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nese_hr, London (2026)

12/08/2026

👓 𝐇𝐑 𝐍𝐄𝐖𝐒 𝐔𝐏𝐃𝐀𝐓𝐄: 𝐀𝐑𝐄 𝐒𝐌𝐀𝐑𝐓 𝐆𝐋𝐀𝐒𝐒𝐄𝐒 𝐂𝐑𝐄𝐀𝐓𝐈𝐍𝐆 𝐍𝐄𝐖 𝐑𝐈𝐒𝐊𝐒 𝐅𝐎𝐑 𝐄𝐌𝐏𝐋𝐎𝐘𝐄𝐑𝐒?

Smart glasses are becoming increasingly sophisticated — and increasingly difficult to detect.

With built-in cameras, AI features and hands-free recording, devices such as Ray-Ban Meta glasses could create new challenges for employers around privacy, confidentiality, data protection and workplace conduct. (HR News - The #1 place for HR News)

For example, covert recording could potentially capture:

📹 Client meetings
🔐 Confidential business information
💻 Computer screens and documents
🗣️ Conversations with colleagues
⚖️ HR meetings, grievances or disciplinary discussions

So, what should employers do?

📋 Review your workplace policies
Consider whether your disciplinary, grievance, confidentiality, data protection, IT and social media policies adequately cover wearable technology.

🔎 Be clear about recording
Employees should understand when recording is permitted, when consent may be required and what the consequences of misuse could be.

👥 Train managers
Managers should know how to respond if concerns arise around covert recording or inappropriate use of smart technology.

⚖️ Don’t introduce blanket bans without consideration
Smart glasses can also provide genuine benefits for some disabled employees and may potentially be considered as a reasonable adjustment under the Equality Act 2010. (HR News - The #1 place for HR News)

💡 The takeaway for employers: Technology is evolving quickly, and your HR policies need to evolve with it.

At NESE HR, we help businesses keep their HR policies and workplace practices up to date as employment law and technology continue to change.

📩 Need help reviewing your HR policies? Get in touch with NESE HR today.

10/08/2026

⏰ 𝐇𝐑 𝐓𝐈𝐏: 𝐖𝐇𝐀𝐓 𝐂𝐀𝐍 𝐘𝐎𝐔 𝐃𝐎 𝐈𝐅 𝐀𝐍 𝐄𝐌𝐏𝐋𝐎𝐘𝐄 𝐈𝐒 𝐀𝐋𝐖𝐀𝐘𝐒 𝐋𝐀𝐓𝐄?

Employee lateness can quickly become a frustrating workplace issue — but how should an employer deal with it?

If an employee is regularly arriving late, the first step is to understand what is causing the lateness rather than immediately moving to disciplinary action.

Here’s a practical approach for employers:

📋 1. Monitor the lateness
Keep an accurate record of when the employee is late and how often it happens.

💬 2. Find out why
Speak to the employee and give them an opportunity to explain the reason behind their lateness. There may be circumstances you need to consider.

🤝 3. Start informally
Where appropriate, address the issue informally and make your expectations around working hours clear.

⚖️ 4. Consider formal action if it continues
If the problem doesn’t improve, a formal disciplinary process may be necessary, including an investigation and potentially a disciplinary hearing.

💡 The key takeaway: Don’t ignore persistent lateness, but don’t automatically jump straight to disciplinary action either. A fair, consistent and documented approach is essential.

At NESE HR, we support employers with practical HR advice, employee management and disciplinary processes.

📩 Need HR advice? Get in touch with our team today.

06/08/2026

🏢 𝐇𝐑 𝐍𝐄𝐖𝐒 𝐔𝐏𝐃𝐀𝐓𝐄: 𝐖𝐇𝐘 𝐖𝐎𝐑𝐊𝐏𝐋𝐀𝐂𝐄 𝐃𝐄𝐒𝐈𝐆𝐍 𝐈𝐒 𝐍𝐎𝐖 𝐀 𝐒𝐓𝐑𝐀𝐓𝐄𝐆𝐈𝐂 𝐇𝐑 𝐏𝐑𝐈𝐎𝐑𝐈𝐓𝐘

The workplace is no longer just a physical space — it’s becoming a key part of an organisation’s people strategy.

