Big HR changes are on the way, and we’re turning the noise into a clear plan. Kate breaks down the Employment Rights Bill for UK small employers with plain-English timelines, practical examples, and the exact places to focus so you protect people, manage risk, and avoid last‑minute scrambles.

We start with what’s locked in versus what’s likely: a six-month unfair dismissal threshold from 1 January 2027, simpler statutory sick pay from April 2026 with day one eligibility and no lower earnings limit, and a predictable hours regime that rewards grown-up rota habits. We also explore the proposal to remove the cap on ordinary unfair dismissal compensation, why it matters most for higher earners, and how solid process and timely probation reviews keep claims at bay. On flexible work, you’ll hear how guaranteed hours will reflect real patterns worked, why shift notice and cancellation pay are coming, and the easy forecasting steps that lower both cost and conflict.

Union duties don’t need to be scary. We outline a neutral, low-effort approach: add a short right-to-join statement to onboarding, link to gov.uk’s union list, keep a simple log, and name a point of contact. For change programmes, we share a mini project playbook: build the business case, consult properly, offer alternatives, and keep notes to reduce fire-and-rehire risk. To make it actionable, Kate gives five moves you can do this week: schedule week‑12 and week‑20 probation check-ins, update SSP wording across policies and templates, set two clear rota sentences, start a contracted-versus-worked hours tracker, and add union info to offers.

If this helped clarify your next steps, follow the show, share with a fellow owner or HR lead, and leave a quick review to help others find it. Have a question or want a sanity check on your contracts and policies? Send us a message and let’s get you ready before the dates hit.

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