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nese_hr, London (2026)

11/05/2026

💭 𝐀𝐈 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞: 𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐫𝐢𝐬𝐤𝐬 𝐩𝐫𝐨𝐭𝐞𝐜𝐭𝐞𝐝?

AI is one of the biggest talking points in business right now — and recently I attended a seminar focused on what AI really means for the workplace.

One thing stood out immediately:
Many businesses are using AI before they’ve put any safeguards in place.

Last year, one of my clients proactively asked me to create an AI policy after discovering employees were uploading confidential client information into AI platforms without fully understanding the risks.

That’s the reality many businesses are now facing.

AI can absolutely improve productivity and efficiency — but without clear guidance, it can also create serious risks around:
• Confidentiality
• Data protection
• Accuracy of information
• Compliance and reputation

📋 HR Tip:

Don’t wait for a problem before introducing an AI policy.

Make sure employees understand what can — and cannot — be shared with AI tools.

Create clear internal guidance around responsible AI use in the workplace.

💡 The result? A business that embraces innovation safely, while protecting its people, data and reputation.

If you’re unsure where to start with AI policies or workplace guidance, get in touch with NESE HR.

PeopleManagement AI UKBusiness HRInsights

01/05/2026

💭 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐅𝐫𝐚𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐇𝐑 — 𝐚𝐧𝐝 𝐰𝐡𝐲 𝐝𝐨𝐞𝐬 𝐢𝐭 𝐦𝐚𝐭𝐭𝐞𝐫?

It’s a question I get asked a lot.

And in today’s climate, it’s becoming more relevant than ever.

Fractional HR simply means having access to senior HR expertise — when you need it, not all the time.

Instead of hiring a full-time HR Director, you get that same level of experience for a fraction of the cost and time.

No full-time salary.
No overheads.
No long-term commitment.

Just the right support, at the right time.

Whether that’s a few days a week, or support on specific projects — it flexes with your business.

📋 HR Insight:

Fractional HR isn’t about cutting corners — it’s about working smarter.

It allows businesses to stay compliant, make better people decisions, and access expertise that might otherwise be out of reach.

💡 The result? High-level HR support, reduced cost, and a business that’s set up to grow without unnecessary overhead.

If you’re curious about how fractional HR could support your business, get in touch.

17/04/2026

💭 𝐏𝐫𝐨𝐛𝐚𝐭𝐢𝐨𝐧 𝐢𝐬 𝐜𝐡𝐚𝐧𝐠𝐢𝐧𝐠 𝐢𝐧 𝟐𝟎𝟐𝟕

For years, probation periods have been fairly relaxed — a bit of time to “see how things go”.

That approach is about to change.

From 2027, employees are expected to gain unfair dismissal protection after just six months’ service.

Which means probation periods can’t be passive anymore.
They need to be structured, documented, and actively managed from day one.

Leaving things until month five and hoping for improvement?
That’s where risk starts to build.

The shift is clear — earlier decisions, clearer processes, and better conversations.

📋 HR Tip:

Introduce regular check-ins early in probation — don’t wait until the end.

Document performance, feedback and concerns in real time.

Train managers to have clear, confident conversations from the start.

💡 The result? Better hiring decisions, fairer processes, and a business that stays protected as the law evolves.

If your probation process needs tightening ahead of 2027, get in touch.

14/04/2026

💬 𝐖𝐡𝐚𝐭 𝐢𝐭’𝐬 𝐥𝐢𝐤𝐞 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐍𝐄𝐒𝐄 𝐇𝐑

Real feedback from a recent client ⬇️

“My experience of working with Franco over the past few weeks has been very positive. He has been very helpful in providing guidance and support while dealing with a difficult situation, and he always provided information and assistance in a proactive and timely manner.

Franco is always quick to respond to my emails, and it is reassuring to know that we have someone in HR we can reach out to who is approachable and able to help with any questions. His advice has been clear and practical, which has helped me feel more confident when managing sensitive matters.

I also appreciate how supportive and understanding he has been, and it is very valuable to know that we have reliable support from HR.”

— Maria Sanchez
Programme Delivery Manager

For us, this is what good HR support looks like — clear advice, quick responses, and helping businesses handle real situations with confidence.

