https://peoplecompliance.co.uk/blog/Practical guidance for growing businesses.en-gbhttps://peoplecompliance.co.uk/blog/bad-weather-staff-cannot-get-to-work/https://peoplecompliance.co.uk/blog/bad-weather-staff-cannot-get-to-work/Wed, 11 Nov 2026 00:00:00 GMTSnow-day pay depends on who stopped the work: staff who cannot get in, a business that closes or cancels its transport, or a school that shuts.https://peoplecompliance.co.uk/blog/trade-union-written-statement-january-2027/https://peoplecompliance.co.uk/blog/trade-union-written-statement-january-2027/Tue, 10 Nov 2026 00:00:00 GMTFrom 1 January 2027, new workers are scheduled to get a statement of their right to join a trade union with their particulars, existing workers by 5 April 2027, and a fresh statement or a reminder each April.https://peoplecompliance.co.uk/blog/work-christmas-party-harassment-duty/https://peoplecompliance.co.uk/blog/work-christmas-party-harassment-duty/Fri, 06 Nov 2026 00:00:00 GMTThe first party since the harassment duties changed needs an hour of planning: the risks on the night, the standards and contacts, and what happens if someone raises a concern.https://peoplecompliance.co.uk/blog/zero-hours-workers-shifts-and-ending-the-arrangement/https://peoplecompliance.co.uk/blog/zero-hours-workers-shifts-and-ending-the-arrangement/Wed, 04 Nov 2026 00:00:00 GMTA zero-hours arrangement does not end because the shifts stopped; what you owe on closing it, and when not offering work becomes a problem, turns on the person's status and your records.https://peoplecompliance.co.uk/blog/minimum-wage-april-2027-pay-checks/https://peoplecompliance.co.uk/blog/minimum-wage-april-2027-pay-checks/Mon, 02 Nov 2026 00:00:00 GMTA pay rise in the payroll settings does not catch the salaried, trained-at-home and deducted-from staff who can fall below the new rate without a figure changing.https://peoplecompliance.co.uk/blog/long-term-sickness-absence-keeping-in-touch-and-return/https://peoplecompliance.co.uk/blog/long-term-sickness-absence-keeping-in-touch-and-return/Fri, 30 Oct 2026 00:00:00 GMTWhen someone has been off sick for weeks, the order of the conversations and the records you keep matters more than the number of weeks.https://peoplecompliance.co.uk/blog/maternity-leave-holiday-and-return-to-work/https://peoplecompliance.co.uk/blog/maternity-leave-holiday-and-return-to-work/Wed, 28 Oct 2026 00:00:00 GMTWhile someone is on maternity leave their holiday keeps building, most of the statutory pay comes back and the job they return to is set by regulation.https://peoplecompliance.co.uk/blog/trade-union-access-request-15-working-days/https://peoplecompliance.co.uk/blog/trade-union-access-request-15-working-days/Mon, 26 Oct 2026 00:00:00 GMTFrom 30 October 2026, a statutory access request from a trade union starts a 15 working day response period, and whether the CAC can order access depends on your worker headcount on two tests.https://peoplecompliance.co.uk/blog/flexible-working-request-two-month-deadline/https://peoplecompliance.co.uk/blog/flexible-working-request-two-month-deadline/Fri, 23 Oct 2026 00:00:00 GMTA statutory request starts a two-month clock that covers the meeting, the decision and any appeal, and a refusal has to rest on one of eight listed grounds.https://peoplecompliance.co.uk/blog/christmas-closure-holiday-notice-and-carry-over/https://peoplecompliance.co.uk/blog/christmas-closure-holiday-notice-and-carry-over/Wed, 21 Oct 2026 00:00:00 GMTThree dates decide a Christmas closure: when the notice goes out, when a refusal must reach someone, and when each person's leave year ends.https://peoplecompliance.co.uk/blog/reasonable-adjustments-what-is-reasonable/https://peoplecompliance.co.uk/blog/reasonable-adjustments-what-is-reasonable/Fri, 16 Oct 2026 00:00:00 GMTThe decision is the employer's, but the test of what is reasonable is objective, and the file shows whether it was met.https://peoplecompliance.co.uk/blog/irregular-hours-holiday-pay-and-statutory-payments/https://peoplecompliance.co.uk/blog/irregular-hours-holiday-pay-and-statutory-payments/Wed, 14 Oct 2026 00:00:00 GMTHoliday pay, sick pay and family pay for variable-hours staff all turn on the same two things: what the contract says about hours and what the person was actually paid, week by week.https://peoplecompliance.co.uk/blog/capability-process-performance-improvement-plan/https://peoplecompliance.co.uk/blog/capability-process-performance-improvement-plan/Mon, 12 Oct 2026 00:00:00 GMTA capability case turns on what the file shows you did before the decision, not on how long the plan