With changing employee expectations, hybrid working and increased focus on wellbeing, businesses are rethinking how office environments can support:

✅ Employee wellbeing and mental health
✅ Productivity and collaboration
✅ Attraction and retention of talent
✅ A stronger workplace culture

Modern workplace design is now being recognised as an important HR tool, helping businesses create environments where employees can perform, connect and feel valued.

💡 𝐖𝐡𝐚𝐭 𝐝𝐨𝐞𝐬 𝐭𝐡𝐢𝐬 𝐦𝐞𝐚𝐧 𝐟𝐨𝐫 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬?

Creating a positive employee experience goes beyond policies and procedures — the working environment itself plays a role in engagement, performance and retention.

At NESE HR, we help businesses navigate the changing world of work with practical HR advice, employment law support and people-focused solutions.

📩 Speak to our team today to strengthen your workplace strategy.

05/08/2026

💭 𝐂𝐚𝐧 𝐚𝐧 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐫𝐞𝐟𝐮𝐬𝐞 𝐚 𝐆𝐏’𝐬 𝐟𝐢𝐭 𝐧𝐨𝐭𝐞?

It’s a question I get asked surprisingly often.

A GP has said an employee “may be fit for work” with adjustments.

But as an employer, you’re looking at the situation and thinking…

“They’re still not well enough to return.”

So what can you do?

The answer is yes—in certain circumstances, you can refuse to accept the recommendations on a fit note.

If you genuinely believe an employee isn’t fit to return, you have a duty to consider their health, safety and wellbeing, as well as any risks to others in the workplace.

A fit note is an important piece of medical evidence, but it doesn’t remove an employer’s responsibility to make a reasonable judgement based on the circumstances.

📋 HR Tip:

Before allowing an employee to return, assess whether the recommended adjustments are practical and whether the workplace is safe.

If you’re unsure, have an open conversation with the employee, seek further medical advice where appropriate, and document the reasons behind your decision.

💡 The result? A safer workplace, better decision-making, and a return-to-work process that protects both your employees and your business.

If you’re unsure how to manage fit notes, sickness absence or employee wellbeing, get in touch with NESE HR.

31/07/2026

⏰ 𝐀𝐫𝐞 𝐙𝐞𝐫𝐨-𝐇𝐨𝐮𝐫𝐬 𝐂𝐨𝐧𝐭𝐫𝐚𝐜𝐭𝐬 𝐁𝐞𝐢𝐧𝐠 𝐁𝐚𝐧𝐧𝐞𝐝?

There’s been a lot of discussion recently, but the short answer is... 𝗻𝗼𝘁 𝗲𝘅𝗮𝗰𝘁𝗹𝘆.

The Government is consulting on changes that would give eligible workers the 𝗿𝗶𝗴𝗵𝘁 𝘁𝗼 𝗯𝗲 𝗼𝗳𝗳𝗲𝗿𝗲𝗱 𝗴𝘂𝗮𝗿𝗮𝗻𝘁𝗲𝗲𝗱 𝗵𝗼𝘂𝗿𝘀 if they regularly work consistent hours over a reference period. The proposals also include giving workers more notice of shifts and compensation for shifts cancelled at short notice.

So, while zero-hours contracts aren’t disappearing altogether, the way they’re used could change significantly.

If your business relies on casual or flexible workers, now is a good time to understand what these proposals could mean and start thinking ahead.

📲 𝐈𝐟 𝐲𝐨𝐮’𝐫𝐞 𝐮𝐧𝐬𝐮𝐫𝐞 𝐡𝐨𝐰 𝐭𝐡𝐞𝐬𝐞 𝐩𝐫𝐨𝐩𝐨𝐬𝐞𝐝 𝐜𝐡𝐚𝐧𝐠𝐞𝐬 𝐜𝐨𝐮𝐥𝐝 𝐚𝐟𝐟𝐞𝐜𝐭 𝐲𝐨𝐮𝐫 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬, 𝐬𝐩𝐞𝐚𝐤 𝐭𝐨 𝐍𝐄𝐒𝐄 𝐇𝐑 𝐭𝐨𝐝𝐚𝐲.

