hr2go Consultancy Ltd

07/05/2026

This was me this morning delivering sexual harassment awareness and prevention training remotely. 👇🏼

This challenges me as I get nervous and much prefer delivering it in person.

But the group were amazing! 🤩

Reflecting on sexual harassment can be challenging.

And whilst most business owners don’t want to admit it, sexual harassment in the workplace is more common than they think.

So with the upcoming changes it’s important for to prepare.

I deliver sexual harassment training remotely so your team can complete it without disrupting the working day.

Your team will get:
✔️A clear understanding of what constitutes harassment
✔️Confidence to recognise and report it
✔️Practical guidance on your responsibilities as an employer

Whether you have 5 employees or 100, every business has a duty of care.

If you’d like to find out more or book a session, drop me a message or comment below. 👇🏼

05/05/2026

You didn't build your business to spend your days firefighting people problems did you? 🤔

But here you are.

Sitting with that nagging feeling that your managers aren't handling things the way they should.

That your senior team are pulling in different directions.

That the business is growing but somehow everything feels messier than it used to.

Can you keep doing it all yourself?

Or have you reached the stage where the way you've been managing people no longer fits the size of the business you're running?

The fix isn't hiring a full HR department overnight.

It's getting the right support in place quickly so that:
✔️ Your managers actually manage (and you don't have to step in every time)
✔️ Your senior team move in the same direction
✔️ People issues get handled before they become expensive problems
✔️ Growth stops feeling chaotic and starts feeling intentional

This is exactly what I do.

I work with business owners who are brilliant at what they do and who are ready to stop being the default answer to every people question in their business.

If that sounds like where you are right now, let's have a conversation about what's going on and what would actually help.

Drop me a message or comment below, I'm always happy to chat. ☎️

16/04/2026

Even though I am prepping employers on the unfair dismissal reforms, it is always useful to have some CPD, especially if it’s from an employment lawyer! 🤓

I attended HRi’s webinar today on the unfair dismissal reforms.

The upcoming changes in the reduction in qualifying period for unfair dismissal is a big shift for .

From 1 January 2027, the qualifying period is set to reduce from two years to six months.

With protection against unfair dismissal applying retrospectively from that date.

And the compensation cap is to be removed!

That means probation, performance management and a fair process will matter even more for every employee, not just long-serving employees.

Now is the time to review onboarding, probation reviews and dismissal procedures before the new rules take effect.

If you need support with this, give me a call. ☎️

14/04/2026

I've been working with a small business in Q1 and this is some of the feedback they gave me at our review meeting. 👇🏼

I 💜 making a difference for business owners.

I want to take the worry out of their HR challenges so they can focus on business growth.

I want to help them get the best from their teams.

I want to prevent issues from arising wherever possible and being there as and when they need me.

If you know you need HR support but aren't quite sure what that looks like, give me a call to talk things through. ☎️

07/04/2026

Today is World Health Day but may also be the day employers find employees take advantage of the changes to sick pay eligibility! 🤧

The rules around employee eligibility for Statutory Sick Pay (SSP) changed yesterday.

The Act removes:
✔️ the requirement to earn at least the lower earnings limit
✔️ the three-day waiting period for workers to be entitled to SSP

It’s important that employers review their contracts and policies to stay compliant.

These updates affect how quickly employees qualify and how absences must be recorded.

Now is a great time to audit your absence management procedures.

And ensure payroll systems reflect the updated entitlements.

Supporting your workforce with clear communication on these changes is also recommended.

If you’re unsure what this means for your business, I’m happy to help, just give me a call. ☎️

31/03/2026

I 💜 delivering training to line managers on difficult conversations.

It can be so rewarding.

I understand there’s a million other things they would rather be getting on with.

But taking an hour out is a reminder that managing people isn’t just about following a process.

And watching that shift as they practice these conversations is incredibly satisfying.

No matter how experienced we are.

Having challenging talks about performance, behaviour, or wellbeing never gets easy.

Helping managers build that confidence and better understand their own emotional intelligence feels like I'm making a small but meaningful change.

