Explore every episode of the podcast Buzzing About HR

Autumn doesn’t just bring darker mornings, it brings deadlines. With October 2026 and January 2027 lined up back-to-back, UK employment law changes are about to hit in clusters, and we want you calm, clear, and ready rather than scrambling at the last minute. I’m Kate, and with Hazel supervising the nearest sunbeam, I walk you through what’s coming and how to use these quieter late-summer weeks to get properly sorted.

We break down the key Employment Rights Act changes: the stronger duty to prevent sexual harassment moving to “all reasonable steps”, the new third-party harassment duty that pulls customer and client behaviour into your responsibilities, and the doubling of tribunal time limits from three months to six. Then we look ahead to January 2027, where unfair dismissal rights kick in after six months, the compensation cap disappears, and fire and rehire becomes automatically unfair. The big takeaway: good process and tidy records are no longer just good practice, they’re protection.

We also talk about the practical difference between a one-off HR power hour and ongoing outsourced HR support. If you only buy help during a crisis, you pay the emergency premium again and again. If you build a plan, you spread the cost, keep contracts and handbooks current, and have someone who already knows your business when a problem lands. I share the step-by-step route we use: the free HR Health Check, the Employment Rights Act timeline tool, and how a £150 + VAT power hour can credit back onto a service plan if you move within 30 days. We even squeeze in a timely reminder on bank holiday entitlement and the part-time prorating trap.

If you want autumn handled with less stress and fewer surprises, subscribe, share with another business owner, and leave us a review so more employers can find practical HR help when it matters.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

A room full of 69 employers, coffee that’s slightly too hot, and one question on my mind: if I could get one thing across before everyone rushes back to work, what would genuinely protect them? The answer is a readiness message for a major UK employment law change that is closer than it looks, especially if you’re hiring right now.

From 1 January 2027, the unfair dismissal qualifying period drops from two years to six months, compensation becomes uncapped, and fire and rehire becomes automatically unfair. The part many people miss is the timeline: the law changes in January, but service builds from the day you hire. Anyone joining from 1 July 2026 could qualify immediately when the rules switch, which means your paper trail is already being created in probation meetings, manager chats, and the notes you do or do not write down.

We break it into a short, doable list: contracts that are current and signed, a handbook people actually read and follow, a probation process with real check-ins and deliberate decisions, and manager documentation habits built early rather than “reconstructed later”. We also clear up the common myths that stop small businesses acting, and flag more changes coming before January, including steps to prevent sexual harassment, third-party harassment duties, and longer tribunal time limits.

If you found this useful, subscribe, share it with a fellow employer, and leave us a review so more people can get ahead of the changes while it’s still calm. What’s the first thing you’re going to check: contracts, handbook, probation, or documentation?

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Hiring a school leaver in August feels like pure optimism: a bright new starter, a handshake, a start date, and you get back to your week. But there’s a timing detail in UK employment law that can catch employers out, and it starts much earlier than most people think. From 1 January 2027, the qualifying period for ordinary unfair dismissal drops to six months. That means anyone you hire from 1 July 2026 could qualify the moment the law takes effect, even though nothing “changed” on 1 July itself.

We keep this practical and calm: what the date really means, what else arrives in January (including the removal of the compensation cap and fire and rehire becoming automatically unfair), and why “protected” doesn’t mean “untouchable”. If someone is not right for the job, you can still act, but you need fair reason, fair process, and good notes. The law isn’t here to punish good employers, it’s here to make sloppy decisions expensive.

Then we get into the real pressure point: probation. If you run a standard six-month probation, your decision point can collide with the exact moment protection kicks in, leaving you no breathing space if reviews slip. We talk through how to set probation under six months, diarise review dates from day one, and complete a suitability assessment before the threshold. We also cover the day-one essentials that protect you and your new starter straight away: a written contract, right to work checks, and policies and payroll that reflect day-one rights like statutory sick pay, paternity leave, and unpaid parental leave.

If you want to sanity-check your setup, use the free HR health check and see what’s red, amber, and green before January arrives. Subscribe for more practical UK HR advice, share this with a fellow small business owner, and leave us a review with the one HR question you want answered next.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

You can feel it in early August: the office is quieter, half the team is away, and you finally get a clear hour to think. That’s exactly when the most dangerous HR deadlines sneak up, because this one looks like a “2027 problem” on paper while the clock actually starts much earlier.

We walk through the January 2027 UK employment law changes that reshape ordinary unfair dismissal: the qualifying period drops to six months, the compensation cap is removed, and fire and rehire becomes automatically unfair. The headline is big, but the hidden detail is bigger: anyone with six months’ service on 1 January 2027 qualifies immediately, which means people you hire from 1 July 2026 onwards are already in the window. Nothing changes on 1 July, but your risk exposure starts building from that day because service time is being banked right now.

We keep it practical and calm, focused on small business HR habits that actually protect you: contracts that match reality, probation check-ins that happen on time, and notes that show a fair process. We also share simple tools to help you see what’s coming and where you stand, so you can fix the one most exposed thing while the diary is still kind.

If you want fewer surprises and more control as employment rights tighten, follow along, share this with a fellow manager, and subscribe so you do not miss the next change. If this helped, leave a review and tell us: who have you hired since July, and is your probation process truly real?

