Haylo HR

Haylo HR We know running a business can be hard, so we aim to support businesses with all things HR

18/09/2026

Changes to the way we manage flexible working are coming 👀

The big changes are about how employers make and explain the decision when considering a statutory flexible working request.

Managers need to know about:

⚖️ A new reasonableness test for refusals
💬 Mandatory steps around consultation
📝 A requirement to explain why a refusal is reasonable

If your managers need support handling flexible working requests or preparing for the changes, Haylo HR can help. Get in touch with the link in the bio 🔗

15/09/2026

He was told to report concerns to social services. He did. He was later dismissed and awarded £35,228. 😳

The Employment Tribunal found that his reports about the care of a vulnerable person amounted to protected disclosures, and that his whistleblowing was the real reason for his dismissal.

There was also no proper disciplinary process, resulting in a 25% Acas uplift of an extra ÂŁ7,046.

The lesson for employers? An employee who has blown the whistle isn’t automatically protected from every future management decision. But if you’re considering disciplinary action or dismissal, you need to be able to demonstrate that the reason is genuinely separate from their protected disclosure and you still need to follow a fair process.

⚠️ Whistleblowing cases can be particularly high risk, so get advice before taking action.

If you’re an employer dealing with a whistleblowing concern, disciplinary issue or another difficult employee situation, Haylo HR can support you through the process. Send me a message with the link in the bio 🔗 to discuss how I can help.

12/09/2026

About to start a disciplinary process? Don’t send that invite letter just yet… 👀

Disciplinaries are one of those HR processes that can look straightforward until they’re not.

📌 Save this for the next time an employee issue lands on your desk.

And if you’re currently dealing with a conduct issue and you’re thinking “I’m not actually sure what we should do next” that’s where I can help.

Haylo HR supports businesses through the whole process, from working out the right approach and carrying out investigations to disciplinary hearings, outcomes and the difficult conversations in between.

If you want HR support before you make your next move, get in touch with Haylo HR with the link in the bio 🔗

Getting advice before the decision is usually much easier than trying to fix the process afterwards.

09/09/2026

We’re chuffed to have been featured on the podcast this week talking about:

🤖 AI generated grievancess
🌱 Resilience
💡 Workplace Innovation

Watch via their YouTube channel here: https://youtu.be/xkv_YGp-b-4?is=04UrEoS-7dii7GyX

07/09/2026

Think your employer automatically breaches your right to be accompanied if you attend a disciplinary meeting alone?

Not necessarily.

A recent Employment Appeal Tribunal decision confirmed an important point: the statutory right to be accompanied is triggered when a worker makes a reasonable request to be accompanied.

That doesn’t mean employers should keep employees in the dark. The Acas Code expects employers to explain the right to be accompanied, and failing to follow the Code can create other risks.

Did you know the statutory right had to be triggered by a request? Pop your comments down below👇🏾

Are you a business that needs HR help? Get in touch with the link in the comments to see how we can support you 🔗

03/09/2026

Thank you to the people at SME News for the fab award 🏆

Need some award-winning HR support? We've got you 🙌🏾 Get in touch with the link in the bio 🔗

29/08/2026

Being concerned about an employee’s behaviour doesn’t mean you can skip a fair process. ⚠️

A fish packer with more than 11 years’ service was dismissed after allegations about her behaviour towards colleagues.

She’d previously received a written warning after being heard insulting a colleague and there were further allegations of aggressive behaviour following another workplace argument.

But when the employer dismissed her, the tribunal found there had been “no real investigation”, no disciplinary hearing, no proper opportunity for her to put forward her version of events or mitigating circumstances, and no right of appeal.

The tribunal found her dismissal unfair and wrongful and awarded her ÂŁ11,133 including ÂŁ6,147 for unfair dismissal and ÂŁ4,986 in notice pay.

Importantly, the tribunal wasn’t saying her previous behaviour was acceptable. Her basic award was reduced by 50% to reflect her own conduct.

The HR lesson for employers?

Having concerns about someone’s conduct isn’t a shortcut around a fair disciplinary process.

Investigate. Hear their side. Consider the evidence. Follow a fair process.

Need some HR help? Get in touch with the link in the bio 🔗

25/08/2026

From 1 October 2026, the time limit for bringing the majority of Employment Tribunal claims is increasing from around three months to six months.

But the important bit is when the problem at work actually happened.

If it happened before 1 October 2026, the existing time limit will generally still apply.

If it happens on or after 1 October 2026, the new six-month time limit will generally apply.

Raising a grievance does NOT stop the tribunal clock.

Neither does waiting for your employer to deal with an appeal.

Acas Early Conciliation is different. If you notify Acas within the relevant time limit, that process can pause the clock.

So yes, employees are getting significantly longer to bring most tribunal claims…

but don’t assume that means you can just wait six months.

The starting point and deadline depend on the type of claim, and some claims have different rules.

If you’ve got another question about the October employment law changes, leave it below and I’ll cover it.

23/08/2026

The Acas Code is changing and employers need to be ready. ⚠️

With major employment law reforms coming into force, Acas guidance and Codes are being updated to reflect the new rules.

And this matters because the Acas Code isn’t something employers should treat as optional HR guidance.

While a failure to follow the Code does not automatically create a standalone tribunal claim, tribunals can take relevant failures into account and in certain cases compensation can be adjusted by up to 25%.

So if your disciplinary, grievance or other relevant HR procedures are still based on the way you’ve always done things, 2026 is the year to review them.

In this video I explain what’s changing, what employers need to know and why updating your processes and training the managers who actually use them matters.

Save this post and share it with someone responsible for HR or managing people.

21/08/2026

Working from home doesn’t necessarily mean you can work from anywhere. 🇫🇷💻

An employee who had permission to work remotely from her home in the UK began working from France without her employer’s authorisation.

Her employer instructed her to return to the UK. She remained in France and was ultimately dismissed.

She brought an unfair dismissal claim but the employment tribunal found that her dismissal was fair.

The important takeaway?

🌍 Permission to work remotely doesn’t automatically mean permission to work overseas.

Do you think employers should care where you’re working from if you can still do your job effectively? 👇🏾

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