This Month in HR - July
Updated: Aug 21
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.
Supporting Employees During a Heatwave
With temperatures climbing again across the UK, many employees will be feeling the strain. There’s no legal maximum workplace temperature in the UK, which can leave employers unsure about what “good” looks like. But the duty of care doesn’t disappear in hot weather. If your people are uncomfortable or feeling unwell, it’s important to act.
Identify heat related risks in your workplace - Look at where heat is most likely to cause discomfort or safety issues, for example, rooms with poor ventilation, areas with direct sunlight, or roles involving physical activity. Note who may be more affected and plan simple, practical adjustments.
Encourage regular breaks and hydration - Provide cold water stations, encourage regular drink breaks, and make sure employees can step away briefly to refill bottles.
Create cooler spaces - Use fans, open windows safely, and position desks away from direct sunlight. If certain rooms stay cooler, allow people to work from those areas temporarily. For outdoor or manual roles, create shaded rest spots and shorten exposure time where possible.
Adapt clothing expectations where possible - If your workplace allows it, offer lighter or more comfortable clothing options during hot weather.
Offer flexibility where you can - Consider earlier or later start times or temporary homeworking where possible if the office is particularly warm. For customer facing or site based roles, look at rotating tasks so no one spends long periods in the hottest areas.
Check in with your people - Ask how they’re coping and if anything would help. Some employees (e.g. pregnant workers, those with certain health conditions, or people taking specific medication) may be more affected by heat, so a proactive check in is especially important.
Thoughtful leadership goes a long way during extreme weather, and your people will remember how you supported them.
Managing Staff Absence During Major Sporting Events
With England progressing in the World Cup, excitement is understandably high, and so is the likelihood of last‑minute holiday requests and sickness absence! Major sporting events can be brilliant for morale, but they can also create operational challenges if expectations aren’t clear.
Set expectations early - Remind employees of your usual absence reporting process, notice periods, and how annual leave is approved.
Plan for reduced staffing - Look ahead to key match days and consider whether you need additional cover or adjusted rotas rather than firefighting on the day.
Be consistent and fair - Avoid favouring certain employees or teams. If you’re offering flexibility, make sure it’s available to everyone where operationally possible.
Manage “match‑day sickness” appropriately If you notice patterns — for example, repeated sickness on or after match days. A supportive conversation is often enough to reset expectations but make sure you follow your usual absence management process.
Support employees who don’t want to participate - Not everyone enjoys football or major sporting events, and some may find the noise, crowds, or social pressure uncomfortable. Make sure employees know participation is optional and ensure those who prefer to continue working aren’t disadvantaged or left covering excessive workloads. Inclusion means creating space for enthusiasm and for those who’d rather opt out.
Employment Law Update: Unfair Dismissal Changes
From January 2027, employees will gain unfair dismissal protection much sooner than they do now with the change to six months’ service eligibility instead of the current two years. SMEs should be preparing now, particularly around how probation periods are managed. This is because employees who are in their probation period now may fall within the new six‑month eligibility window once the law changes, meaning decisions made today could be scrutinised under the new rules.
A reminder of good probation review practice.
Make sure your probation policy sets out expectations, review points, extension processes, and what “successful completion” looks like. Employees should understand the process from day one.
Probation shouldn’t be a single conversation at the end. Build in regular reviews, document what was discussed, and give employees clear feedback on what’s going well and what needs improvement.
Encourage managers to raise concerns early, set clear expectations, and offer practical support. Employers need to demonstrate they gave employees a genuine opportunity to improve.
If you extend probation, explain why, outline what needs to change, and set a realistic timeframe. Extensions should feel supportive, not punitive. A written plan helps both the employee and manager stay aligned.
Many SMEs rely on managers who haven’t had formal training in probation management. Now is a good time to build manager confidence, especially around documentation, giving feedback, and handling difficult conversations.
Make sure all managers follow the same process, use the same templates, and understand the expectations. Consistency is crucial!
If you’d like a quick review of your probation policy, templates, or manager guidance, we can support.
Announcement: We’ve Joined the Chichester Chamber of Commerce
We’re delighted to share that Empower People HR is now a member of the Chichester Chamber of Commerce. This is an important step in strengthening our local connections and making outsourced HR support more accessible to SMEs across Sussex and beyond!
If you’re a fellow member then we’d love to connect.
Client Review of the Month
“If you’re looking for an HR professional who is highly skilled, approachable, and truly has your best interests at heart, I wouldn’t hesitate to recommend Sarah and Empower People HR. I will always be grateful for the support they gave me.”
Thank you to this client for such kind feedback, it means a great deal.
Need support this Summer?
Whether you’re navigating heatwave adjustments, managing holiday peaks, or reviewing policies, Empower People HR is here to help, get in touch with us to book a call.
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