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Halfway through the year is where most small businesses quietly lose momentum and, sometimes, their best people. We are busy, we are heads-down, and suddenly it is July and nobody has revisited the objectives that were meant to guide the year. So we make a simple case: the mid-year review is the single cheapest, highest-return people tool you own. Half an hour per person, twice a year, can catch small problems while they are still fixable and make your team feel seen before disengagement turns into a resignation.

We walk through what a genuinely useful mid-year performance review looks like in a small business. Think conversation, not form. Two-way, not a verdict. A little time looking back with honesty, then more time looking forward with clarity: what matters now, what is getting in the way, and what support would help. We also get practical about good performance management and feedback: separating performance from the person, keeping language specific, and writing down a brief record so expectations and actions are clear.

We also cover the three most common manager mistakes that sabotage reviews: talking too much, rushing to fill the silence, and making it all targets with no human check-in. You will leave with a ready-to-use set of questions, a tip for sending them in advance, and a quick action list you can put in your diary this fortnight. If you want better employee engagement, stronger retention, clearer objectives, and a cleaner trail of feedback that supports you when things get tricky, this is your reset point. Subscribe, share it with one manager who is about to skip their mid-year reviews, and leave a quick review if it helped.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Your employee handbook can be quietly betraying you. Not because you have bad intentions, but because policies drift while life moves on: new UK employment law, day one rights, fresh record keeping duties, and the hybrid working pattern that started as “temporary” and somehow became permanent. That gap stays invisible right up until the day you need your handbook most, when there’s a grievance, a dismissal, a complaint, or an inspection, and you reach for a process that no longer fits reality. 
 
We talk through what “drift” really looks like in small business HR and why an out-of-date policy can be worse than none at all. I share the most common sections I find stale when I open the bonnet on a growing team: disciplinary and dismissal, probation, holiday and leave, flexible working and family leave, whistleblowing and raising concerns, and anything still written as if everyone is in the office full time. We also dig into the human cost, because stale policies do not just create compliance risk, they quietly break promises to carers, to people who need a safe route to speak up, and to managers trying to do the right thing with the wrong guidance. 
 
You leave with a practical plan you can actually use: a quick triage method, what to prioritise first, how to use reliable templates and sources, and how to make sure your written policies match how you truly work now. We finish with a simple habit that stops drift coming back: a yearly policy once-over in the diary. If you want plain-English HR advice, concrete next steps, and a calmer way to stay compliant, hit subscribe, share this with a fellow business owner, and leave a review if you’ve got 30 seconds.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Your team set SMART objectives in January, you file them away, and by July half of them are pointless. Sound familiar? We are pulling apart the real reason performance reviews feel tense in so many small businesses: SMART goals quietly turn into paperwork, and the gap between “formal objectives” and “what actually gets rewarded” starts eroding trust.

We talk through why objectives matter more in an SME than in a corporate. When everyone is wearing six hats and priorities shift fast, a good objective is simply a shared picture of what success looks like for this role and this quarter, written in plain English. We also share the numbers that explain the mess: most SMEs set objectives, few review them more than once a year, and hardly anyone feels the process improves performance.

Then we get practical with three failure modes we see all the time. The unrevisited objective that becomes unfair after a pivot. The manager who gives everyone a four out of five because they hate difficult conversations. The “Tom” problem: a top performer who hits every target while being painful to work with. Our fixes are specific and doable: diary quarterly reviews, kill dead objectives fast, run a simple annual calibration meeting, and write every objective with a “what” and a measurable “how” so behaviour counts, not just output.

If you want a performance management approach that fits a UK small business without corporate fluff, hit play, share this with another owner or manager, and subscribe. If it helped, leave a quick review so more people can find it.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

You’ve got a contract term you regret. Maybe it’s overtime you can’t sustain, enhanced sick pay that keeps biting every winter, or a bonus structure that looked generous when the team was small and now feels ruinous. You’ve heard the “solution” at the golf club: dismiss them and re-engage them on new terms. The problem is that, from October 2026, that move becomes a legal landmine for most employers, with dismissal and re-engagement usually treated as automatically unfair dismissal under the post-Employment Rights Act 2025 landscape. 

We walk through what actually changes, why the public mood and tribunal risk matter for SMEs, and the narrow circumstances where the old approach might still be argued as business survival. Then we get practical. We lay out the five-step, grown-up method for contract change in 2026: build a clear business case, check the existing variation and flexibility clauses (and why they rarely cover big changes), consult properly rather than just “inform”, and make agreement more likely with fair trade-offs like phased changes or a one-off payment. 

We also bust the myths that cause the most damage, including the idea that you can simply give notice of a change, or that small businesses fly under the radar. You’ll finish with a quick action list you can do this week, plus a contract review conversation script mentioned in the show notes. If you find this useful, subscribe, share it with a fellow business owner, and leave a review so more people can find straight-talking HR help.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

A summer Friday work BBQ can feel harmless right up until it isn’t. One drink too many, an argument in front of clients, a messy taxi story that surfaces secondhand, and by Tuesday you are juggling a complaint, a possible safeguarding concern and a sensitive disclosure without a single written policy to anchor your decisions. We’re talking about the workplace alcohol policy gap most SMEs don’t know they have until it lands in their lap.

We break down what a fit-for-purpose alcohol policy actually covers and why it is not a sneaky attempt to ban fun. We get specific about alcohol during the working day and at work events, what to do when alcohol may be affecting performance, and how to respond when someone tells you their relationship with alcohol is complicated. We also share the numbers behind the issue, from productivity loss and presenteeism to how many employees say drinking has affected work without ever telling anyone.

