Hill HR Consultancy Limited

Hill HR Consultancy Limited Providing bespoke services to SMEs across & beyond

Employment law has changed and is continuing to change ⚖️It is important that you keep updated to protect your business ...
07/09/2026

Employment law has changed and is continuing to change ⚖️

It is important that you keep updated to protect your business and ensure compliance.

3 areas to action:

⚖️ stay informed of the latest changes. Sign up to Hill HR’s newsletter or follow our socials

⚖️ checked your contracts and handbook and ensure the comply with current rules?

⚖️ train managers on the latest changes to ensure they follow any new laws.

A few small updates can prevent bigger problems later.

If you want a plain-English check, contact Hill HR today.

The Government has released a list of over 600 employers who have not been paying their employees correctly.As well as t...
07/09/2026

The Government has released a list of over 600 employers who have not been paying their employees correctly.

As well as there being employers who pay minimum wage (or very close to it) such as care providers, cleaning contractors, car washes, hospitality and security - there are also some big well known companies.

In some of these cases, it could be a genuine error on the employer's part.

Errors can easily happen where an employer pays minimum wage, for example deductions from pay, worked time not paid, travel during working time. Any of these can take pay below minimum wage.

Incorrect holiday pay and age increases that dont take effect are also other common areas for errors.

The Fair Work Agency came into force in April 2026. They were created to enforce workers' rights, including incorrect pay.

Therefore, now is a good time to review what you pay and your processes.

Key things to look at:

➡️ are you paying holiday pay correctly - particularly review zero hours/casual and irregular hours workers?

➡️ If you pay minimum wage (or very close to it) are you deducting money from wages? For example for uniform, equipment, etc This could drop pay below minimum wage and become unlawful.

➡️ Are you ensuring wages are being increased on employee's birthdays, for example when they turn 18 and 21?

➡️ Are you increasing pay when apprentices end their apprenticeship and are taken on a standard contract of employment?

All these are easy errors to overlook.

If you need help, contact the Hill HR team.

Many employers accidentally misuse the SOSR "some other substantial reason" clause when firing employees...And leave the...
03/09/2026

Many employers accidentally misuse the SOSR "some other substantial reason" clause when firing employees...

And leave themselves exposed under the new unfair dismissal rules.

One employer recently paid out over £66k after a tribunal found that they had unfairly dismissed an employee by misusing SOSR.

SOSR covers situations that don't fit neatly into conduct or capability, which means that it's also the category that gets misused the most.

Save this checklist and use it if you ever plan to dismiss someone under SOSR.

And, if you're already in the middle of a situation and want a sense check, get in touch for a confidential chat.

Thinking about what your team looks like in 2027?It's good to get ahead of things, but...New Employment Rights Act chang...
03/09/2026

Thinking about what your team looks like in 2027?

It's good to get ahead of things, but...

New Employment Rights Act changes come into force in January 2027 that directly impact your contracts and policies from 1 July 2026.

The contracts you're using now may already be out of date by the time someone signs one.

We can get your hiring process in good shape so you don't leave yourself exposed.

Get in touch to see how we can help.

If your business breaches basic employment rights for workers, the consequences could be huge.You could be ordered to pa...
02/09/2026

If your business breaches basic employment rights for workers, the consequences could be huge.

You could be ordered to pay back everything you owe, going back years.

An employee could take you to tribunal without a lawyer.

And The Fair Work Agency can audit you at any point without needing an employee complaint first.

Here are the areas where small businesses most often slip up:

📋 No written statements of employment

This is a day-one right, not something to sort out at the end of probation.

💰 Not getting National Minimum Wage right

Tips, commission or deductions can accidentally push someone below the legal minimum without you realising.

🧾 Missing payslips

Since 2019, every worker is entitled to one, not just employees. If someone works for you, they probably qualify.

📅 Getting holiday pay wrong

If your workers have irregular hours, the calculation is more involved than most employers expect.

⏱ Miscalculating working time

Rest breaks still apply even where a worker has signed an opt-out on hours.

If you are not confident your basics are covered, get in touch before someone else flags it.

Your two-year safety net disappears on 1 January 2027.Right now, employees need two years of service before they can bri...
02/09/2026

Your two-year safety net disappears on 1 January 2027.

Right now, employees need two years of service before they can bring an unfair dismissal claim against you. From January 2027, that drops to just six months.

That means you have a much smaller window to spot and address performance issues before you're exposed. And with the compensation cap on awards being abolished at the same time, the stakes couldn't be higher.

