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Being a manager can be a lonely role if you don't have the right support.🔹 You often have to put on a brave face when th...
19/06/2026

Being a manager can be a lonely role if you don't have the right support.

🔹 You often have to put on a brave face when things aren't going to plan.
🔹 You feel like you must always be available for your team, while also delivering yourself.
🔹 It feels like you're expected to always have the answer.
🔹 You have to be prepared for the hard conversations.
🔹 You're expected to balance the needs of your team as well as the needs of the business.

It's a lot to carry.

Support can look like lot's of things, such as training, coaching and allocating real time for management tasks.

What is the best piece of support your company provides (or that you wish they provided) to help you manage effectively?

A huge thank you to Scott Hackett and Deliver Media for the invitation to the Liverpool International Tennis Tournament ...
18/06/2026

A huge thank you to Scott Hackett and Deliver Media for the invitation to the Liverpool International Tennis Tournament 2026 🎾

It was a fantastic day, made even better by spending it with the brilliant group from BNI Discover. Great tennis, great company, and plenty of conversations throughout the day.

Always nice to step away from the desk, build relationships, and enjoy experiences like these with fellow business owners.

Thanks again for having us! 👏

A fantastic evening at the UK StartUp Awards North West celebrating some incredible businesses and entrepreneurs.Congrat...
17/06/2026

A fantastic evening at the UK StartUp Awards North West celebrating some incredible businesses and entrepreneurs.

Congratulations to all of the winners and finalists – the standard across every category was outstanding.

While we didn't take home the Professional Services Award this year, being shortlisted amongst such amazing businesses was an achievement we're incredibly proud of. Sometimes the biggest wins aren't always the trophies.

One of those wins came on the night when Dan connected with a fellow finalist and recorded a podcast episode right there and then. New conversations, new connections and new opportunities – that's what these events are all about.

Also our noisy neighbours next to us who almost got kicked out. Well done on your win 😅

Thank you to everyone involved in organising such a brilliant event. Here's to building, growing and coming back even stronger next year!

UK StartUp’s

Imagine this.Your mum has a fall.orYour partner is diagnosed with a serious illness.orYour child needs ongoing hospital ...
11/06/2026

Imagine this.

Your mum has a fall.

or

Your partner is diagnosed with a serious illness.

or

Your child needs ongoing hospital treatment.

Now imagine trying to juggle that with work, annual leave, childcare, finances, and the pressure of not wanting to let your employer down.

This week, the Government launched a consultation looking at whether employment rights for unpaid carers go far enough.

Currently, employees have a right to take up to five days of unpaid carer's leave each year.

But is five days really enough when caring responsibilities can last weeks, months, or even years?

The consultation is exploring:
➡️ Increasing the amount of unpaid carer's leave available.
➡️ Introducing a statutory "right to return" to the same role following a longer period of caring leave.
➡️ Creating a period of paid carer's leave.

The paid leave proposal is particularly interesting, with options ranging from payments linked to Statutory Sick Pay rates through to as much as 90% of normal pay.

As HR professionals, we often see employees reaching crisis point before they ask for help. Not because they don't need support.

The reality is that most of us will become carers at some point in our lives.

This isn't just an employee issue.

It's a workforce issue.

The question is no longer whether employees need support. It is what level of support is realistic and sustainable for employers to provide?

10/06/2026

🚨 EMPLOYMENT LAW UPDATE: A massive shift in sexual harassment prevention is coming.

From October 2026, the legal standard for employers is rising significantly. It’s no longer just about taking reasonable steps - the law is expanding to require employers to take ALL reasonable steps to prevent sexual harassment in the workplace.

While it looks like a one-word tweak on paper, Dan breaks down why this is a massive material shift for businesses:

📉 The Blind Spot: While the duty begins in late 2026, the specific minimum government regulations clarifying these steps may not arrive until 2027 or 2028.

💡 What you can do now: Start turning your existing policies up to 11. Focus on robust risk assessments, clear publishing plans, accessible reporting lines, and airtight complaint handling.

Is your business fully prepared to meet this heightened duty? Don't wait for the gray area to catch you out. Send us a DM or get in touch with the Ig-hr team today.

09/06/2026

🚨 EMPLOYMENT LAW UPDATE: Big changes have hit annual leave and holiday pay compliance.

If you manage a team or handle HR, you need to get your record-keeping sorted right now.

As of April 2026, a new rule quietly came into effect across UK:

Businesses are now legally required to retain all holiday and annual leave records for up to 6 years

What does this mean for you?
🔹 Audit your setup: Can you pull up comprehensive holiday data from years ago at a moment's notice?
🔹 Ditch the old school: Traditional wall charts and basic spreadsheets simply won't cut it anymore under this strict compliance timeline.
🔹 Automate the process: We use Breathe HR to completely automate entitlements, carry-over days, calculations, and approvals, securely keeping a watertight log in the cloud.