Most importantly, we give you three practical conversations to keep in your back pocket: the short proactive team chat that introduces the policy, the concerned conversation that focuses on observable changes rather than accusation, and the disclosure conversation where your first 30 seconds can either open the door to support or slam it shut. If you want straightforward small business HR advice, clear process and humane boundaries, hit subscribe, share this with another owner, and leave a review so more SMEs stop having to “make it up as they go along”.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

That familiar small-business safety net, “they’re under two years so we can let them go”, is about to shrink dramatically. With the Employment Rights Act changes taking effect on 1 July 2026, unfair dismissal protection moves much closer to day one, and a rushed, undocumented exit in month nine can become the expensive problem you never saw coming.

We walk through what is actually changing, why the new statutory probationary period is designed to keep hiring workable, and the two words you need to remember: lighter touch. Not no touch. I explain the real-world impact for SMEs, from potential tribunal costs and management time to the trust ripple effect in a small team where everyone watches how you handle the hard moments.

Then we get practical. You’ll leave with a calm 48-hour plan: fix your probation clause in your contract and offer letter, audit everyone currently in their first few months, diarise short structured reviews, and start capturing feedback in simple written notes that are boring but bulletproof. We also bust the myths that cause last-minute panic, including the idea you can “notice” your way around statutory rights or beat the deadline with a hasty dismissal.

If you want straight-talking UK HR advice for small employers, hit subscribe, share this with one business owner who needs it, and leave a quick review so more people find the show.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Someone on your team used to be unflappable, then suddenly they’re overheated, not sleeping, forgetting things, snapping over tiny issues, and quietly losing confidence. Many managers read that as performance or attitude. We see it for what it often is: perimenopause showing up at work, in a culture that still makes the topic feel awkward to name.

We get practical about menopause at work for small businesses and HR teams. We talk through what symptoms can look like day to day, why “quiet menopause” is the riskiest version for employers, and how a simple check-in can open the door without assumptions or embarrassment. We also unpack what’s changing in the UK, including the Equality Act 2010, the EHRC guidance on menopause, and the direction of travel under the Employment Rights Act 2025, which is making support a clear expectation rather than optional good behaviour.

You’ll leave with a clear, low-cost plan: a one-page menopause-aware policy, a manager conversation script, and reasonable adjustments that genuinely help such as flexible starts after a bad night, time for medical appointments, cooler uniforms, fans, and better room choices. We also flag the hidden trap in many absence policies, where menopause-related sickness triggers warnings and creates avoidable discrimination risk.

If you want to keep brilliant people and run a fair workplace, this is your nudge to start now. Subscribe so you never miss an episode, share it with a fellow small business owner, and leave a quick review to help more managers find it.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Someone on your team is still turning up, still delivering, still saying they’re “fine” and yet the spark has gone. That grey zone is where quiet quitting lives, and in a small business it does real damage long before anyone resigns: slower problem solving, lower energy, and a subtle drop in standards that others quietly copy. We’ve both been on the receiving end of it, and we know it’s rarely about laziness or attitude. It’s a signal that something stopped working.

We get clear on what quiet quitting actually means (and what it doesn’t), then dig into the most common roots we see in UK SMEs: poor or missing feedback, workload creep without acknowledgement, and managers avoiding the harder conversations. We also bring in the numbers that make this impossible to ignore, including UK engagement data and what exit interviews reveal about how long people think about leaving before they go.

Most importantly, we give you practical tools you can use this week. You’ll hear the exact sentence we use to open a real conversation, what to listen for without getting defensive, how to fix what you can quickly, how to name what you can’t change yet (pay, promotion, structure), and why booking the next chat is the difference between a one off talk and a genuine rebuild of trust. We also bust a few myths that keep managers stuck, including the idea that money solves everything.

If you manage people, press play, pick one person who has gone quiet, and act early. Subscribe so you never miss an episode, share it with another manager, and leave a quick review if it helped.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

A new starter turns up on Monday morning and, before you have even finished the office tour, tells you their baby is due in eight weeks and they want paternity leave. If your first response is to do the rota maths in your head, you’re not alone. The problem is that from April 2026, paternity leave becomes a day one right in the UK, and many small business managers are about to have these conversations with zero training and a lot of assumptions.

We break down what the Employment Rights Act 2025 changes in practice, including the expansion of day one rights for paternity leave and unpaid parental leave. Then we get into the bit the law text doesn’t teach you: how to talk about it. The biggest trip-up is mixing up leave and pay. Leave is the time off and it becomes available from day one. Statutory paternity pay has its own qualifying rules, so a brand new starter may be entitled to take leave while not yet qualifying for statutory pay. Getting that sentence right can save you a complaint, a grievance, or a resignation.

You’ll also hear the three most common manager mistakes we see: the gut reaction that reads as irritation, denying a right because pay rules are misunderstood, and being flexible for one person but strict with another. We give you clear scripts for interview disclosure and day one announcements, a quick consistency check, mythbusting on records and “small business exceptions”, and a seven-point action list to update contracts, templates, and onboarding.

If you want plain-English HR guidance you can actually use, subscribe, share this with the person who onboards your new starters, and leave a review so more small businesses find it.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

One of the hardest workplace risks to spot is the person who never complains. We open with “Mark” the dependable grafter who shows up early, takes barely any time off, and quietly carries months of poor sleep, pain, and pressure until he disappears from the business. That story is not rare, and during Men’s Health Week we’re naming the pattern that costs lives and costs small businesses: men often stay quiet for longer, seek help later, and leave with less warning.

