HR NEWS & INSIGHTS. 

September brings a natural reset for many SMEs, making it the perfect moment to review people practices before the year‑end rush. In this month’s HR update, we explore the revised ACAS disciplinary and grievance consultation, new harassment duties coming in 2026, key lessons from the menopause discrimination case Waller vs Swan Engineering, and practical reminders for holiday and performance planning.

UK workplace harassment laws change in October 2026, introducing stronger duties for employers and a requirement to take all reasonable steps to prevent harassment, including from third parties. This article explains the key reforms, what “all reasonable steps” means, and practical actions SMEs can take to prepare.

ACAS has published a draft revised Code of Practice on disciplinary and grievance procedures, marking the first full update since 2009. The proposed changes place greater emphasis on early resolution, manager judgement and consistent decision‑making. This article explores what the draft Code means for employers and how SMEs can start preparing.

This month we're looking at the increasing Employment Tribunal backlog and what it means for employers, examining the lessons from the recent Tait v Holiday Extras case, and highlighting three significant employment law changes that are on the horizon.

Another significant set of employment law reforms arising from the Employment Rights Act is on the horizon, and expectations placed on employers are increasing. The changes are phased across late 2026 and into 2027 but preparing now will make the transition far smoother. Here’s a clear breakdown of what’s coming and what it means for your business.

The Employment Rights Act has already brought in a wide range of reforms that reshape how employers manage people, pay and compliance. For SMEs, these changes require updates to policies, onboarding processes and record‑keeping, as well as greater confidence in early‑stage people management. In this article, we have collated a summary of the reforms now in force.

July has arrived with sunshine, sport and an important employment law update. This month’s newsletter brings together our usual practical guidance for SMEs and a little milestone we’re excited to share.

Most managers genuinely want to support neurodivergent colleagues well, but they’re often unsure what’s expected of them or what “good” looks like in practice. Here are six things that, in my experience, managers have consistently said they wish they’d known sooner, and that can make the biggest difference to employee wellbeing. 1. Reasonable adjustments are a legal duty A common misconception is that adjustments are optional or only needed in rare situations. In reality, emp