📞 020 8194 3333

28/07/2026

💭 𝐔𝐬𝐞 𝐈𝐭 𝐎𝐫 𝐋𝐨𝐬𝐞 𝐈𝐭 – 𝐇𝐨𝐰 𝐃𝐨𝐞𝐬 𝐈𝐭 𝐀𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐖𝐨𝐫𝐤? 🌴

It’s a question that comes up every year.

An employee has holiday left in December and suddenly wants to take several weeks off.

But the business is busy, projects are due, and operationally it just isn’t possible.

So what happens if they don’t use it?

In many businesses, it’s as simple as “use it or lose it.”

Most employers allow employees to carry over a small number of days—typically three to five—which then need to be used within the first few months of the new holiday year.

If those days still aren’t taken, they may be lost.

There can, of course, be exceptions.

If an employee hasn’t been able to take leave because of business demands or exceptional circumstances, employers may choose to allow additional carry-over.

📋 HR Tip:

Have a clear annual leave policy that explains:

• How much holiday can be carried over.
• When carried-over leave must be used.
• What happens if employees don’t book their annual leave.

Clear communication throughout the year helps avoid last-minute holiday requests and unnecessary disputes.

💡 The result? Better workforce planning, healthier employees who take regular breaks, and a business that manages annual leave fairly and consistently.

If you’re unsure whether your annual leave policy is up to date or compliant, get in touch with NESE HR.

24/07/2026

💷 𝐒𝐡𝐨𝐮𝐥𝐝 𝐄𝐯𝐞𝐫𝐲 𝐉𝐨𝐛 𝐀𝐝𝐯𝐞𝐫𝐭 𝐈𝐧𝐜𝐥𝐮𝐝𝐞 𝐀 𝐒𝐚𝐥𝐚𝐫𝐲?

It’s a question that’s been debated for years, and now 𝗶𝘁 𝗰𝗼𝘂𝗹𝗱 𝗯𝗲𝗰𝗼𝗺𝗲 𝗮 𝗹𝗲𝗴𝗮𝗹 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁.

The Government is consulting on proposals that would require employers to include 𝘀𝗮𝗹𝗮𝗿𝘆 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗶𝗻 𝗷𝗼𝗯 𝗮𝗱𝘃𝗲𝗿𝘁𝘀, or provide it to candidates before an interview if there isn’t a job advert. They’re also asking whether employers should include things like salary ranges, bonuses and other financial benefits.

Some employers already do it. Others worry it could make recruitment more difficult or create challenges internally.

Whether you agree with it or not, it’s definitely a topic worth keeping an eye on.

📲 𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝘂𝗻𝘀𝘂𝗿𝗲 𝗵𝗼𝘄 𝘁𝗵𝗲𝘀𝗲 𝗽𝗿𝗼𝗽𝗼𝘀𝗲𝗱 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝗰𝗼𝘂𝗹𝗱 𝗮𝗳𝗳𝗲𝗰𝘁 𝘆𝗼𝘂𝗿 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗰𝗲𝘀𝘀, 𝘀𝗽𝗲𝗮𝗸 𝘁𝗼 𝗡𝗘𝗦𝗘 𝗛𝗥 𝘁𝗼𝗱𝗮𝘆.

📞 020 8194 3333

22/07/2026

💭 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐓𝐫𝐢𝐛𝐮𝐧𝐚𝐥 𝐓𝐢𝐦𝐞 𝐋𝐢𝐦𝐢𝐭𝐬 𝐀𝐫𝐞 𝐂𝐡𝐚𝐧𝐠𝐢𝐧𝐠

𝐀 𝐜𝐡𝐚𝐧𝐠𝐞 𝐭𝐡𝐚𝐭’𝐬 𝐟𝐥𝐲𝐢𝐧𝐠 𝐮𝐧𝐝𝐞𝐫 𝐭𝐡𝐞 𝐫𝐚𝐝𝐚𝐫...

From 1 October 2026, the time limit for most Employment Tribunal claims is due to increase from 3 months to 6 months. This forms part of the government’s wider Employment Rights Act implementation timetable.
What does that mean for employers?

Put simply, employees will have twice as long to bring many workplace claims.
That makes good record-keeping, fair procedures and thorough documentation more important than ever.