One conversation at a time. 😊

23/03/2026

I’m talking a lot with business owners about performance management.

Why? 🤔

Because managing performance is not just a “nice to have” for SMEs.

Poor performance directly affects productivity, profitability and increases risk if not managed properly.

And as you are probably aware, the unfair dismissal qualification period is being reduced in January 2027 to six months.

So, if you don’t have a robust probation process in place.

And poor performers linger in your business and aren’t managed.

It will quickly cause issues for your business.

So, what can you do now?

✔️ Audit current practices and consider a different approach to recruitment, onboarding and probation, to rely less on the potential to dismiss an employee if their employment does not work out.

✔️ Review the length of probationary periods with the aim that performance reviews can be completed before the employee gains the right to claim unfair dismissal.

✔️ Embed procedures to ensure that managers act reasonably when employees are dismissed during or at the end of the probationary period, even where they do not yet have unfair dismissal protection.

✔️ Check that managers are holding regular performance reviews with probationers.

I can support your business with all of this. Just give me a call to see how. ☎️

19/03/2026

Did you know sexual harassment is being added to whistleblowing legislation? 🤔

The Employment Rights Act 2025 provides for sexual harassment to be added to the list of types of disclosure that qualify for protection under the whistleblowing provisions of the Employment Rights Act 1996.

The Government has said that it aims to provide clarity by making it explicit that sexual harassment can be the basis for a protected disclosure.

The Government has confirmed that this measure will take effect on 6 April 2026.

And in October there are plans to introduce employer liability for harassment by third parties and strengthen the duty to prevent sexual harassment.

Employers will have a duty to take all reasonable steps to prevent sexual harassment of their employees in the course of their employment.

Further regulations will specify what steps are to be regarded as reasonable however these are not expected until 2027.

I'm advising clients on the key legislation and what it means in real terms like updating their whistleblowing policies and understanding what their proactive duty is.

If you want support with a proactive approach to the upcoming changes, give me a call. ☎️

06/03/2026

Hopefully you don't need a dedicated day to recognise and celebrate the hard work, loyalty, and contributions of your employees.

But if you do, then today is that day!

Employee Appreciation Day, observed annually on the first Friday in March, is all about saying a sincere “thank you” to your staff.

The people who keep your business running.

Employee appreciation should be recognised as part of a healthy workplace culture.

I mean who doesn't want improved job satisfaction, higher retention rates, and greater overall productivity of staff?

In this month's newsletter I'm focusing on SMEs and building strong employee relations.

So grab a ☕ and read on if you would like to know more!

Employee appreciation should be recognised as part of a healthy workplace culture. In this month's newsletter I'm focusing on SMEs and building strong employee relations. So grab a ☕ and read on if you would like to know more!

04/03/2026

I’ve been asked by a couple of employers about what happens if employees’ flights are disrupted because of airspace closure. 🤔

❔ If they’re stranded because their flight has been cancelled, do we have to pay them?

❔ Can employees work flexibly abroad?

❔ Do I have to agree to a changed annual leave request at the last minute?

We’ve been here before and I would always advise a cautious and empathetic approach towards an employee who is having difficulty because of flight disruptions out of their control.

Technically employees aren’t entitled to be paid for unplanned absences.

And it is at the employer’s discretion whether employees can work flexibly abroad or change their holiday dates.

However, it is good employee relations to be as flexible as you can be!

And don’t forget those employees that might have family or friends who are impacted by the conflict and may also need your support.

If you want any further HR advice, give me a call! ☎️

23/02/2026

As AI tools continue to transform workplaces, HR professionals are seeing an increase in AI-generated grievances.

However, employers need to be cautious.

Using AI doesn’t invalidate an employees’ concerns.

My advice is to keep it simple.

Follow your own procedures.

Schedule a meeting with the employee and get them to talk through the main points of their grievance in person.

This is key to enable you to deal with it in a constructive and manageable way.

And to find out what outcome the employee is seeking.

To try and resolve the working relationship.

If you need support in ensuring grievances are handled fairly, give me a call! ☎️