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Colden HR, 2a Holyfield Road, Sutton Coldfield (2026)

17/06/2026

A university has been ordered to pay more than £264,000 after an Employment Tribunal found a former employee had been unfairly dismissed and later victimised through a retaliatory reference.

The case centred around a long-running breakdown in the working relationship between an employee and her manager. Following mediation and disciplinary action, the employee was dismissed after being unable to secure another role internally.
The Tribunal found:
✔ The dismissal process was unfair
✔ Full details of allegations were not properly provided
✔ The employee’s appeal was not heard
✔ A later reference stating the university was “still in dispute” with the employee amounted to victimisation
The total award included future loss of earnings, pension loss and injury to feelings.

Patricia Colden commented:
“Many Tribunal claims are not simply about the original workplace issue, they arise because processes are handled inconsistently, emotionally or without proper procedural fairness. This case is a strong reminder that employers must follow their own policies, manage workplace conflict and ensure disciplinary and appeal processes are handled professionally from start to finish.”
At Colden HR, we support businesses with practical HR guidance, manager support and compliant processes that help reduce risk and protect workplace relationships.

11/06/2026

📊 One in seven UK workers have experienced a “clear violation” of their employment rights, according to new research published by the Fair Work Agency.

A major study carried out by UCL found widespread issues across UK workplaces, including underpayment of National Minimum Wage, unpaid extra hours, missing contracts and payslips, bullying and harassment, and negative mental health impacts linked to work.

The findings are a stark reminder that employment law compliance is no longer something businesses can afford to treat as an “admin task” in the background.
With the Fair Work Agency now in place and enforcement activity increasing, employers face greater scrutiny around:
✔ Payroll accuracy
✔ Contracts and documentation
✔ Working practices
✔ Manager conduct and consistency
✔ Fair treatment of employees

Importantly, many businesses are not intentionally getting things wrong, but legislation is becoming increasingly complex and expectations on employers continue to rise.

Whether you employ 3 people or 300, now is the time to review your HR foundations and ensure your processes are legally compliant, practical and consistently applied.

At Colden HR, we support businesses with straightforward, commercially focused HR advice that protects both the business and its people. Please contact Patricia Colden for a confidential conversation on 0121 284 0852.

05/06/2026

The Fair Work Agency is now in place — what does this mean for employers?
The UK Government has introduced the Fair Work Agency, bringing together enforcement of key employment rights under one body.
The aim is to strengthen protections for workers and increase accountability for employers across areas including:
✔ National Minimum Wage compliance
✔ Holiday pay
✔ Statutory Sick Pay
✔ Modern slavery protections
✔ Agency worker rights

For employers, this means greater scrutiny around employment practices, record keeping and compliance. Whilst many businesses already strive to do the right thing, the introduction of the Fair Work Agency is another reminder that HR compliance can no longer be treated as a “back-office” task, it needs to be embedded into everyday business operations.
Whether you employ 3 people or 300, the expectation to comply is the same.

At Colden HR, we are now supporting businesses to navigate ongoing employment law reform and increased enforcement activity with confidence and clarity.

If you would like support reviewing your current HR practices, please contact Patricia Colden for a confidential conversation.

27/05/2026

🫶 At Colden HR, we’re increasingly speaking to businesses who want to proactively review their HR approach in light of ongoing employment law changes.

We recently received feedback from a client who approached us directly after reading our social posts about Day One Rights:

"We had been following Colden HR on social media for a while, and a friend also recommended them to us. After reading their posts about changes in employment law, particularly around Day One Rights, we knew we needed to take action and speak to Patricia.
As a business with a loyal team, it was important to us that we remained compliant while continuing to support our people properly.
Patricia provided clear, practical advice and helped us understand what the changes could mean for our business. It’s given us confidence that we’re in a strong position moving forward.”

At Colden HR, we support businesses to stay ahead of change, not react to it!

If you’d like to understand how employment law updates may impact your business, continue to follow us on social media and, when you’re ready, please contact Patricia Colden for a confidential conversation on 0121-284 0852.

20/05/2026

🧩 Up-to-date policies + trained managers = a protected business
With employment law continuing to evolve, it’s more important than ever that managers are trained, informed and confident in how they apply HR processes day to day.

In many cases, issues don’t arise because a policy is missing, but because it has been applied inconsistently or without full understanding.

Managers play a key role in:
✔ Handling sensitive conversations
✔ Following fair and consistent processes
✔ Applying policies in line with legislation
✔ Representing your business values in practice

A well-trained manager doesn’t just reduce risk, they create clarity, consistency and trust across your business.

If you would like support with manager training or reviewing how your HR processes are applied in practice, please contact Patricia Colden for a confidential conversation.
📩 [email protected]

14/05/2026

A va**ng incident led to dismissal - but that’s not why the employer lost at tribunal!
A recent tribunal case involving a manufacturing business highlights the importance of fair and proportionate decision-making during disciplinary processes.