We break down why men’s health at work can look different, across mental health and physical health, and the cultural layer underneath both. We talk through the research-backed patterns: lower disclosure, later presentation, and quiet exits, plus the numbers behind the urgency in the UK. We also make space for an important framing: focusing on men does not mean ignoring women; it means making sure the door is genuinely open for everyone.

Then we get practical with simple, repeatable steps for managers and owners: say explicitly that health applies to everyone, use “side-door” questions that feel natural, train managers to ask twice, and make GP appointments easy with paid time and no drama. We also connect the dots between chronic pain, sleep issues, prostate concerns, low mood, and performance, because physical health is mental health at work. You’ll leave with a clear action list, myth-busting on what’s appropriate to ask, and crisis resources worth sharing.

Men's Health Forum: menshealthforum.org.uk

Men's Health Week 2026: menshealthforum.org.uk/mhw

CALM (Campaign Against Living Miserably): thecalmzone.net | 0800 58 58 58

Samaritans: samaritans.org | 116 123 (free, 24/7)

Andy's Man Club: andysmanclub.co.uk

Mind — men's mental health: mind.org.uk

If you found this useful, subscribe, share it with a business owner who employs mostly men, and leave a review with the one change you’re going to make this week.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Someone hands in their notice, sends a polite email, and casually mentions they have 11 days of holiday left. You open your tracker and realise your “system” is a spreadsheet on someone else’s computer, a trail of emails, and a few approvals buried in WhatsApp. That’s annoying today, but from 6 April 2026 it becomes a legal risk: UK employers must keep annual leave records for every worker for six years, and those records must be accessible if the Fair Work Agency asks.

We walk through what’s changing, why it matters, and how holiday law has tightened across recent reforms, including the rules affecting irregular hours and part-year workers. We also spell out the money side, because holiday pay is not soft admin: small miscalculations can stack up into arrears, and enforcement can add painful penalties on top. If you’ve ever argued about bank holidays, carry-over, or what to pay someone when they leave, you already know how quickly “we think it’s fine” turns into “prove it”.

Then we get practical. We share a three-week tidy plan that does not require new software: pick one home for records, do a focused catch-up data fill, and write a one-page process that covers request, approval, and recording. We myth-bust the idea that payroll solves everything, explain why trusting staff to track their own leave is not enough, and finish with a seven-step action list you can put in the diary, including a quarterly review that stops your tracker drifting out of sync.

If you want calm, defensible annual leave records and fewer nasty surprises when someone resigns, press play. Subscribe, share with a fellow small business owner, and leave a quick review so more people can find straight-talking HR help.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Your kitchen wall says 29 degrees, the Met Office alert pings, and you can feel the mood change at work. Someone goes quiet because they feel rough. Someone else rewrites your dress code with shorts and flip-flops. And at least one person is watching to see whether you notice. Heatwaves at work are not really about temperature, they are about trust.

We break down what UK employers actually need to know: there is no legal maximum workplace temperature, and the popular “30 degrees rule” is not law. What you do have is a duty of care under the Health and Safety at Work etc Act 1974, a requirement for a reasonable temperature under the Workplace (Health, Safety and Welfare) Regulations 1992, and the need for a risk assessment under the Management of Health and Safety at Work Regulations 1999. We also bring in the Equality Act 2010, because a one size fits all hot weather approach can disadvantage disabled staff, pregnant workers, older workers, and people on medication, creating a legal and wellbeing risk before you even reach for the thermometer.

Then we get practical. You leave with a five step plan you can action by Friday: a short written message that relaxes dress code and makes breaks flexible, discreet check-ins with higher risk staff, moving heavy or outdoor work out of the 11am to 4pm window, modelling water breaks so stopping feels normal, and a quick review to get ahead of the next heatwave. If you want a clear small business HR approach to heatwave safety, workplace wellbeing, and sensible adjustments, press play, then subscribe, share with another business owner, and leave us a quick review.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

That casual “looks fine to me” moment during hiring can become a £60,000 problem long after the person has settled in. We walk through how UK right to work checks actually work in practice, why the Home Office issues civil penalty notices to ordinary small businesses, and how you can be on the hook even when you never knowingly employ someone illegally. The goal is simple: keep your statutory excuse intact by doing the check properly, on time, and with evidence you can produce.

We break down the three legitimate routes: the manual right to work check (seeing original documents, copying, dating and storing), the online share code check via GOV.UK (saving the result against the employee record), and the IDSP option for British and Irish citizens (keeping the provider’s report). Then we get blunt about the five mistakes that cause the most damage: accepting a WhatsApp passport photo, doing the check after day one, forgetting follow-up checks for time-limited visas, relying on the wrong documents, and failing to store records so you can prove the check happened.

You’ll also hear a tight pre-start checklist you can apply to every hire: offer letters that stay conditional, booking the check before the start date, choosing the correct method, storing PDFs with dates, and diarising visa expiry follow-ups well in advance. We finish by clearing up common myths, including “we’re too small to be targeted” and “my bookkeeper does it”, plus a quick action list to audit your recent hires and fix your process this week.

If you found this useful, subscribe, share it with a fellow business owner, and leave a review so more people can avoid an expensive, totally preventable mistake.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

You've got a vacancy.

