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Hill HR Consultancy Limited

Name: Hill HR Consultancy Limited
Address: Clarendon House, 14 Saint Andrew’s Street, Droitwich, WR98DY, GB
Telephone: +447483253984
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Hill HR Consultancy Limited

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Providing bespoke services to SMEs across & beyond

01/11/2026

Someone on your team comes back from sickness absence. What happens next?

In many small businesses, the answer is "nothing". A quick hello, and everyone carries on. That is a missed opportunity.

A short, friendly return-to-work conversation helps you spot patterns early, find out whether the person needs support, and show your team you care. It also gives you a clear record if absence becomes a concern later.

It doesn’t have to be after every 1 day absence , you can select when to carry them out.

Keep it simple:

✅ Welcome them back and check how they are feeling.
✅ Ask whether anything at work is affecting their health.
✅ Agree any adjustments or support that might help.
✅ Write a short note and keep it on their file.

If absence is becoming a regular issue, or you are unsure how to handle a health-related situation, contact the Hill HR team.

31/10/2026

⚠️ Law change coming: unfair dismissal rights from 1 January 2027

Did you know the qualifying period for unfair dismissal is changing? Here is the simple version 👇

📅 From 1 January 2027, it drops from two years to SIX MONTHS' service
🚫 These are not day-one rights. Employees still need six months in the job

What does it mean for you?

✅ Probation periods matter more than ever
✅ Keep written feedback and clear records
✅ Make sure your contracts and disciplinary and capability procedures are up to date
✅ Train your managers on fair process

YOU ARE INVITED TO OUR ESSENTIAL EMPLOYMENT LAW UPDATE (IN-PERSON) EVENT 🗓️

If you want to know more about the unfair dismissal qualifying period reduction, and you are near to us, Hill HR are holding an in-person event to tell you how.

Join us on 24th November 2026 at the Raven, Droitwich Road, Worcester, WR3 7SR from 9am to 12.30pm.

To book onto this free event, simply email us at mailto:[email protected].

31/10/2026

MANAGING PROBATIONARY PERIODS - NOW MORE IMPORTANT THAN EVER!

💥Probationary periods are about to become more important than ever.

With changes to unfair dismissal rights effective from January 2027, employers can no longer rely on the lengthy qualifying period to manage recruitment decisions.

That 2 year buffer for dismissing unsuitable hires - will go!

From 1st January 2027, employees will have 6 month unfair dismissal rights (not the current 2 years).

A well-managed probation period is now essential - giving you the structure, evidence and confidence to make fair, informed decisions about new starters.

YOU ARE INVITED TO OUR ESSENTIAL EMPLOYMENT LAW UPDATE (IN-PERSON) EVENT 🗓️

If you want to know more about how the unfair dismissal qualifying period reduction will affect probation periods, and you are near to us, Hill HR are holding an in-person event to tell you how.

Join us on 24th November 2026 at the Raven, Droitwich Road, Worcester, WR3 7SR from 9am to 12.30pm.

To book onto this free event, simply email us at mailto:[email protected].

30/10/2026

A reminder of employment law changes from TODAY (30th October 2026) under the ERA 2025.

➡️ UNION ACCESS - If you have 21 or more workers - qualifying unions will have the right to request access to your workplace, for the purpose of recruiting new members and communicating and support their members. This access can be digital, physical or both.

➡️ THIRD PARTY HARASSMENT - From today, an employer can be liable when someone outside the organisation harasses one of its employees.

A third party is anyone other than the employer or one of its own employees. That means customers, clients, patients, service users, suppliers’ staff and members of the public. Harassment online counts as well as harassment face to face.

➡️ ALL REASONABLE STEPS - Employers are now under a specific duty to take ALL reasonable steps to prevent sexual harassment of their workers in the course of their employment.

Please reach out to the Hill HR team if you have any questions.

30/10/2026

New trade union access rules take effect from TODAY (30th October 2026).

If you have 21 or more workers - YOU NEED TO BE AWARE OF THIS AND KNOW WHAT TO DO IF YOU RECEIVE A REQUEST.

From 30th October, qualifying unions will have the right to request access to your workplace, for the purpose of recruiting new members and communicating and support their members.

You need to:

☑ Decide who will handle a union access request
☑ Be ready to respond within 15 working days
☑ Be ready to negotiate access terms over the following 25 working days

This isn’t something you want to figure out on the fly.