ran.https://peoplecompliance.co.uk/blog/misconduct-or-gross-misconduct-before-you-dismiss/https://peoplecompliance.co.uk/blog/misconduct-or-gross-misconduct-before-you-dismiss/Fri, 09 Oct 2026 00:00:00 GMTThe classification decides the notice you owe, not the process you follow.https://peoplecompliance.co.uk/blog/ending-a-fixed-term-contract/https://peoplecompliance.co.uk/blog/ending-a-fixed-term-contract/Wed, 07 Oct 2026 00:00:00 GMTLetting a fixed-term contract reach its end date needs no notice, but in law it is still a dismissal, and from 1 January 2027 many more fixed-term staff will be able to challenge one.https://peoplecompliance.co.uk/blog/small-scale-redundancy-fair-process/https://peoplecompliance.co.uk/blog/small-scale-redundancy-fair-process/Mon, 05 Oct 2026 00:00:00 GMTGOV.UK says there are no set rules below 20 redundancies, but the reasonableness test still expects a process, and from 1 January 2027 that process has to work for staff with six months' service.https://peoplecompliance.co.uk/blog/changing-contract-terms-before-january-2027/https://peoplecompliance.co.uk/blog/changing-contract-terms-before-january-2027/Fri, 02 Oct 2026 00:00:00 GMTThe law on varying a contract has not changed, but the fallback employers reach for when someone refuses is scheduled to close in January 2027.https://peoplecompliance.co.uk/blog/grievance-or-protected-disclosure/https://peoplecompliance.co.uk/blog/grievance-or-protected-disclosure/Thu, 01 Oct 2026 00:00:00 GMTA complaint can be a grievance and a protected disclosure at the same time, and the second one changes how you run the first.https://peoplecompliance.co.uk/blog/right-to-work-checks-workers-and-contractors/https://peoplecompliance.co.uk/blog/right-to-work-checks-workers-and-contractors/Mon, 28 Sep 2026 00:00:00 GMTRight-to-work checks stop being an employee-only job on 1 October 2026, and the scope question matters more than the paperwork: two of the three new categories reach a small employer, and several engagements stay outside the scheme.https://peoplecompliance.co.uk/blog/handling-a-grievance-acas-code/https://peoplecompliance.co.uk/blog/handling-a-grievance-acas-code/Fri, 25 Sep 2026 00:00:00 GMTThe first formal grievance: the steps the Acas Code expects, and the record at each one.https://peoplecompliance.co.uk/blog/statutory-sick-pay-day-one-employer-checks/https://peoplecompliance.co.uk/blog/statutory-sick-pay-day-one-employer-checks/Wed, 23 Sep 2026 00:00:00 GMTThe sick pay rules changed on 6 April 2026, and most of the work now is confirming that five things actually happened in your payroll, policy and records.https://peoplecompliance.co.uk/blog/tribunal-time-limits-six-months/https://peoplecompliance.co.uk/blog/tribunal-time-limits-six-months/Mon, 21 Sep 2026 00:00:00 GMTFrom 1 October 2026 most tribunal claims can be started within six months rather than three, so leaver files need a review date, not an open-ended shelf life.https://peoplecompliance.co.uk/blog/employment-changes-a-practical-starting-point/https://peoplecompliance.co.uk/blog/employment-changes-a-practical-starting-point/Sun, 13 Sep 2026 00:00:00 GMTEmployment changes: a practical starting point. Sort them by status, give each one an owner, and turn the reading into a list you can work through.https://peoplecompliance.co.uk/blog/employment-rights-act-2025-key-dates/https://peoplecompliance.co.uk/blog/employment-rights-act-2025-key-dates/Sun, 13 Sep 2026 00:00:00 GMTThe dated measures that touch a business with 10 to 49 employees, in one table, checked against the government timetable and Acas, with the check date shown.https://peoplecompliance.co.uk/blog/harassment-prevention-beyond-the-policy/https://peoplecompliance.co.uk/blog/harassment-prevention-beyond-the-policy/Sun, 13 Sep 2026 00:00:00 GMTHarassment prevention starts beyond the policy: what matters is the risk review, the reporting route and the managers who use them.https://peoplecompliance.co.uk/blog/onboarding-without-the-paperwork-chase/https://peoplecompliance.co.uk/blog/onboarding-without-the-paperwork-chase/Sun, 13 Sep 2026 00:00:00 GMTOnboarding without the paperwork chase: a new starter should mean a good first impression, with the dated items already in hand.https://peoplecompliance.co.uk/blog/preparing-managers-six-month-unfair-dismissal-qualifying-period/https://peoplecompliance.co.uk/blog/preparing-managers-six-month-unfair-dismissal-qualifying-period/Sun, 13 Sep 2026 00:00:00 GMTA probation process managers can actually run will matter more once unfair-dismissal protection starts after six months, scheduled for 1 January 2027.