not just what is written in contracts, but what employment law requires.

If you're not sure whether your holiday pay calculations are correct, or would like a review of your contracts and policies, we'd be happy to help. As a small, local HR consultancy, we work with employers to take the confusion out of employment law and keep them compliant.

📞 Get in touch for a friendly, no-obligation chat.

08/06/2026

📢 Are organisations ready for the Employment Rights Act changes?

A recent survey suggests that many aren't.

More than half of organisations with little or no experience of dealing with trade unions expect that to change as a result of the new legislation. However, only a small number feel fully prepared to manage union engagement and employee relations effectively.

The good news? This isn't just about trade unions.

The organisations that will cope best with the changes are likely to be those that already invest in good communication, positive employee relations and well-trained managers who know how to handle workplace issues fairly and confidently.

Now is the time to start thinking about what these changes could mean for your organisation and whether your policies, procedures and management training are fit for purpose.

As a small local HR consultancy, we work with organisations every day to help them navigate employment law changes and build positive workplaces.

If you're unsure how the upcoming changes could affect your organisation, get in touch – we're always happy to have a chat.

More than half of organisations (56%) with no history of dealing with trade unions expect that to change thanks to the ERA.

05/06/2026

I'll admit it - I'm not a football fan, so my manager won't need to worry about me disappearing to check the latest scores! ⚽😄

But with the 2026 World Cup set to be one of the most disruptive yet for UK employers, many organisations could find themselves dealing with requests for annual leave, flexible working, late starts, early finishes, and the occasional "mystery illness" when key matches are on.

A little planning now can help avoid headaches later. Are your policies clear? Have managers thought about how they'll handle requests fairly and consistently?

This article makes for an interesting read:

https://www.personneltoday.com/hr/employers-unprepared-for-most-disruptive-football-world-cup-yet/

How is your organisation preparing for the World Cup?

Although 40% of organisations expect workplace disruption during the tournament, 42% have no plans in place to manage it.

04/06/2026

When was the last time you reviewed your employment contracts and HR policies?

If you're not sure, you're probably not alone.

With the upcoming Employment Rights Act changes, including significant changes to dismissal rights, many employers could find that the documents they're relying on no longer reflect current legislation or best practice.

The problem is that outdated contracts and policies often don't become apparent until there's an issue to deal with.

A grievance.
A disciplinary.
A dismissal.
A tribunal claim.

That's when employers discover that key clauses are missing, procedures don't match current requirements, or managers have been following processes that are no longer fit for purpose.

That's why one of the first things we do with new clients is carry out a review of their contracts and policies.

✔️ We identify any areas of risk
✔️ We highlight documents that need updating
✔️ We make sure your paperwork reflects current employment legislation and best practice
✔️ We give you confidence that your organisation is properly protected

The good news?

It's usually much quicker and more straightforward than people expect.

A contract and policy review doesn't just help reduce risk. It gives you peace of mind that when an employee issue arises, you're starting from a strong position.

If your contracts or policies haven't been reviewed in the last few years, now could be the perfect time.

Drop us a message if you'd like to find out what's involved.

03/06/2026

🎉 Taking on your first employee?

It's an exciting milestone for any organisation. It usually means your hard work is paying off and you're ready to grow.

As a small, local organisation ourselves, we understand just how much hard work goes into reaching that point. We also know that taking on your first employee can feel a little daunting.

Do you need a contract of employment?
What checks do you need to carry out?
What about holiday entitlement and policies?

If you're about to take on your first employee, Cinnamon HR can help make sure everything is in place from day one, giving you peace of mind and helping you avoid costly mistakes.

Contact us today to find out about our HR Essentials package.

www.cinnamonhr.co.uk

03/06/2026

With unfair dismissal protection expected to reduce from **2 years' service to 6 months from January 2027**, do probation periods still matter?

Absolutely. In fact, they may become one of the most important tools employers have.

Why?

Because if concerns about performance, conduct or attendance aren't identified and addressed early, employers could find themselves navigating a much higher-risk situation far sooner than they do today.

Here's what we'd recommend:

📋 **Make probation a process, not just a clause in the contract**

Set clear expectations from day one, schedule regular review meetings and document feedback throughout. A probation period should provide a structured opportunity to assess whether someone is the right fit for the role and to support them in succeeding.

⏱️ **Consider whether a shorter probation period would work for your organisation**

A three-month probation period, with the option to extend by a month where appropriate, encourages managers to review performance promptly and address issues before they become more difficult to manage.

📝 **Address concerns early and in writing**

If something isn't working, don't wait until the end of probation. Be clear about expectations, explain what improvement is needed and confirm discussions in writing. Early intervention gives employees the best chance to improve and provides clarity for everyone involved.

👥 **Invest in manager training**

Managers are often the difference between an effective probation process and a missed opportunity. Make sure they understand how to conduct reviews, have constructive conversations and maintain appropriate records.

💡 **Don't leave decisions until the last minute**

The best probation processes involve regular conversations, clear expectations and no surprises. By the end of the probation period, both the manager and employee should have a good understanding of whether the role is working out.

With the Employment Rights Act reforms on the horizon, now is a great time to review your probation process and make sure it is fit for purpose.

How confident are you that your current probation process would stand up to scrutiny?

02/06/2026

📌 Top Tip Tuesday

Did you know that employers have legally been required to carry out Right to Work checks for nearly 30 years?

Yet missing or incomplete records are still one of the most common compliance issues we see when auditing HR files.

With the introduction of the new Fair Work Agency and increasing focus on workplace compliance, now is a great time for organisations to review their processes.

✔ Make sure you have valid Right to Work evidence on file for every employee
✔ Carry out regular audits to check documents are present, clear and up to date
✔ Remember to retain copies for 2 years after employment ends

Failure to carry out compliant checks could lead to civil penalties of up to £60,000 per illegal worker, alongside reputational damage and potential disruption to your organisation.

A simple audit now could save a significant headache later.

If you’d like support reviewing your Right to Work processes or auditing your HR records, get in touch — we’re always happy to help.

01/06/2026

Hello June 🌿

May felt full-on in so many ways — busy diaries, long to-do lists, and lots of conversations with organisations trying to navigate people challenges whilst keeping everything moving forward.

But amongst the chaos, there have also been some lovely reminders of why we do what we do:
☀️ Longer evenings
☕ Coffee catch-ups with local organisations
🌱 Seeing people grow in confidence
😊 Helping employers feel less overwhelmed

As we head into June, we are looking forward to more sunshine, more connection, and continuing to support brilliant local organisations with the people side of their business.

Here’s to a month of fresh energy, small wins, and hopefully a little bit of balance too.

Hello June… let’s be having you 💚