You've written the job ad. The same job ad you wrote in 2019, with two new bullet points bolted on the front and one removed from the bottom.

Five years' experience required. Degree preferred. Industry knowledge essential. Familiarity with the system is desirable.

You stick it on Indeed. You wait.

47 applications. Five tick the boxes. You interview three. You hire one.

Six months later, she's gone.

Because the job wasn't actually what the ad said it was. It needed someone who could pick things up quickly, hold three priorities at once, talk to a difficult client without going to pieces, and use a system she'd never used before but could learn.

None of that was in the ad. None of it was on her CV.

All of it was something the second-best candidate, the one with no degree and a slightly weird career history, could absolutely do.

You didn't interview her. She didn't tick the boxes.

This is the gap. The thing the CV told you, five years, degree, industry- was the thing that mattered least. The thing it didn't tell you, adaptability, calm under fire, willingness to learn, was the thing that mattered most.

This week is Learning at Work Week. So we're going to do the learning episode, which means we're talking skills-based hiring. Not because it's trendy. Because in 2026, in a small business with no recruitment team and no L&D budget, it might actually be the only sensible way you get and keep the people you need.

In this episode:

• What skills-based hiring really is, and what it isn't (it doesn't mean ignoring CVs)
• The numbers behind your reality: 81 per cent of UK employers now say it's "important", 30 per cent reduction in time-to-hire, 20 per cent better retention at 12 months, and 73 per cent of SME owners who "don't know how to do it"
• The five-step skills method defines the actual job, three must-haves max, writes the ad in skills, sets a 15-minute task, and keeps mapping after they're hired
• Why your existing team are quietly looking, and why "no visible path forward" beats pay as a reason people leave small businesses
• Four myths that keep owners stuck, including "I can't afford to develop my people" (you can't afford to) and the classic "if I train them, they'll leave" (if you don't, they'll stay, and be exactly as undeveloped as the day you hired them)
• Seven actions for Learning at Work Week, including one piece of homework that takes one job ad and one open document

If you're about to hire, struggling to keep good people, watching someone bright stagnate because there's no path forward, or quietly about to recycle the same job ad you wrote in 2019 — this episode is for you.

Resources mentioned in this episode:

Blog: skills-based hiring for SMEs

Learning at Work Week 2026

CIPD on skills-based hiring

Free HR Health Check — short, jargon-free, tells you what needs attention

Book a discovery call

Join the newsletter — plain-English HR updates, no waffle

If you're not 100% sure how your HR is really holding up, take our free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working — and what needs a bit of love.

And if you do it before 30th June 2026, you'll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead.

That's it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you'll actually use — no spam, no fluff.

You can sign up here.

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working — and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show — and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time — keep buzzing, and take care of your people.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

You've been noticing. For about three weeks now.

She's quieter than usual. Missing a couple of mornings. Apologising for things she hasn't done wrong. Saying "I'm fine" before anyone's actually asked.

You've thought about saying something. You've thought about it twice this week. You've talked yourself out of it twice.

You don't want to overstep. You don't want to say the wrong thing. You don't want to make it weird.

You also, and this is the bit no one likes to admit, don't really know what you'd do if she actually opened up.

What if she cries? What if she tells you something you can't fix? What if she says she's been struggling for months?

So you say nothing. You smile as you leave. You say "have a good evening." You go home.

She stays at her desk.

This is where awareness weeks fall over. We get really good at telling people they should ask. We don't tell anyone what to do next.

The 2026 Mental Health Awareness Week theme is Action. So this episode is about what you actually do. The conversation itself. The bit through it. The bit after. The bit awareness weeks usually skip past.

The blog post on this, linked below, covers what to say. This episode flips it: what to do.

In this episode:

• Why action gets dropped (three predictable reasons, all fixable, including the "the conversation is the destination" trap that catches almost every manager)
• The numbers that should stop you in the room: 964,000 UK workers suffering work-related stress, depression or anxiety in 2024/25, up nearly 200,000 in a single year. 22.1 million working days lost. Mental ill health now accounts for 52% of all work-related illness. And the gap that matters most for small businesses, 71% of owners had a team member affected last year, but only 24% felt they'd handled it well
• The four-step manager playbook, first conversation, discovery, agreement, review, that works in any small business, with no EAP, no budget, no wellbeing strategy
• What "reasonable adjustments" actually look like when you don't have a policy library: flexible hours, quiet space, phased return, time off for a GP appointment, a workload conversation with their actual workload in front of you
• The CIPD finding that quietly answers the whole episode is that only 29% of organisations train their line managers in mental health. Where they do, 73% of those managers feel confident having sensitive conversations. Training works. Most businesses just haven't done it.
• The legal context that just shifted, SSP from day one since 6 April 2026, no more waiting days, no lower earnings limit. Short, repeated mental health absences used to fall through the SSP gap. They don't anymore. The cost of not having the conversation early just got higher.
• Four myths, including "I'll make it worse if I bring it up" (the data flatly disagrees) and "if I help one person, everyone will want it" (treating everyone identically isn't fairness, it's laziness with a costume on)
• Seven actions for this week, starting with one person you've been quietly worried about. Not the easy one. The one you've been putting off.

If you've got someone you've been quietly worried about, and you keep meaning to have the chat, this one's for you. Especially if the reason you keep putting it off is that you don't really know what comes after.

