Specialised HR - Ethical HR Consultancy

04/09/2026

Anonymous whistleblowing is not a hunt for names. It is an evidence led process that protects workers and reduces organisational risk. In our latest guide, we unpack the UK legal context, a pragmatic day one triage, and how to run a fair investigation without contacting the reporter. We also share practical comms tips and data protection safeguards. If you need an impartial investigator, we are here to help

Read more: https://specialisedhr.co.uk/how-ethical-organisations-can-handle-anonymous-whistleblower-disclosures/

Worried about an anonymous whistleblowing disclosure? Learn when to investigate identity, how to assess risk, and how UK law applies. Get clear, practical steps.

01/09/2026

It is easy to worry about saying the wrong thing when a colleague is struggling. The solution is early, compassionate action plus clear, compliant process. Our new guide covers UK legal duties, conversation scripts, reasonable adjustments, sickness absence, and a step-by-step path from first concern to sustainable return. It includes sources from HSE, Acas, GOV.UK and Mind, plus anonymised case studies.

Read more:

https://specialisedhr.co.uk/how-to-support-an-employee-experiencing-mental-health-difficulties-at-work/

12/08/2026

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

Compensation caps will go too. That is a big shift for UK employers. Our guide explains what employers need to change by July 2026, with clear steps for probation, investigations, and hearings.

Read more:

For UK employers, this unfair dismissal key changes guide explains the 2027 shift to six months and uncapped awards, with steps to prepare. Book expert help.

10/08/2026

🚨 UK EMPLOYMENT LAW IS CHANGING — IS YOUR BUSINESS READY?

The next 12–18 months will bring some of the biggest changes to employment law in years.

From changes to unfair dismissal and probation periods to new requirements around sick pay, family leave, sexual harassment, flexible working, fire and rehire and trade unions, employers need to be preparing now.

📅 From 1st January 2027, ordinary unfair dismissal protection will reduce from 2 years’ service to just 6 months, while the current cap on compensatory awards will be removed.

That means your recruitment, probation, performance management and dismissal processes could all need a rethink.

👉 We’ve put together a practical guide covering the key employment law changes coming in 2026–27, including what employers should be doing now to prepare.

Don’t wait until the law changes to review your HR processes.

If your contracts, handbook, policies or HR procedures haven’t been reviewed recently, now is a good time to get them ready.

📖 Read the guide:

https://specialisedhr.co.uk/upcoming-uk-employment-law-changes-in-2026-27-an-employers-practical-guide

#2027

05/08/2026

Thinking about an attendance bonus to cut sickness absence? It can help in the short term, but design and culture matter most. Our new guide explains the legal must-haves, ethical design steps, and better alternatives that often deliver bigger, lasting gains.

💚 Read the guide: https://specialisedhr.co.uk/why-an-attendance-bonus-can-help-and-when-it-backfires/

28/07/2026

If an employee refuses to attend a disciplinary hearing, you can still proceed lawfully if you follow a fair process. This guide explains UK rules, the Acas Code of Practice, valid reasons for non-attendance, postponements, and how to run a hearing in absence. You will get practical letters guidance, an on-the-day checklist, a timeline view, and when to seek expert HR help from Specialised HR.

https://specialisedhr.co.uk/why-the-employment-rights-bill-will-raise-the-bar-on-harassment-prevention/

24/07/2026

An employee refusing to attend a disciplinary hearing can stop you in your tracks. The path is straightforward if you follow a fair, UK-compliant process. Our new guide explains postponements, valid reasons, in-absence hearings, and how to avoid unfair dismissal risk. Need a second pair of eyes? Book a free consultation with Specialised HR today.

https://specialisedhr.co.uk/how-to-handle-an-employees-refusal-to-attend-a-disciplinary-hearing/

24/07/2026

Could your expertise help transform lives?

Our client, Treasures Foundation is recruiting new Trustees to help shape the future of a charity supporting women affected by trauma, addiction, homelessness, mental ill health and involvement with the criminal justice system.

We are currently seeking applications for:
• General Trustee
• Treasurer
• Vice Chair

Whether you're an experienced trustee or looking to take on your first Board role, we'd love to hear from people who share our values and want to use their skills to make a lasting difference.

We're particularly interested in hearing from people with experience in:
✔ Finance
✔ Charity governance
✔ HR or Legal
✔ Fundraising
✔ Housing
✔ Mental health
✔ Safeguarding
✔ Marketing & Communications
✔ Public sector partnerships

Treasures Foundation has been supporting women in East London since 2009 through safe accommodation and trauma-informed, peer-led support.

These are voluntary positions requiring approximately 6–10 days per year, with reasonable expenses reimbursed.

📧 To apply, please send your CV and covering letter to [email protected]

Please share this opportunity with anyone who could make a valuable contribution.

21/07/2026

🚨 An employee hasn't turned up for work... now what?

It's a situation many employers face, but one of the biggest mistakes is assuming that an employee who has gone AWOL has resigned.

Before taking disciplinary action or terminating employment, it's important to follow a fair and reasonable process. Not only does this demonstrate your duty of care, but it also helps protect your organisation from unnecessary legal risk.

In our latest article, we cover:

✅ What AWOL actually means

✅ The immediate steps every employer should take

✅ When it's appropriate to contact an employee's emergency contact

✅ How to document your actions correctly

✅ When a disciplinary process may become appropriate

Whether you're managing a single absence or reviewing your absence procedures, this guide will help you handle the situation confidently and fairly.

📖 Read the full article:

https://specialisedhr.co.uk/how-to-handle-an-employee-who-goes-awol-in-the-uk/

Have you ever had to manage an employee who suddenly stopped communicating? What lessons did you learn? Share your thoughts in the comments.

09/07/2026

Do UK employers legally need a mental health first aider? Short answer: no. Clearer answer: you still must assess mental health risks, provide appropriate first aid, and support staff fairly. Our new guide sets out the law, HSE guidance, and how to build a practical, values-led approach that actually helps people.

Read more:
https://specialisedhr.co.uk/do-uk-employers-need-a-mental-health-first-aider-by-law/


Instagram