📲 If you’re looking for practical HR support, employment law guidance, or a reliable HR consultancy, speak to NESE HR.

07/04/2026

📊 𝐇𝐨𝐰 𝐑𝐞𝐚𝐝𝐲 𝐀𝐫𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬 𝐅𝐨𝐫 𝐓𝐡𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐑𝐢𝐠𝐡𝐭𝐬 𝐀𝐜𝐭?

There’s a lot of noise around the Employment Rights Act — but most businesses are still figuring it out.

A recent survey found that 80% of employers are aware of the changes, but only 4% feel confident enough to call themselves experts. Awareness is there — confidence isn’t.

With potential changes to unfair dismissal, statutory sick pay, flexible working and workplace responsibilities, that gap matters.

We’re also seeing more businesses rethink how they engage with employees — including consultation and trade unions.

𝗧𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆?

Those who prepare early will be in a far stronger position than those reacting under pressure later on.

📲 If you’re unsure what this means for your business, DM NESE HR or call 020 8194 3333.

16/03/2026

⚖️ 𝐂𝐚𝐧 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐀𝐬𝐤 𝐀𝐛𝐨𝐮𝐭 𝐇𝐞𝐚𝐥𝐭𝐡 𝐃𝐮𝐫𝐢𝐧𝐠 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭?

Years ago, it was common for employers to send candidates a health questionnaire before hiring. In many cases, it was used to quietly filter people out of the recruitment process.

𝗧𝗵𝗮𝘁’𝘀 𝗲𝘅𝗮𝗰𝘁𝗹𝘆 𝘄𝗵𝘆 𝗨𝗞 𝗲𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗹𝗮𝘄 𝗰𝗵𝗮𝗻𝗴𝗲𝗱.

Today, asking detailed health questions during recruitment can raise serious discrimination risks under employment law. In most cases, medical or health questionnaires should only be used after a job offer has been made.

𝗪𝗲 𝗴𝗼 𝗶𝗻𝘁𝗼 𝘁𝗵𝗶𝘀 𝘀𝘂𝗯𝗷𝗲𝗰𝘁 𝗺𝗼𝗿𝗲 𝗼𝗻 𝗼𝘂𝗿 𝗿𝗲𝗰𝗲𝗻𝘁 𝗽𝗼𝗱𝗰𝗮𝘀𝘁, 𝗯𝘂𝘁 𝗶𝗳 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝗮𝗻𝘆 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗴𝗲𝘁 𝗶𝗻 𝘁𝗼𝘂𝗰𝗵 𝘁𝗼𝗱𝗮𝘆!

📲 DM NESE HR or call 020 8194 3333.

10/03/2026

⚖️ 𝐓𝐡𝐞 𝐑𝐞𝐚𝐥𝐢𝐭𝐲 𝐨𝐟 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐋𝐚𝐰

The real world of HR comes with some surprising stories. Most people don’t realise how serious workplace disputes can become — regardless of relationships. Over the years we’ve even seen siblings working in the same business end up taking each other to an employment tribunal.

It’s a reminder that when it comes to employment law, 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝗱𝗼𝗻’𝘁 𝗰𝗵𝗮𝗻𝗴𝗲 𝘁𝗵𝗲 𝗿𝘂𝗹𝗲𝘀. Friends, family or long-standing colleagues — the same legal standards still apply, which is why strong processes and clear HR support matter.

We go into more depth on this example — and a range of other real-world HR scenarios — in the latest episode of “𝗢𝗳𝗳 𝗧𝗵𝗲 𝗥𝗲𝗰𝗼𝗿𝗱.”

🎧 𝗪𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝘃𝗶𝗮 𝘁𝗵𝗲 𝗹𝗶𝗻𝗸 𝗶𝗻 𝗼𝘂𝗿 𝗯𝗶𝗼.