Here's what small business owners need to do NOW:

➡️ Review your probationary periods- no longer than 6 months. We would recommend 3 or 4 months with the option to extend. Remember the statutory or contractual notice period.

➡️ Review your probationary process - ensure you set regular reviews.

➡️ Make sure your performance management process is documented. Verbal warnings are not enough.

➡️ Check your employment contracts. If they don't reflect a clear, fair process, now is the time to update them.

The businesses that will be caught out are the ones who leave this until it's too late.

If you want to make sure you're protected before January 2027, get in touch with the Hill HR team.

We'll review your contracts, policies, and processes so you're ready well in advance.

📩 [email protected] | 01905 885456

The Unfair Dismissal Qualifying Period Is Changing: What Small Businesses Need to Do NowFrom 1 January 2027, employees w...
01/09/2026

The Unfair Dismissal Qualifying Period Is Changing: What Small Businesses Need to Do Now

From 1 January 2027, employees will be able to claim unfair dismissal after just six months in the job — down from the current two years.

Here are the six areas of your business most likely to feel the impact.

1. Recruitment: it will be important to get your hiring right the first time.

2. Probation Periods: you will have a six-month window as your protection.

3. Performance Management: you need to manage performance from day 1 - not month 23.

4. Fixed Term Contracts: this will apply to fixed term contracts longer than 6 months.

5. Line Managers: their capability to manage correctly is now critical.

6. Negotiated Exits: more important than ever, and the stakes are Higher.

What should employers Do Before January 2027

Review your employment contracts and probation clauses. Make sure your performance management processes are fit for purpose. Train your line managers. And if you are not sure where the gaps are, a conversation with an HR professional is the right place to start.

Hill HR works with small businesses across Worcestershire and the West Midlands to make sure they are prepared for changes like these.

Get in touch to find out how we can help.

The Employment Rights Act introduces provisions for making employers liable for third party harassment.Third parties inc...
01/09/2026

The Employment Rights Act introduces provisions for making employers liable for third party harassment.

Third parties includes for example clients, customers, contractors or suppliers. Employers will be liable if they harass an employee during the course of their employment and the employer has failed to take all reasonable steps to prevent the third party from doing so.

How can an employer prevent third-party harassment:

1️⃣ Have a clear Anti-Harassment Policy that covers third-party harassment by anyone not employed by the company.

2️⃣ Provide training for managers and employees on how to identify, report, and handle third-party harassment.

3️⃣ Take a zero tolerance approach towards third-party harassment and make it clear that action will be taken if employees are subjected to inappropriate behaviour.
Include posters around your premises.

4️⃣ Consider suggestions proposed by employees.

5️⃣ Have effective reporting mechanisms, including confidential reporting systems for employees to report harassment from third parties without fear of retaliation.

6️⃣ Risk assess high risk areas or roles in the business. This could include customer facing roles or delivery of goods in and out.

7️⃣ Be clear with suppliers and contractors what will happen with third parties and that they will be held accountable for any harassing behaviour their employees or clients might engage in.

8️⃣ Ensure you have a supportive environment where employees are not afraid to report concerns.

9️⃣ Ensure a prompt response and investigation where there is a matter raised.

If you need any support, please contact the Hill HR team

New employment rights are changing with more coming soon.Is your HR documentation and processes ready?Have you reviewed ...
31/08/2026

New employment rights are changing with more coming soon.

Is your HR documentation and processes ready?

Have you reviewed your contracts and staff handbook?

Small gaps can quickly turn into costly problems.

What to do now:
• Check your current documents.
• Review holiday, probation, and absence processes.
• Get advice before you need it.

📌 Learn more and stay compliant.

MANAGING PROBATIONARY PERIOD TOOLKIT💥Probationary periods are about to become more important than ever.With changes to u...
27/08/2026

MANAGING PROBATIONARY PERIOD TOOLKIT

💥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 hirers - will go!

Anyone hired from 1st July will have just six months before gaining unfair dismissal protection in January 2027.

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

That is why we have created a Probation Period Toolkit.

A suite of 'Done for You' documents.

The toolkit contains:

➡️ managers practical guide on managing the probationary process,
➡️ manager and employee preparation and review forms,
➡️ checklist to ensure you don’t miss anything,
➡️ professionally drafted letters for successful, unsuccessful and extension of the probation period outcomes.

Don't wait until a probation issue becomes an employment risk.

Get your probation process ready today.

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

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