Dynamic People Solutions

13/05/2026

Great to spend yesterday morning with FEOHull who are a unique organisation dedicated to helping local businesses grow and flourish.

Alongside Ted Flanagan and Alison Davies, I delivered a session focused on the more challenging side of people management. Ted shared an update on recent employment law developments, Ali explored effective ways to handle conflict, and I focused on navigating difficult conversations around performance and negative attitudes in the workplace.

We discussed practical feedback models, conversation structures, and real-life case studies that brought the topics to life. The engagement in the room was fantastic, with plenty of insightful questions and discussion throughout.

07/04/2026

Over the Easter break, we saw lots of changes in employment legislation. With the Employment Rights Act 2025 now taking effect in phases, the changes introduced this month are already reshaping how businesses manage people, payroll, compliance, and risk.

Some of the most important updates include:
✅ Statutory Sick Pay from day one
The waiting period and lower earnings threshold have been removed, meaning more employees now qualify and payments start from the first day of absence.
✅ Day-one family leave rights
Paternity leave and unpaid parental leave now apply from the first day of employment.
✅ Stronger redundancy and whistleblowing protections
Protective awards for failures in collective consultation have doubled, while sexual harassment disclosures now have explicit whistleblowing protection.
✅ New Fair Work Agency powers
The new agency can investigate records, review payroll, inspect contracts, and recover unpaid statutory sums without requiring employees to go through tribunal claims.

Alongside these legal reforms, April also brought the annual increases to statutory rates, including:
• National Living Wage for over 21 years old: £12.71
• SSP: £123.25 per week
• Family leave pay: £194.32 per week
• Redundancy pay: £751 limit per week

In addition, new Bereaved Partner's Paternity leave rights come into effect from 6 April. Eligible employees can take up to 52 weeks’ leave if the child’s mother or primary carer dies within the first year after birth or adoption, with full job protection and return-to-work rights.

For a full breakdown, visit our website where you’ll also find a useful printable guide to keep the key updates at your fingertips.

https://www.dynamic-ps.co.uk/news/employment-changes-april-2026/

April 2026 employment changes including SSP, paternity leave and parental leave, holiday records, Fair Work Agency, national living wage, statutory rates, and Bereaved Partner's Paternity Leave.

24/03/2026

Last week I attended an employment law update with Gosschalks LLP and Ted Flanagan , followed by a CIPD employment law session this morning with Nicola Barrass and Lee Whiting. Both sessions provided clear, practical insight into what is ahead.

I’ve seen a lot of commentary, and in some cases scaremongering, around the changes to the Employment Rights Act on this and other platforms. The reality is, these are being introduced in stages, which gives businesses time to prepare and respond sensibly. Looking at the changes over the next couple of years can feel overwhelming for business owners and HR teams so create a plan and manage it in stages. That is what I’m doing with my clients.

From April, the main areas impacting SMEs are:

• Statutory Sick Pay SSP becoming a day one entitlement
• Parental leave and paternity leave becoming day one rights with no qualifying service required
• No change to parental pay at this stage
• Sexual harassment being recognised as a protected disclosure under whistleblowing legislation
• Changes to redundancy if making 20 or more roles redundant in a 90 day period.
• Introduction of the Fair Work Agency

Alongside this, we also have the usual annual updates to statutory rates, including maternity pay, paternity pay, sick pay, redundancy pay, and National Minimum and Living Wage increases. These happen every year, so nothing unexpected there.

There are further legislative changes from October. For now, the focus should be on April, with time to prepare for the next phase later in the year.

The priority for employers is to make sure records are accurate and up to date, particularly in relation to National Living Wage, SSP, and statutory holiday pay, and to ensure policies, contracts and processes reflect the upcoming changes.

Taking a measured, informed approach will make these changes far more manageable than some of the commentary might suggest.

Here’s a link to our step by step guide for the changes next month.

https://lnkd.in/e2rqXKDC

If you want more information on what’s coming after April, I’ve written an article on the Invest East Yorkshire website in their resources section.

https://lnkd.in/e86NbVvj

02/02/2026

As a business owner, are you prepared for the challenges in employment law this year? If you employ at least one employee, it will affect you!

It's no secret that there's changes coming with the Employment Rights Act getting the final sign off just before Christmas. The first major phase takes effect from April 2026 (unless you have a unionised workforce in which case there are some changes next month).

These reforms will affect most employers, even those with small or flexible teams. In this first phase, key changes include day one rights for Statutory Sick Pay and certain types of family leave, increased redundancy risk, stronger protections concerning sexual harassment, and the introduction of the Fair Work Agency with powers to actively enforce compliance.

The good news is that the changes are staggered, so there is time to prepare. We are taking a phrased approach with our clients to implement the April changes and then looking beyond to October and 2027. Taking a planned, step by step approach now can significantly reduce risk, cost and disruption later.

I’ve written an article on our website that explains what’s changing, what it means in practice, and how employers can start getting ready. There’s also a downloadable document available, including a clear to do list to help you focus on the actions that matter most.

