R Human Resources

Directions Website Contact the business

R Human Resources We are highly experienced and qualified HR Professionals with over 35 years’ experience.

AI is changing the workplace and managers are increasingly having to navigate what that means in practice.From recruitme...
08/10/2026

AI is changing the workplace and managers are increasingly having to navigate what that means in practice.

From recruitment and performance appraisals to learning and development and employee grievances, AI brings new opportunities but also new questions, risks and responsibilities for people leaders.

Today, I ran a session called 'Managing AI in the Workplace' which was designed to help line managers navigate these issues with greater confidence and clarity. The key question isn't simply “Can we use AI?”, it’s “How do we use it responsibly, fairly and effectively?”.

We had a great discussion at the end and I learnt something new too!

If you're interested in this training, please get in touch.

Over the past few weeks, we’ve received some lovely feedback from three clients in different industries with different c...
17/09/2026

Over the past few weeks, we’ve received some lovely feedback from three clients in different industries with different challenges and needs.

But the things that matter to them are similar: being there when needed, giving clear advice, staying ahead of changes and building genuine relationships.

We love that our work with clients is so different.

One of the most exciting things for us has been experiencing an AI lawyer for the first time, something that would have seemed unreal just a few years ago. For another, we’ve had the privilege of watching their business develop over the years, seeing their leadership and team evolve along the way.

And that, for us, is what good HR support is really about.

It’s not just being there when something goes wrong, although we'll always be there for that too 😂

It’s about getting to know the business, understanding the people and being someone the team can turn to.

That’s the part of our work we value most. ❤️

I’ve just completed our latest Manager Training session: “Managing New Hires Through Probation.” Supporting a new employ...
15/09/2026

I’ve just completed our latest Manager Training session: “Managing New Hires Through Probation.”

Supporting a new employee through their probationary period is about much more than simply deciding whether they’ve “passed” or “failed”.

It’s about setting clear expectations, providing regular feedback, addressing concerns early, recognising progress, and giving new team members the support they need to succeed.

Today’s session focused on helping managers understand the rights, responsibilities and best practice involved in managing probation effectively.

With the qualifying period for ordinary unfair dismissal reducing from 2 years to 6 months from 1st January 2027, this is becoming even more relevant.

This means effective probation management, clear documentation, regular reviews and addressing performance concerns early will be increasingly important for managers and organisations.

A key takeaway: good probation management starts on day one — not in the final review.

If you’d like to know more about this training, please get in touch.

What happens when Occupational Health recommends something you genuinely can’t do?This is the conversation I’ve had with...
04/09/2026

What happens when Occupational Health recommends something you genuinely can’t do?

This is the conversation I’ve had with a client this week and it comes up more often than you might think.

For example, Occupational Health recommends that an employee works from home two days a week. On paper, that sounds reasonable. But what if the role involves covering multiple sites, managing a team, and being physically present to deliver the service?

You can’t simply say, “We can’t do that.”

But equally, the employee shouldn’t be left feeling that their needs, health or circumstances aren’t being taken seriously.

So, what do you do?

Here’s what I tell clients:

🔹 “We can’t accommodate this” isn’t the end of the conversation, it’s the start of a different one.
🔹 Go back to Occupational Health and ask: given the operational constraints, what else might help?
🔹 Explore genuine alternatives — different hours, adjustments to duties, a different role, a partial version of the recommendation, or other practical support.
🔹 Consider whether Access to Work may be able to provide additional support or funding to help the employee stay in work.
🔹 Most importantly, talk to the employee. Ask what would make the biggest difference to them and involve them in finding a workable solution.
🔹 Be open about the things you genuinely can’t change, but also be clear about what you can do.
🔹 Document your reasoning in the context of that particular role, rather than relying on a generic policy statement.

Ultimately, you should be able to answer two questions:

“Have we genuinely tried to support this employee?”

And:

“Have we properly considered what is reasonably workable within this particular role?”

Because this shouldn’t be about choosing between supporting the employee and running the business effectively.

It’s about having an honest, respectful conversation and finding the best solution you reasonably can.

These situations can be incredibly sensitive and challenging for everyone involved. If you find yourself dealing with one, please take appropriate HR advice.

These are questions we've heard many times over the years supporting small businesses, and honestly, we get it.We unders...
27/08/2026

These are questions we've heard many times over the years supporting small businesses, and honestly, we get it.

We understand the frustration. We understand the commercial pressures. We understand that there isn’t an endless pot of money sitting there to deal with every HR issue.

But this is exactly why good HR processes matter.

To protect both the business and the employee, there needs to be a fair process to follow. Policies, evidence and a clear document trail are incredibly important.

With the reduction in the qualifying period for ordinary unfair dismissal claims from two years to six months from January 2027, how you manage people, the processes you follow and the decisions you make will matter more than ever.

And that six-month point shouldn’t be viewed simply as a risk factor.

Good HR policies and fair processes should be followed regardless of how long someone has worked for you. They’re there to give everyone clarity and consistency.

And yes, sometimes that means having difficult conversations.

Luckily, once our clients have had the opportunity to get their frustrations off their chest, we can talk it through, look at the facts and agree a clear plan of action.

We don’t hold the frustration against them. We understand it.

Because sometimes you just need someone who understands the commercial reality and knows how to navigate the HR side of it.

Another AI-generated grievance landed in my inbox this week, followed by a worried client on the phone. I’m noticing thi...
20/08/2026

Another AI-generated grievance landed in my inbox this week, followed by a worried client on the phone.

I’m noticing this more and more.