Resources mentioned in this episode:

Blog: what to say (companion to this episode)

Mental Health Awareness Week 2026

HSE — work-related stress statistics

Mind — supporting staff at work

ACAS — Managing stress at work

Free HR Health Check — short, jargon-free, tells you what needs attention

Book a discovery call

Join the newsletter — plain-English HR updates, no waffle

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

A polite knock at the door.

A woman with ID. From the Fair Work Agency.

She'd like to see your records, pay slips, hours worked, holiday taken, contracts, and right to work checks. For everyone you employ. And everyone you've employed in the last six years.

She doesn't need a complaint to be there. She just is.

The Fair Work Agency launched on 7 April 2026. It can recover six years of arrears with penalties up to 200 per cent. Most small business owners haven't fully clocked yet what this means.

This episode is the wake-up call, and the calm action plan.

In this episode:

• What the Fair Work Agency actually is, and what powers it has under the Employment Rights Act 2025
• The five places small businesses most often trip up (it's not where you think)
• A four-week plan to get tidy without panicking, pay, holiday, contracts, and right to work
• Four myths that keep owners exposed, including "they only go after big employers"
• Seven actions to take this week, none of which require new software

If you employ anyone in the UK, this applies to you. There's no minimum business size. There's no quiet exemption.

Resources mentioned in this episode:

Fair Work Agency overview — full blog post with the legal details

GOV.UK — National Minimum Wage rates

GOV.UK — Right to Work checks

Employment Rights Act Advice

Free HR Health Check — short, jargon-free, tells you what needs attention

Join the newsletter — plain-English HR updates, no waffle

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

You've been at your desk for seven minutes.

You haven't sipped anything yet. Your laptop is still loading. Your inbox is already winning.

A payroll question. A WhatsApp sick day with no reason. A "can we have a quick chat?", and we all know what that means. A new starter arrives in five days, and her contract hasn't been sent.

Then the phone rings. It's the employee from last week. The one who's been struggling. And she's crying.

You did not start this business to be an HR director. But here you are.

This is HR in a small business. There is no HR department. The HR department is you.

Today is International HR Day. And before we even start, here's the thing: yes, it counts when you do it. Even when nobody calls you HR. Even when you've never done a CIPD course. Even when you're just trying to keep the wheels on.

In this episode:

• Why the human side of HR keeps becoming the invisible work in small businesses, and why it stays that way
• The numbers behind your reality: 4.1 million UK micro-businesses, the Fair Work Agency, the Employment Rights Act 2025, and what's already landed on owners in 2026
• The "HR Hour" method,  sixty minutes a week, three steps, the only thing you need to start this week
• Four myths that keep small business owners stuck, including "I'm too small to need HR" and "I'll sort HR when I've got more time"
• Seven actions for International HR Day week, including one that just asks you to acknowledge what you've already done this year

If you're the founder doing payroll between school runs, the office manager who became HR by accident in 2019, or the HR-of-one who has no peer in the business and feels lonely about it sometimes, this episode is for you.

Resources mentioned in this episode:

Free HR Health Check — short, jargon-free, tells you what needs attention

Employment Rights Act Advice

Book a discovery call

Join the newsletter — plain-English HR updates, no waffle

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

There's a box in the walkway. It's been there for three weeks. Your team member nearly trips over it. They say nothing because the last time someone mentioned something, the list went into a drawer.

In the break room, someone's been hunched over since January with back pain they haven't told anyone about. Because it feels like making a fuss. Because no one has ever asked.

Your manager knows about the box. Has a vague memory of someone mentioning a bad back. But neither has blown up yet, so they're waiting.

That's how health and safety fails in small businesses. Not with a dramatic incident. Quietly. In near-misses, no one writes down. In aches, people shrug off. In conversations that never start.

Today is World Day for Safety and Health at Work. The 2026 theme is prevention, and prevention isn't a poster on the wall. It's the conversation your manager is avoiding.

In this episode:

• Why the physical side of health and safety usually gets done, and why the human side keeps getting missed in small businesses
• What the Health and Safety at Work Act 1974 actually covers (welfare, stress, mental health — not just slips and trips)
• The numbers, 776,000 work-related stress, depression and anxiety cases last year, and what they mean for SMEs
• The three conversations every manager should be having and isn't: "What almost went wrong?" "How's your body holding up?" "Are you actually okay?"
• Four myths, including "we've got the policy so we're covered" and "my team would tell me if something was wrong"
• Seven actions for this week — including the one that's a legal requirement if you have five or more staff

If you've got a team of any size, an unread health and safety policy, and a quiet feeling that "no one's mentioned anything, so we must be fine" — this one's for you.

Resources mentioned in this episode:

Blog: Health and Safety — the policy and legal side

HSE Management Standards for work-related stress

HSE work-related ill health statistics

Free HR Health Check — short, jargon-free, tells you what needs attention

Join the newsletter — plain-English HR updates, no waffle

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

The minimum wage went up to £12.71 in April 2026. Your newest team member got a pay rise. Great.

But what happened to the person who's been with you for four years?

When the floor rises, and nothing else moves, experienced staff notice. They don't always say anything. They start looking.

That's wage compression. It's one of the most common retention problems I see after every minimum wage increase, and it's quietly costing small businesses some of their best people.