If you’d like to be prepared well ahead of April 2026, rather than reacting once the law has changed, it’s worth taking a look. And we're always happy to support if you need some HR expertise.

Employment Rights Act changes from April 2026 will significantly impact employers. Learn what’s changing, what it means for your business, and how to prepare with practical HR guidance.

30/01/2026

It's no secret that there's changes coming with the Employment Rights Act getting the final sign off just before Christmas. The first major phase take effect from April 2026 (unless you have a unionised workforce in which case there are some changes next month).

These reforms will affect most employers, even those with small or flexible teams. In this first phase, key changes include day one rights for Statutory Sick Pay and certain types of family leave, increased redundancy risk, stronger protections concerning sexual harassment, and the introduction of the Fair Work Agency with powers to actively enforce compliance.

The good news is that the changes are staggered, so there is time to prepare. We are taking a phrased approach with our clients to implement the April changes and then looking beyond to October and 2027. Taking a planned, step by step approach now can significantly reduce risk, cost and disruption later.

We've written a blog that explains what’s changing, what it means in practice, and how employers can start getting ready. There’s also a downloadable document available via the blog, including a clear to do list to help you focus on the actions that matter most.

If you’d like to be prepared well ahead of April 2026, rather than reacting once the law has changed, it’s worth taking a look. And we're always happy to support if you need some HR expertise.

https://www.dynamic-ps.co.uk/news/employment-rights-act-changes-from-april-2026-%E2%80%93-what-employers-need-to-know/

Employment Rights Act changes from April 2026 will significantly impact employers. Learn what’s changing, what it means for your business, and how to prepare with practical HR guidance.

31/01/2025

We are 5 years old!!

In January 2020, we decided to use our HR and development expertise to support small and medium size businesses in our region and set up a HR consultancy. Two months later, a global pandemic and our first two clients, we were off and running.

In five years, we've worked with over 55 different businesses across a variety of industries located from Newcastle to London and Manchester to Hull. We've worked on a retained basis, on one off projects, lengthy interim assignments and as and when needed.

We partnered with our first retained client in April 2020 who we are still working with today.

We are passionate about supporting businesses with their people, developing strategies for growth and making sure people are treated ethically and lawfully. And we continue to grow having signed up two new retained clients this month.

So, what will the next five years bring? More of the same. Working with a small group of businesses where we develop trusted relationships and become an extension to their team is where we're at. Working with people who we like and want to do the right thing is where we do our best work.

So here's to the next 5 years .......... and the 5 after that!

29/12/2024

We are really enjoying our festive break at DPS but have no idea what day of the week it is 🤣. Surely it can’t just be us, anyone else?

27/11/2024

£1 million in grants has been approved since we launched our current grant scheme in July 2023!

Thanks to this funding, over 120 businesses have brought their projects to life, including:
✅ Staff training
✅ Marketing campaigns
✅ Equipment purchases
✅ Premises improvements

Our grant scheme is still open, and funding is available for eligible projects.

📩 Get in touch today to find out how we can support your business goals. Contact us at 01482 391622 or email [email protected]

25/10/2024

Just in case it's passed you by, the new laws on the prevention of sexual harassment in the workplace come into force tomorrow. It focuses on prevention and ensuring businesses are taking reasonable steps to stop sexual harassment from happening in the first place, which is in addition to the current legal obligations. It includes all employers whether you're employing one person or 10,000 people so no workplace is exempt.

A TUC survey found that over half of women experience sexual harassment at work, this number increases to two in three women aged 18-24. I'm sure no-one will disagree that these numbers are wholly unacceptable and that women should be able to come to work without being sexually harassed. And that includes the banter, the lewd comments, the dodgy texts, the whistles (and other sound effects) and as well as any unwanted physical contact!

Click on the link below which takes you to our employers guide in navigating the new changes and your obligations. I'm always here to help if you want extra support.

https://www.dynamic-ps.co.uk/news/employers-guide-to-the-new-sexual-harassment-laws/

23/10/2024

We are delivering this workshop on behalf of Invest East Yorkshire to make sure businesses in our area understand and are prepared for the changes the Employment Rights Bill will bring. It’s the biggest change to employee rights in a generation and businesses need to be ready. Sign up below ⬇️ . It’s fully funded so won’t cost you to attend!

Major Employment Law Changes Coming in the UK: What You Need to Know

The Employment Rights Bill, introduced on 10 October 2024, brings major reforms aimed at improving worker protections and updating employment practices. With full implementation expected by 2026, these changes are particularly important for small and medium-sized businesses as it will mean changes in employment contracts, policies, practices, and people processes.

1. Day-One Employment Rights
2. Probation Period
3. Statutory Sick Pay (SSP) Changes
4. Flexible Working as Default
5. Fire and Rehire Restrictions
6. Zero-Hours Contracts
7. Union Rights
8. Creation of a Fair Work Agency

To help businesses navigate these changes, we are running a workshop on 7 November at the Beverley Enterprise Centre which is being delivered by two local HR experts. To find out more about this workshop and to book your place, visit:

https://orlo.uk/AtSSM