Swan HR Consultancy Limited

22/09/2026

Ready for next month's changes?

From 1 October, right-to-work checks are extending well beyond the traditional employee contract. If your business uses contractors, casual workers, or people sourced through an agency or online platform, the new rules could apply to you.

This comes from the Border Security, Asylum and Immigration Act 2025, and it's a significant shift for sectors like construction, food delivery, beauty, courier services, and warehousing.

The penalties for getting it wrong include fines and, in serious cases, imprisonment. And they now reach further down the supply chain than most employers realise.

If you're not sure whether your current setup would hold up, now's the time to check, not in November.

https://www.swanhrconsultancy.co.uk/post/what-s-changing-with-right-to-work-checks-from-october-2026

01/09/2026

A probation period should do much more than give you three or six months to “see how someone gets on”.

I’ve put together a practical guide to managing probation periods properly, from the contract stage right through to passing, extending or ending probation.

Read it here:

https://www.swanhrconsultancy.co.uk/post/probation-periods-how-to-manage-them-properly-from-day-one

24/08/2026

Most employers know National Minimum Wage and National Living Wage rates change each April.

What is easier to miss is that an individual employee’s minimum rate can change during the year.

Read more here:

Most employers know that National Minimum Wage and National Living Wage rates normally change each April.What is much easier to miss is that an individual employee's minimum rate can change during the year, even though nothing has changed within your normal payroll process.A birthday can change the....

18/08/2026

Do you know what your holiday pay records would show if they were checked tomorrow?

I’ve written a guide explaining what employers should be recording, where SMEs commonly get caught out, and what good record-keeping looks like.

Read it here:
https://www.swanhrconsultancy.co.uk/post/holiday-pay-records-why-getting-this-wrong-is-a-criminal-offence

13/07/2026

A good performance review starts with the right structure.

Without a clear framework, conversations can easily become vague, rushed or focused only on what has gone wrong.

A structured performance review helps managers:
✅ Recognise what is going well
✅ Discuss challenges openly
✅ Give employees the opportunity to share their views
✅ Agree clear objectives
✅ Record actions and support needed

It creates a more balanced conversation and gives both the employer and employee clarity about what happens next.

Our latest guide explains how to prepare for and run a more effective performance review meeting.

You can also request Swan HR’s free Performance Review Template to help structure the conversation and keep a clear record of what has been agreed.
Read the guide here:

https://lnkd.in/eUXwr9eG

09/07/2026

If the only time performance is discussed is when there is a concern, reviews can quickly feel negative or uncomfortable.

Regular, structured conversations give employers the chance to:
✅ Recognise good work
✅ Discuss challenges early
✅ Clarify expectations
✅ Agree on support and development
✅ Set clear objectives for the future

Performance reviews should not just be about addressing problems. They can also help employees feel valued, supported and clear about what comes next.

Our latest guide shares practical advice on how to run a more effective performance review meeting.

You can also request a free Performance Review Template to help structure the conversation and record what has been agreed.
Read the guide here:

https://lnkd.in/eUXwr9eG

24/06/2026

Menopause is becoming a workplace issue that employers can no longer afford to ignore.

From 2027, larger employers are expected to be required to introduce menopause action plans as part of wider employment law reforms.

While the legal requirement may only apply to organisations with more than 250 employees, every employer can benefit from thinking about menopause support now.

Many experienced employees are leaving the workforce, reducing hours, or struggling in silence because they don't feel supported at work.

Simple changes can make a significant difference:
✔ Manager awareness and training
✔ Clear workplace policies
✔ Flexible working arrangements
✔ Open conversations without stigma
✔ Practical support tailored to individual needs

Forward-thinking businesses are already recognising that menopause support is not just about compliance. It's about employee wellbeing, retention, productivity, and creating a workplace where people can perform at their best.

We've taken a closer look at the upcoming changes and what businesses should be doing to prepare.

Read the full article here:
👉 https://lnkd.in/eDE7CMq3



Question: Does your organisation currently have any guidance or support in place for employees experiencing menopause symptoms?

16/06/2026

Even if your business isn't unionised, this change could affect you.

From October 2026, employers will be required to inform employees of their right to join a trade union.

For many organisations, this will be a completely new compliance obligation.
It may mean reviewing:

✔ Employment contracts
✔ Employee handbooks
✔ Onboarding processes
✔ HR policies
✔ Employee communications

This change forms part of wider reforms under the Employment Rights Act 2025, alongside new employee rights, stronger workplace protections, and increased expectations on employers.

The businesses that prepare early will have time to update documentation, brief managers, and ensure employees receive clear and consistent information.

We've taken a closer look at what employers need to know and how HR support can help businesses stay compliant.

Read the full article here:

👉 https://lnkd.in/eBJQguqw



Are you reviewing your HR policies ahead of the Employment Rights Act changes, or waiting until the regulations are finalised?

20/05/2026

🚆 What happens when your staff cannot get to work on time, suddenly lose childcare, or need to work differently because of travel disruption?

How employers respond in these situations matters.

A rigid response can damage morale quickly.

A fair, practical and flexible approach builds trust instead.

Now is a good time to review your policies around lateness, flexible working, emergency dependants leave and hybrid working.

Read our latest article to find out more. https://lnkd.in/dMYRnSaP

11/05/2026

Do your staff receive tips?

Are you aware of the upcoming changes around tipping and service charges?

For hospitality businesses, this is not just about payroll and compliance. It can directly affect staff trust, retention, morale, and workplace culture.
Restaurants, cafés, bars, hotels, and hospitality venues should be reviewing how tips are managed and communicated with employees.

I’ve written a blog looking at hospitality HR and tipping, including what businesses should be thinking about moving forward.

Read it here and let me know what you think.
https://lnkd.in/e_Ra3B4r