If you’d like help updating your documents or putting an internal process in place, get in touch and we’ll walk through it with you.

30/10/2026

📢 TODAY: new employment law changes are now in force!

The Employment Rights Act 2025 moves forward again today, 30 October 2026. Here is what small business owners need to know:

⚠️ Sexual harassment: employers must now take "all reasonable steps" to prevent it. The old test was just "reasonable steps", so the bar is higher.

⚠️ Third-party harassment: you can now be held responsible for harassment of your team by customers, clients or other visitors, unless you have taken all reasonable steps to prevent it.

⚠️ Trade union changes: updated rules on union access to the workplace and new rights for some union reps.

If you run a salon, shop, restaurant or anything else with customers coming through the door, or you work with contractors and suppliers, the third-party point matters for you.

✅ Quick checks for today:
• Do you have an up-to-date anti-harassment policy?
• Does your team know how to raise a concern, including about third parties?
• Have your managers had training?
• Are you recording what you do to prevent harassment?

Not sure where you stand? Give the Hill HR team a shout and we will help you get it sorted, in plain English. 💚

29/10/2026

Got a staff issue on your hands and not sure where to start? 😟

Before you call a disciplinary meeting, run through this quick checklist:

✉️ Put the allegations in writing, advise of an investigation.
📋 Investigate. Get the facts and evidence, and keep notes
✅ Check your policy and the employee's contract
🗓️ Give reasonable notice and confirm the right to be accompanied
💚 Confirm the outcome in writing, including the right to appeal

Skipping a step is one of the easiest ways to turn a small problem into a costly one! Following the ACAS Code of Practice really does matter.

Every case is different though, so if you are unsure, give us a shout and we will talk it through with you.

29/10/2026

Employment Rights Act 2025: don't be scared 👻

The Employment Rights Act 2025 is already reshaping the employment landscape, and small business owners need to be aware and prepared.

Join the Hill HR team on 24th November 2026 at The Raven, Droitwich Road, Worcester, WR3 7SR, from 9am to 12.30pm, for a practical session on what the changes mean for employers and the steps you should take now.

What we’ll cover:

✔️ Where we are now: a recap of the employment law changes already in place this year

✔️ What’s coming next: an overview of the changes due in 2026 and 2027 that will affect all sized businesses

✔️ We will particularly focus on the important areas :

➡️ The strengthened duty to prevent sexual harassment in the workplace and third party harassment.

➡️ The reduction of the unfair dismissal qualifying period from two years to six months and how it affects the probation period.

➡️ Union right to join and workplace access.

You’ll leave with a clear picture of your obligations and practical actions to take back to your business.

Reserve your free place by emailing [email protected]. Please tell us the size of your organisation so we can tailor the session to your needs.

28/10/2026

A significant change to employer obligations comes into force on 30 October 2026, and many small businesses are not yet aware of it.

From that date, all employers will be under a new legal duty to take all reasonable steps to prevent sexual harassment in the workplace. This is a proactive obligation — not just a response requirement after something goes wrong.

What does this mean in practice?

Employers need to demonstrate they have taken positive steps to prevent harassment before it occurs. That means having a clear, up-to-date anti-harassment policy, ensuring staff know it exists, and providing appropriate training.

Third-party harassment is also in scope from 30 October. If a customer, client, or contractor harasses one of your employees and you have not taken reasonable steps to prevent or address it, you could face liability.

For most small businesses, the key steps are straightforward: review your harassment policy, brief your team, and document what you have done.

There are just a few days until this comes into force. If you need support getting the right policy in place, get in touch with Hill HR.

28/10/2026

New trade union access rules take effect from 30th October 2026.

A separate duty to tell workers about their right to join a union starts on 1 January 2027.

Every employer:

☑ Plan to give new workers the written trade union rights statement from January
☑ Plan how you’ll share it with existing workers by 5 April 2027
☑ Review your onboarding process

If you have 21 or more workers:

☑ Decide who will handle a union access request
☑ Be ready to respond within 15 working days
☑ Be ready to negotiate access terms over the following 25 working days

This isn’t something you want to figure out on the fly.

If you’d like help updating your documents or putting an internal process in place, get in touch and we’ll walk through it with you.

Address

Clarendon House, 14 Saint Andrew’s Street
Droitwich
WR98DY

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+447483253984

Website

http://www.hillhr.co.uk/, https://www.hillhr.co.uk/hr-document-shop, https://www.hillhr.co.uk/salon/

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