02/03/2026

💭 𝐍𝐞𝐰 𝐒𝐭𝐚𝐭𝐮𝐭𝐨𝐫𝐲 𝐄𝐧𝐭𝐢𝐭𝐥𝐞𝐦𝐞𝐧𝐭: 𝐁𝐞𝐫𝐞𝐚𝐯𝐞𝐝 𝐏𝐚𝐫𝐭𝐧𝐞𝐫’𝐬 𝐏𝐚𝐭𝐞𝐫𝐧𝐢𝐭𝐲 𝐋𝐞𝐚𝐯𝐞

A significant but important update to family leave rights is coming into focus.

Under new legislation linked to the Employment Rights Act 2025, bereaved partners will gain a statutory right to take paternity leave where the mother (or primary adopter) sadly passes away.

Previously, the law didn’t always provide clear protection in these circumstances. This change aims to close that gap — offering legal clarity and compassionate support at an incredibly difficult time.

It’s a reminder that employment law isn’t just about compliance.
It’s about real life.

For employers, this means reviewing:
• Family leave policies
• Payroll processes for statutory payments
• Manager training around sensitive conversations

📋 HR Tip:

Check that your family leave policies reflect the updated statutory rights.

Ensure managers understand both the legal entitlement and the human sensitivity required in these situations.

Communicate any updates clearly so employees know support is there if they ever need it.

💡 The result? A workplace that is legally compliant — and genuinely compassionate when it matters most.

If you’d like support reviewing your family leave policies in light of these changes, get in touch.

27/02/2026

💭 𝐈𝐬 𝐇𝐑 𝐫𝐞𝐚𝐥𝐥𝐲 𝐛𝐨𝐫𝐢𝐧𝐠?

There’s a rumour that HR is dull. Dry. All policy and paperwork.

I’ve never seen it that way.

I didn’t even plan to work in HR. I started in hospitality, working my way up to Deputy General Manager. Long shifts. Christmas Days at work. Living on-site.

Then people kept saying, “You’re really good at the HR side.”

I hadn’t thought about it. But they were right.

So I took a leap — a pay cut, university alongside work, studying for my CIPD — and slowly built a career in HR.

And here’s what people don’t see…

HR is about people.
And people are unpredictable, emotional, funny, complex and sometimes completely bizarre.

I’ve heard stories over the years you genuinely couldn’t make up. Real workplace situations that make you laugh, shake your head, and sometimes both at the same time.

Yes, there’s legislation.
Yes, there’s compliance.

But at its core, HR is human. And humans are never boring.

📋 HR Insight:

The most engaging workplaces are the ones that treat HR as part of the business conversation — not just the rulebook.

When you focus on people properly, you build culture, clarity and confidence.

And that’s where HR becomes powerful.

💡 The result? A business that understands its people — and a workplace that actually works.

24/02/2026

💭 𝐓𝐡𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐑𝐢𝐠𝐡𝐭𝐬 𝐀𝐜𝐭 𝟐𝟎𝟐𝟓: 𝐔𝐊 𝐆𝐨𝐯𝐞𝐫𝐧𝐦𝐞𝐧𝐭 𝐈𝐬𝐬𝐮𝐞𝐬 𝐍𝐞𝐰 𝐖𝐚𝐯𝐞 𝐨𝐟 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐭𝐢𝐨𝐧𝐬

One of the biggest shifts under the Employment Rights Act 2025?
Stricter limits on “fire and rehire”.

Going forward, employers will only be able to use dismissal and re-engagement to make certain contractual changes if they can show genuine financial difficulty — essentially proving the changes were unavoidable.

The current consultation focuses on two key areas:

• Whether expenses and benefits in kind should be excluded from restricted variations
• Which shift pattern changes should be protected

The government’s preference so far:
– Exclude all expenses and benefits in kind from restriction
– Restrict only a narrow category of shift changes (such as day ↔ night or weekday ↔ weekend)

The direction of travel is clear — contractual change is becoming more complex, more scrutinised, and far higher risk.

📋 HR Tip:

Review your contracts and benefits wording now — flexibility clauses matter more than ever.

Avoid leaving contractual change discussions until there is pressure or financial strain.

If change is necessary, ensure your consultation process is structured, documented and legally sound.

💡 The result? A business that adapts carefully and compliantly — and avoids unnecessary tribunal risk.

If you’re unsure how these proposed restrictions could affect your workforce planning, get in touch.

nese_hr

11/05/2026

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