People Tower

22/06/2026

Six Months to Tribunal Risk: What Small Businesses Need to Know
From January 2027, employees will be able to claim unfair dismissal after just six months’ service instead of two years. Even more importantly, anyone who already has six months’ service at that point will gain those rights straight away.
For small businesses, this is a big shift.
Many SMEs have relied on the flexibility of the two‑year rule when a new hire doesn’t work out. That flexibility is about to shrink significantly, and much faster than most expect.
Six months goes quickly. By the time a new employee has settled in, they may already be protected. That means you’ll need to spot performance issues earlier, give clear feedback, keep records, and act promptly.
Probation periods won’t protect you on their own. If reviews are delayed or concerns aren’t properly documented, you could still face a claim.
There is also more at stake. The cap on unfair dismissal compensation is being removed, so getting it wrong could be far more expensive.
For SMEs without dedicated HR support, this makes day‑to‑day management becomes even more important. Informal conversations, unclear expectations, or delayed decisions can quickly become legal risks.
The key is to start now. Review how you handle probation, ensure managers address issues early, and keep simple yet consistent records. You don’t need complex systems—but you do need a clear, fair process that is followed every time.
The move to six months may seem small, but for small businesses, it could have a big impact. Preparing early will make it much easier to manage. Need help ? Lets talk - [email protected]

17/06/2026

Data protection complaints rules are changing on 19th June 2026 – and many organisations aren’t ready.
From this date, you’ll need to be able to properly receive, log, investigate, and respond to complaints. Not informally. Not reactively. Properly.
If a complaint comes in tomorrow, could you confidently handle it end‑to‑end?

Do you have a clear process?
Do your managers know what a complaint looks like?
Can you track and respond within the right timescales?

If the answer is no, you’re exposed.
This isn’t just compliance. It’s about trust, reputation and avoiding escalation to the ICO.
The deadline is approaching. Now is the time to check your process, train your people and tighten things up.
If you’d like a quick review or support getting this in place, feel free to get in touch.

04/06/2026

HR Is Often Reactive Until It Hurts

Most SME businesses do not invest in HR because everything feels “fine”.
Until suddenly it is not.

A grievance appears.
Someone resigns unexpectedly.
A manager handles a situation badly.
A probation issue has no documentation behind it.

That is usually the moment businesses realise HR is not just paperwork.
Strong HR support is not about creating unnecessary process.

It is about reducing risk, creating consistency, and helping businesses handle people situations confidently before they escalate.

Good HR should make your business feel calmer, not heavier.
Ask yourself:

📄 Are your foundations strong enough?
💬 Are managers supported properly?
⚖️ Are your processes consistent?
🔍 Would your business stand up if challenged?

The earlier issues are identified, the easier they are to manage.

If your HR currently feels reactive, now is the time to change that.
Get in touch with Sarah at [email protected].

02/06/2026

Take a look through the carousel and sense check how confident your managers really feel.

If your managers need more structure and support, get in touch with Sarah at [email protected].

28/05/2026

For many SME business owners, this is where HR starts to feel heavy.

It is the late night overthinking.
What should I say?
Am I handling this right?
What if it escalates?

So the conversation gets delayed.
You hope it improves.
You give it more time.
You second guess whether it is “serious enough” to address.
But in most cases, avoiding it makes it harder.

Small issues become patterns.
Frustration builds.
The impact spreads across the team.

By the time action is taken, it feels bigger, more formal, and far more stressful than it needed to be.

The reality is, most people issues can be handled earlier, more simply, and with far better outcomes when there is clarity and confidence.

Ask yourself:
💬 Have expectations been clearly set?
📄 Have concerns been documented?
⚖️ Are you being consistent in how you manage the situation?
⏱️ Are you acting early enough?

You do not need to have all the answers.
But you do need to take the first step.

Handled properly, these situations become manageable, not overwhelming.
If something is keeping you awake, it is usually a sign it needs addressing.

Get in touch with Sarah at [email protected] and let’s work through it together.

26/05/2026

Most SME people problems are not unique.

They are just handled differently.
⏰ Late attendance
📉 Poor performance
⚠️ Difficult behaviour
🚫 Lack of accountability

The challenge is knowing what to do first.

In this carousel, we break down simple, practical first steps for common people issues.

No overcomplication.
No unnecessary process.
Just clear, confident action.

Handled early, most issues can be resolved quickly and fairly.

Left too long, they become bigger, more formal, and more stressful.

Take a look through the slides and sense check how you are currently handling people challenges.

If you are dealing with a situation right now, get in touch with Sarah at [email protected].

21/05/2026

21/05/2026

Employment law is evolving, and SME businesses need to stay aware of what is coming.

One area to watch is the introduction of the Fair Work Agency.

This will bring a more joined up approach to enforcement, combining existing bodies and strengthening oversight across areas such as minimum wage, holiday pay, and worker rights.

For businesses, this means one clear thing.

Greater scrutiny.

While many SME businesses already aim to do the right thing, inconsistencies in processes, documentation, or record keeping can quickly become a risk when enforcement increases.

Ask yourself:

🔍 Are your pay and holiday practices consistent and compliant?

📄 Is your documentation clear and up to date?

⚖️ Would your processes stand up under external review?

This is not about creating fear. It is about being prepared.

Getting your basics right now means you are not reacting later.

If you are unsure where your risks might sit, it is worth reviewing sooner rather than later.

Get in touch with Sarah Neyland at [email protected] for clear, practical guidance.

21/05/2026

Now that we’ve (finally!) made it through winter and summer is on the horizon, it’s the perfect time to take a step back and find out what your team really thinks.
An engagement survey gives you a clear focus for the rest of the year — what’s working, what’s not, and where to put your energy.
And the best bit?
The survey itself is completely free (my favourite price!) You just pay for my time to analyse it, interpret it, and turn it into something genuinely useful.
Because let’s face it…fabulous starts with people
P.S. If you’ve bought one of my handbooks before, this is your little nudge… You get a free update
Don’t say I don’t look after you — drop me a message, and we’ll get it booked in.

19/05/2026

Holiday tracking is often seen as a simple admin task.

In reality, it is a compliance risk if not managed properly.

Many SME businesses still rely on spreadsheets, emails, or manual tracking.

Requests get missed. Records are inconsistent. Carry over is unclear.

It works… until it doesn’t.

Recent focus on accurate holiday recording means businesses need to be clear and consistent.

Ask yourself:
📅 Are holiday records accurate and up to date?
📊 Can you clearly evidence what has been taken and what remains?
⚖️ Are you managing carry over correctly?
🔍 Would your records stand up if challenged?

This is not just about organisation. It is about protecting your business.

Through our partnership with Breathe HR, we help businesses move from manual tracking to a simple system that gives real time visibility and accurate records.

Less admin.
More clarity.
Better compliance.

Take a look through the carousel and sense check your current process.
If your holiday tracking feels unclear or inconsistent, now is the time to fix it.
Get in touch with Sarah at [email protected].