Grievances that used to be a page long are arriving as ten-page documents, citing employment law, referencing tribunal language and even setting out “suggested remedies”, all clearly drafted with AI.

And I understand why they can feel intimidating.

But here’s what I tell my clients when this happens:

💻The format isn’t the substance.
A grievance dressed up in legal language isn’t automatically a stronger case. It may simply mean the employee has used a tool that is very good at sounding confident.
Don’t let the formatting intimidate you into treating it differently from a less detailed complaint.

👀Find the actual issue.
Strip it back and ask: What is my employee genuinely unhappy about?
In my experience, it’s almost always something much simpler than the document suggests.

🗣️Don’t skip the conversation.
It’s tempting to respond point-by-point to every legal reference. Don’t.
Have a calm, genuine conversation about what is actually going on.
Most people don’t use AI to draft a grievance because they’re trying to build a legal case. They use it because they didn’t feel heard the first time.
Managers who check in regularly, listen properly and make it easy to raise concerns informally will see fewer grievances escalating into lengthy, AI-assisted documents.

✅And remember: a fair process still applies, whatever the format.
An AI-generated grievance still deserves a proper look.

One final point worth remembering: according to Pinsent Masons, 86% of AI-assisted grievances that reached tribunal didn’t succeed.

That’s a useful reminder that a grievance can sound highly technical and legally sophisticated without necessarily meaning it represents a stronger legal case. It’s about HR and managers being equipped to see past the formatting and focus on what is actually being raised.

The important thing is not to be distracted by the language or intimidated by the length. Listen to the concern, understand what’s really being raised, and follow a fair process.

After three fantastic years, our time supporting an organisation is coming to an end and what a journey it has been.We s...
14/08/2026

After three fantastic years, our time supporting an organisation is coming to an end and what a journey it has been.

We started supporting the organisation when they had just 10 employees. Fast forward three years, and it’s now grown to around 60 people. It’s been a real privilege to support that growth and to see the organisation, its people and its culture develop along the way.

We've particularly loved working alongside the Co-founder, Director and wider management team. Their commitment to their people, their values and their culture has made this a genuinely enjoyable organisation to work with.

As the business continues to grow, the time is now right for them to bring HR expertise in-house with the appointment of an internal HR Manager. It feels like the natural next step and a positive reflection of just how far they’ve come.

We're incredibly grateful for the experience, the relationships and everything we've learned along the way. ❤️

And, as one chapter closes, another opens…

We now have some capacity for new clients.

If you’re running a growing business and could benefit from experienced, practical HR support, we'd love to hear from you. Feel free to get in touch or drop me a message, we'd be happy to have a chat.

Are your family policies truly supportive?As a HR professional, I've spent years advising on family friendly policies. B...
08/07/2026

Are your family policies truly supportive?

As a HR professional, I've spent years advising on family friendly policies. But it's only when you experience them personally that you really discover whether they're genuinely supportive.

This week I've been in hospital with my daughter. For this hospital trip, the difference now is that I work for myself, so I don't have the pressure of explaining my absence to a manager.

But 6 years ago, when my little son was in a high dependency unit, I had a very different experience. While I was sitting beside him as he struggled to breathe due to an asthma attack and had an oxygen mask on, my manager asked whether I planned to take annual leave or take the time unpaid.

At that time, I wasn't thinking about leave entitlements, I was focussed on whether my son was going to be okay.

I've never forgotten that question. It changed the way I think about workplace support and leadership. Policies matter and although she was following the 'policy', how it's applied matters more - did she need to ask right at that moment or could she have waited until my son had recovered.

So here's my question for HR professionals and business leaders:

Are your family policies, especially your emergency leave policies truly supportive?

Employees remember how their employer made them feel long after they've forgotten what the policy said.

Rebecca C

Have you updated your policies ready for the legislation changes in April?From April, several important changes to UK em...
04/03/2026

Have you updated your policies ready for the legislation changes in April?

From April, several important changes to UK employment legislation will come into effect. As a result, six key policies will need to be reviewed, amended, and, in some cases, newly introduced to ensure compliance.

The updates cover areas including statutory rights, family leave, and workplace protections.

If you need support to review your current documentation and make the necessary amendments to ensure everything is fully up to date, we are offering a very reasonable one-off fixed fee for this.

Please get in touch if you’d like to hear more.

🎉 We’re proud to share that a new client recently chose us over a national HR provider, even though HR advice is include...
26/02/2026

🎉 We’re proud to share that a new client recently chose us over a national HR provider, even though HR advice is included as part of their insurance.

Why?
Because they wanted more than a helpline.

How we differentiate from a 'helpline':
• Our clients speak to the same person every time, not a different call centre adviser
• We are easily contactable and genuinely friendly (they don't need to book an appointment)
• We take the time to truly understand their business
• We provide support tailored to the employee and the business situation, we don't give generic guidance.

Our new client is about to embark on a process and wants to feel supported the entire time.

That’s exactly what we do 🤲🏻

We provide clear, practical guidance to the employer, while also ensuring the employee is treated fairly and supported appropriately throughout the process.

If you value personal, consistent HR support, let’s have a conversation.

Address

Dorset House
Wimborne
BH211JH

Opening Hours

Monday 8:30am - 5:30pm
Tuesday 8:30am - 5:30pm
Wednesday 8:30am - 5:30pm
Thursday 8:30am - 5:30pm
Friday 8:30am - 5:30pm

Website

Alerts

Be the first to know and let us send you an email when R Human Resources posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to R Human Resources:

Shortcuts

Share

Category