📋 𝐇𝐑 𝐓𝐢𝐩:

Don’t rely on memory.

Keep clear notes of meetings, investigations, performance discussions and disciplinary outcomes.

Good documentation doesn’t just help if a claim is made—it helps managers make better decisions in the first place.

💡 The result? Stronger compliance, better protection for your business, and confidence that your HR processes can stand up to scrutiny.

If you’d like to review your HR processes before these changes take effect, get in touch with NESE HR.

16/07/2026

𝐀𝐫𝐞 𝐍𝐃𝐀𝐬 𝐀𝐛𝐨𝐮𝐭 𝐓𝐨 𝐂𝐡𝐚𝐧𝐠𝐞? 📝🔒

The rules around 𝗡𝗼𝗻-𝗗𝗶𝘀𝗰𝗹𝗼𝘀𝘂𝗿𝗲 𝗔𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁𝘀 (𝗡𝗗𝗔𝘀) could be changing.

The Government has launched a consultation on new regulations that would prevent employers from using NDAs to stop workers speaking out about 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗵𝗮𝗿𝗮𝘀𝘀𝗺𝗲𝗻𝘁 𝗼𝗿 𝗱𝗶𝘀𝗰𝗿𝗶𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻. If implemented, the changes are expected to come into force in 𝟮𝟬𝟮𝟳.

It’s important to note that 𝗡𝗗𝗔𝘀 𝗮𝗿𝗲𝗻’𝘁 𝗯𝗲𝗶𝗻𝗴 𝗯𝗮𝗻𝗻𝗲𝗱 𝗮𝗹𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿. They will still have a place for protecting confidential business information and other legitimate commercial interests. The focus is on 𝗽𝗿𝗲𝘃𝗲𝗻𝘁𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗺𝗶𝘀𝘂𝘀𝗲 𝘁𝗼 𝘀𝗶𝗹𝗲𝗻𝗰𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 who have experienced workplace misconduct.

For employers, it’s another reminder that employment law is constantly evolving. Making sure your contracts, settlement agreements and HR processes stay up to date is just as important as understanding the law itself.

📲 𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝘂𝗻𝘀𝘂𝗿𝗲 𝗵𝗼𝘄 𝘁𝗵𝗲𝘀𝗲 𝗽𝗿𝗼𝗽𝗼𝘀𝗲𝗱 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝗰𝗼𝘂𝗹𝗱 𝗮𝗳𝗳𝗲𝗰𝘁 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀, 𝘀𝗽𝗲𝗮𝗸 𝘁𝗼 𝗡𝗘𝗦𝗘 𝗛𝗥 𝘁𝗼𝗱𝗮𝘆.

📞 020 8194 3333

14/07/2026

💭 𝐒𝐡𝐨𝐮𝐥𝐝 𝐀𝐈-𝐠𝐞𝐧𝐞𝐫𝐚𝐭𝐞𝐝 𝐠𝐫𝐢𝐞𝐯𝐚𝐧𝐜𝐞𝐬 𝐛𝐞 𝐚𝐜𝐜𝐞𝐩𝐭𝐞𝐝? 🤖

AI is changing the way employees communicate at work—but it’s also creating new challenges for HR.

Imagine receiving a grievance letter that accidentally includes an AI prompt instead of the employee’s own words.

Does that make the grievance invalid?

Not necessarily.

At the moment, there is no specific UK legislation that tells employers exactly how AI-generated grievances should be handled.

That’s why it’s important to approach these situations with caution.

📋 HR Tip:

If it’s clear a grievance has been written by AI, don’t focus on the technology—focus on the individual behind it.

A sensible approach is to ask the employee to resubmit the grievance in their own words, ensuring it accurately reflects their concerns and what they’re trying to achieve.

The aim isn’t to reject the grievance—it’s to make sure the process remains fair, clear and based on the employee’s own account.

💡 The result? Better communication, more meaningful investigations, and an HR process that focuses on facts rather than AI-generated wording.

As AI becomes more common in the workplace, businesses need practical HR guidance—not guesswork.

If you’re unsure how to deal with AI-generated grievances or employee relations issues, get in touch with NESE HR.

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