In this episode:

• What wage compression is, and why it happens to good employers (not just bad ones)
• The real cost, to morale, to retention, and to your recruitment budget
• A five-step pay structure review you can do this week, no spreadsheet wizardry needed
• Four myths preventing owners from taking action
• Eight actions to take this week, in order

If you've got a team of any size with at least one person on or near minimum wage, this one's for you.

Resources mentioned in this episode:

Free HR Health Check — short, jargon-free, tells you what needs attention

Blog: Statutory Pay Rates 2026/27 Cheat Sheet

Employment Rights Act Advice

Join the newsletter — plain-English HR updates, no waffle

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, I am doing the debrief that a lot of small business owners needed last week but did not have time to sit down for.

The sixth of April 2026 was the biggest single day in UK employment law in a generation. Five things changed at once. Day-one Statutory Sick Pay. Day-one paternity and parental leave. The Fair Work Agency went live. The redundancy protective award doubled. The National Living Wage rose to £12.71. All of it, on the same day.

This episode is the calm, practical walkthrough of what each change actually means for your business, not the legal version, the real-life version.

I cover what the removal of SSP waiting days means for your absence process. I explain the day-one paternity and parental leave change and the two things to update before your next hire. I break down the Fair Work Agency and what it signals about enforcement. I go through the doubled redundancy protective award and why you need proper advice before starting any redundancy process. And I cover the National Living Wage rise and the checks to run this week.

Then I give you five specific actions to complete before the end of April, in order, with clear reasons why each one matters.

HR HealthCheck

Not sure how your HR is really holding up after 6 April? Take our free HR Health Check; it is short, jargon-free, and tells you clearly what is working and what needs attention.

For plain-English HR updates in your inbox with no waffle, join our newsletter. Bite-sized tips, employment law updates, and things you will actually use.

Newsletter

Resources mentioned in this episode:

Blog: SSP Now Starts on Day One — Should You Change Your Sick Pay?

Blog: Statutory Pay Rates 2026/27 Cheat Sheet

Employment Rights Act Advice

Thank you for tuning in to Buzzing About HR with Kate Underwood!

If you enjoyed today's episode, do not forget to subscribe, rate, and leave a review. Your feedback helps us grow and reach more people like you.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, I am talking about day one rights and why they change the rhythm of employment for small businesses.

Because day one is no longer just about laptops, logins, uniforms, and trying to remember where that one cable has gone. It is also the point where new starters can ask better questions, challenge unclear processes, and spot very quickly when your paperwork says one thing and your business does another.

This episode is about getting ahead of that before it turns into a week one wobble.

I break down the places day one rights catch SMEs out most often. Contracts that do not match reality. Onboarding conversations that accidentally create promises. Managers answering questions on vibes instead of process. And new starters being left to guess what the rules are until something goes wrong.

We talk about the practical fixes that make the biggest difference. A simple contract versus reality audit. Clear onboarding language that stays warm without overpromising. The magic of “trial and review” instead of casual yeses. And the three manager scripts that stop people improvising themselves into a problem.

I also look at the questions new starters are most likely to ask early on. Can I change my hours? How does holiday approval work? What happens if I am sick? How do I raise a concern? What support do I get in probation? If you cannot answer those clearly on day one, that is where your risk starts to build.

This is not about becoming corporate. It is about becoming clearer.

Because day one rights do not mean you have to say yes to everything. They mean you need to show you are reasonable, consistent, and clear from the start.

You will come away with simple actions you can do this week. Audit your onboarding language. Check where your contracts and reality do not match. Train managers on three key scripts. And create a one-page day one FAQ so your new starters are not left guessing.

If you want a calmer, clearer start for new hires and fewer week one surprises, this episode is for you.

Subscribe, share it with another business owner who needs a sanity check, and leave a review if it helps you tighten things up before your next new starter walks through the door.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, we are talking about sickness absence. Not the tidy policy version where everyone follows the rules and no one texts at 6:58am saying they are not coming in. The real small business version. The one where something feels a bit off, but you are not quite sure what you are allowed to say.

Because let’s be honest. Most absence issues in SMEs are not about one serious long-term illness. They are about patterns. The Friday specialist. The day-after-payday disappearance. The “fine all week, sick on the shift with that manager” situation. The holiday flu expert. The Instagram contradiction.

And that is where people get stuck.

You do not want to be unfair. You do not want to say the wrong thing. You do not want to upset someone or wander into discrimination territory. So what do most managers do? Nothing. They wait. They hope it stops. They quietly get more annoyed. And the rest of the team starts wondering why the rules seem optional.

This episode is about handling that properly.

I talk through how to address sickness patterns without accusing someone of faking illness. We focus on attendance and impact, not motive. I cover the simple process that keeps this fair and calm. Notice the pattern. Write it down. Hold a return to work chat every time. Stay curious. Be consistent.

We also talk about why this matters even more with the direction of travel in employment law. Earlier rights, more challenge, and less room for managers to improvise badly under pressure.

And yes, we cover the legal side too. How sickness absence can overlap with disability, pregnancy, mental health, and other protected issues, and why your protection is not suspicion. It is a clear process, reasonable questions, and proper records.

You will also come away with practical small business fixes. Better absence reporting rules. Simple trigger points. Follow-up calls that are supportive, not intrusive. One recording system. And manager scripts that stop these conversations feeling awkward or accusatory.

If you are tired of guessing, muttering into your tea, and hoping patterns sort themselves out, this episode is for you.

