Anthony Sutton outlines some simple interventions leaders can initiate before an employee resigns
The world of work continues to change, with significant new legislation introduced over recent months and more on the immediate horizon. From October, the employment tribunal time limit will extend from three to six months; when you add in Acas conciliation and current delays it may take almost a year before you know that you face an employment tribunal.
In January 2027 the qualifying period for ordinary unfair dismissal claims will be reduced from two years to six months; this will apply to employees recruited from 1 July 2026.
Many employers will now be reviewing their processes, and rightly so. But compliance alone is never enough. Bringing HR into the bigger picture can help employers identify and address issues before they become bigger problems. Here are some of the most common areas where businesses can act sooner:
Managers often know when something isn’t quite right. Performance may have dipped, someone’s behaviour may be affecting the team or there may be tension between colleagues. Yet no one wants to have an uncomfortable conversation. Delaying it can end up doing exactly what you’re trying to avoid, and make things worse.
A well-timed and well-considered conversation can prevent a much more difficult situation further down the road. It’s natural not to want to have a tricky discussion, but avoiding it rarely makes the underlying...
A Wixom, Michigan, business accused of making false statements to obtain a loan has agreed to pay a settlement of just over $1.5 million after it was sued by the federal government, according to th...