An employee was dismissed for gross misconduct following an incident involving va**ng on site which triggered a fire alarm and disrupted operations. While there were concerns around health & safety and trust, the Tribunal found that the dismissal was ultimately influenced by the employee’s failure to admit fault and apologise.

The key finding: not admitting wrong doing or failing to apologise is not, in itself, misconduct. The tribunal concluded that the dismissal fell outside the range of reasonable responses and awarded the employee over £20,000.

Key takeaways for employers:
✔ Ensure disciplinary decisions are based on clear evidence of misconduct
✔ Apply policies consistently and proportionately
✔ Take into account mitigating factors, such as service and conduct history
✔ Avoid allowing subjective factors (e.g. lack of apology) to drive outcomes

A fair process is just as important as the outcome and getting this wrong can be costly.

If you would like support reviewing your disciplinary processes or ensuring your managers are confident in handling these situations, please contact Patricia Colden for a confidential conversation.

06/05/2026

📌 HR doesn’t need to be complicated, but it does need to be right!
For many businesses, especially smaller teams, HR can feel like something to deal with “as and when needed.”

In reality, having the right foundations in place makes day-to-day management much easier and helps to avoid problems in the future.

✔ Clear contracts of employment
✔ Up-to-date policies
✔ Consistent processes
✔ Training & confidence in handling people matters

Getting the basics right helps prevent issues, supports your team and allows you to focus on running your business.

At Colden HR, we specialise in practical, straightforward HR support that works in the real world.

If you would like to review your current HR arrangements, please contact Patricia Colden for a confidential conversation.
📩 [email protected]

29/04/2026

‼️ You don’t need to have HR problems to need HR support!
At Colden HR, we often work with businesses who are performing well, have loyal teams, but want reassurance that everything is in place from an HR and compliance perspective - especially with ongoing changes in employment law!
We recently received feedback from a new client who approached us as they do not have an in-house HR function and were looking for guidance and support:

"We don’t have a dedicated HR Manager, and with the pace of employment law changes, particularly following recent government updates, we wanted to ensure we were fully compliant. Our team is long-standing and loyal, so this wasn’t about fixing problems, but about doing things properly and protecting the business going forward.
Patricia has provided clear, practical advice and helped us put the right structure in place. It’s given us real confidence that we’re meeting our obligations and supporting our people in the right way.”

At Colden HR, we understand that HR support isn’t just about solving problems, it’s a core part of building a values-based business. It’s about providing clarity, reassurance and structure as your business grows and evolves.

If you or someone you know would benefit from expert HR guidance, please get in touch with Patricia Colden for a confidential conversation on 0121 284 0852.

23/04/2026

⚠️ Having no policy is a risk
But a poorly applied policy can be just as damaging

With employment law evolving and tribunal scrutiny increasing, we’re seeing more cases where the issue isn’t the absence of a policy, it’s how it’s applied in practice.

Inconsistent decisions, lack of understanding, or mishandled conversations can quickly escalate situations that could have been resolved early.

Managers need to be equipped to:
✔ Understand and apply policies correctly
✔ Follow the right HR processes
✔ Handle sensitive conversations with confidence
✔ Make fair, consistent decisions

A policy can only help to protect your business if it’s applied properly!

If you’d like to strengthen your managers’ capability or sense-check how your policies are being applied in practice, please contact Patricia Colden for a confidential conversation and training review of your leadership teams.

15/04/2026

🧠 Neuroinclusion isn’t just a wellbeing topic, it’s a legal responsibility.
Under the Equality Act 2010, employers must make reasonable adjustments for employees with disabilities. Neurodivergent conditions can fall within this definition and recent tribunal cases show how closely this is being scrutinised.

Here are three tribunal cases worth noting:

Khorram v Capgemini (2025)
Recommended adjustments for an employee with ADHD were not implemented. The tribunal found this to be ongoing discrimination.
Takeaway: Adjustments must be actioned, recorded and reviewed.

Kitchen Porter v Wetherspoons
An autistic employee breached a staff discount policy, saving £19.17. The employer treated this as gross misconduct. The tribunal awarded £25,000, citing a disproportionate response.
Takeaway: Context matters not every breach is misconduct.

Burns v Gitpod (2024)
An employee with ADHD was dismissed following an incident at a work event. The tribunal found her condition likely influenced the behaviour.
Takeaway: Your duty of care extends beyond the workplace.

The bottom line: Clear processes, informed managers and a practical approach to neurodiversity are essential . . . not optional!

If you’d like to sense-check your current approach, review your policies or support your managers in handling these situations confidently, please contact Patricia Colden for a confidential conversation.

Colden HR

17/06/2026

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Wednesday	9am - 5pm
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