Don't get caught out by compliance tracking. Ensure your HR software is pulling its weight and storing your data historically.

Need guidance navigating these changes or upgrading your tracking system? We’ve got you covered. Send us a DM or contact the team at Ig-hr today!

“Why do we need new contracts? They’ve worked fine for years.”Until they don’t.We recently worked with a business where ...
04/06/2026

“Why do we need new contracts? They’ve worked fine for years.”

Until they don’t.

We recently worked with a business where employee contracts still stated that overtime was “expected where necessary”

There was no clarity around how much, when it applied, or how it would work operationally in today’s business.

Years ago, employees stayed late occasionally and nobody questioned it.

Fast forward to now:

➡️ Workloads had increased
➡️ Teams were leaner
➡️ Managers were relying on “goodwill” too often
➡️ Employees were feeling burnt out and frustrated

Eventually, one employee raised concerns formally, believing they were being expected to regularly work unpaid hours outside of their contracted role.

The issue wasn’t just the overtime itself.

It was that the terms and conditions no longer reflected the reality of the workplace.

This is something many employers miss... Contracts and policies are not documents you create once and forget about. Businesses evolve. Teams evolve. Working patterns evolve.

If your terms haven’t been reviewed in years, there’s a good chance they:
❌ Don’t reflect operational reality
❌ Create ambiguity for managers
❌ Increase employee relations risk
❌ Lead to inconsistency across teams

In this case, the business updated contracts, clarified expectations around flexibility and working hours, introduced better workload planning, and improved manager communication.

The result? Less conflict = Better trust. Clearer expectations on both sides.

Flexible working conversations aren’t always straightforward.Recently, we supported an employee (let’s call him Tom) who...
03/06/2026

Flexible working conversations aren’t always straightforward.

Recently, we supported an employee (let’s call him Tom) who wanted to move onto annualised hours and reduce his working time to spend more time with his grandchild.

A completely understandable reason.

Initially, the request was to work 40 weeks of the year instead of 52. Then it became 42 weeks. Then 48 weeks. Then 50 weeks.

Eventually, after understanding the practical impact, Tom decided to remain full-time and instead increase his holiday entitlement across the year.

Why?

Because flexible working isn’t just about having more time off, it changes the entire employment package.

Once we broke down:
➡️ Reduced take-home pay
➡️ Reduced annual leave accrual
➡️ Pension impact
➡️ Overall earnings across the year
…the reality looked very different.

What stood out most was this - nobody had actually sat down and translated the request into “this is what your life will look like financially”.

A simple, honest conversation changed everything.

As HR professionals, managers and business owners, this is where we add real value. Flexible working requests shouldn’t just be approved or declined, they should be fully understood by everyone involved.

Sometimes the “perfect” solution isn’t reducing hours at all. Sometimes it’s finding another way to create balance without unintentionally disadvantaging the employee long-term.

Flexible working is about sustainability (financially and personally).

03/06/2026

🚨 EMPLOYMENT LAW UPDATE: Big changes coming to unfair dismissal rights.

If you manage a team or handle HR, you need to have these dates on your radar. Dan breaks down the two massive shifts taking effect in January 2027:

1️⃣ Qualifying Period Cut: The time required for an employee to claim unfair dismissal is dropping from 2 years down to just 6 months.
2️⃣ Compensation Cap Removed: The current cap on unfair dismissal payouts is being completely removed—making claims potentially much more costly, especially for senior or high-earning staff.

💡 Key Takeaway: If you’re planning any structural changes or negotiating exits, the time to act is now while the current compensation cap is still in place.

Need guidance navigating these changes? We’ve got you covered. Send us a DM or contact the team at ig-hr today. 📲

One of the biggest misconceptions I see is that coaching is only needed when something isn’t working.In reality, the org...
02/06/2026

One of the biggest misconceptions I see is that coaching is only needed when something isn’t working.

In reality, the organisations who get the most from coaching use it earlier.
Not when performance is already an issue but when they want to build high performing teams.

Coaching creates something that’s often missing in busy workplaces: Space. Space to think. Space to reflect. Space to challenge what's always been done.

And from that space, you tend to see:
👉 better communication
👉 more ownership
👉 and more steady, sustainable performance

Scenarios where coaching works well include:
🔹 For your managers - helping them build trust with their team, build confidence in themselves and make an impact early.
🔹 For high potential employees - helping them improve decision making, develop leadership skills, overcome self doubt and most importantly retain them in your organisation.
🔹 Teams navigating change and uncertainty - helping to build resilience and improve communication and collaboration.

If you’ve been thinking about introducing coaching into your business (or even just exploring it), I’m always happy to have a conversation.

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