Subscribe, share it with a manager who needs a reset, and leave a review if it helps you handle sickness absence with a bit more confidence and a lot less drama.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, I am talking about one of the quietest risks sitting inside small businesses right now. Not hackers. Not competitors. Not some dramatic cyber attack.

Someone on a deadline, with good intentions, pasting confidential information into AI because they want an email to sound better, a proposal to feel slicker, or a tricky message to be “tidied up”.

And that is where the trouble starts.

Because most people do not see AI as risky. They see it as a clever version of Google, spellcheck, or an extra pair of hands. What they forget is that the moment they paste something into a tool, they may have moved it outside their systems and outside your control.

This episode is about how to stop that from becoming a mess.

I walk through the real-world copy-and-paste disasters I am seeing in small businesses. Customer emails full of personal data. HR case notes. Pricing and margins. Contract wording. Investigation timelines. All being dropped into AI tools like it is no big deal.

Then I strip it right back to what SMEs actually need. Not a 40-page tech policy. Just a few clear rules, a short list of approved tools, and a calm response plan for when someone gets it wrong.

We talk about the three non-negotiables that prevent most of the chaos. If it is confidential, do not paste it. If it identifies a person, do not paste it. If it affects money or legal risk, do not paste it.

I also cover what to do when someone already has. How to respond without shaming them, how to get the facts, how to contain the issue, and how to fix the root cause so it does not happen again.

This is not about banning AI or pretending your team is not using it. It is about using it safely, with boundaries that make sense in a real business.

If you want a simple, sensible way to put AI guardrails in place before someone accidentally hands over something they should not, this episode is for you.

Subscribe, share it with a business owner who needs it, and leave a review so more small businesses can get ahead of this before it gets expensive.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

If someone says “Can I have a quick word?” and your stomach drops, last week was about grievances. This week is what comes next.

Investigations.

And this is where most small businesses wobble a bit.

Not because you’re doing anything wrong.

Because you’re trying to figure it out on the spot, while everyone else is already feeling stressed.

In this episode of Buzzing About HR, I walk you through how to run a workplace investigation properly. No drama. No overcomplicating it. And definitely no “corridor justice.”

At its core, an investigation is simple. It’s a fact-finding exercise.

Not a disciplinary. Not a verdict.

You are gathering information so you can make a fair decision later.

We go step by step through what that actually looks like in real life.

How to pause and steady things first if emotions are high

How to write a clear scope so it doesn’t spiral into “and another thing…”

How to focus on the right evidence without dragging half the team into it

And how to keep a simple log so you are not relying on memory later

We also talk about the bit people find hardest. The conversations.

You will get simple ways to open meetings so people feel calmer, and questions that get to the facts without putting words in someone’s mouth. Because “everyone knows” is not evidence. It’s gossip in a nice outfit.

Then we bring it back to what really protects you.

Not a perfect process.

Just a fair one.

Clear steps.

Consistent approach.

Short, factual notes.

And giving people a proper chance to respond.

If you run a small business or manage people, this is one of those moments where a bit of structure makes everything feel more manageable.

Press play, take what you need, and next time something lands on your desk, you will know exactly where to start.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

Making AI Work for Small Business
Secure AI for SMEs: streamline processes, cut costs, train teams to work smarter.

Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

If someone in your business says, “Can I speak to you privately?”, most leaders feel a small jolt of panic. Are they resigning, raising a grievance, or about to report something serious?

In this episode of Buzzing About HR, Kate breaks down whistleblowing in small businesses and how to handle it calmly, legally, and fairly. From the UK legal definition of whistleblowing to the simple scripts managers can use in the moment, this is a practical guide to turning a difficult conversation into a protective step for both the employee and the business.

We explain what qualifies as whistleblowing under UK law, why the “public interest” test matters, and how whistleblowing protection works for employees. Many small business leaders assume whistleblowing only applies to large organisations or major scandals. In reality, concerns about health and safety, financial wrongdoing, harassment, discrimination, or regulatory breaches can all fall under whistleblowing legislation.

We also explore the biggest mistakes employers make when someone raises a concern. Defensive reactions, informal “investigations,” workplace gossip, or subtle retaliation can quickly turn a genuine concern into a serious employment law risk.

You will hear simple manager scripts, the key questions that surface facts without blame, and how to create a calm, structured response when someone speaks up. We also touch on the changing Employment Rights Act landscape, including stronger expectations around harassment prevention and workplace accountability.

For SMEs where everyone knows everyone, confidentiality can feel difficult. That is why we talk about practical safeguards such as offering more than one reporting route, allowing concerns to be raised externally, documenting concerns properly, and having a predictable investigation process.

If you want to strengthen your whistleblowing process, you can also explore SafeVoice, our confidential whistleblowing support service designed for small businesses.

Speaking up should feel safe, not risky. A clear whistleblowing process protects employees, protects your culture, and protects your business.

Press play to learn how to handle whistleblowing concerns with confidence, clarity, and fairness.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

If your phone’s been pinging all morning, you’ve nodded through a meeting while quietly panicking, and you’ve already said “I’ll deal with that later” twice… you’re in the right place.

It’s World Hearing Day, so we’re talking about the skill that prevents most HR mini dramas from turning into a full series: proper listening. Not the “uh huh” while you type kind. The kind where you hear what’s said, what’s not said, and what’s really going on underneath.

In this episode of Buzzing About HR, Kate runs through three mini dramas every small business will recognise, the Employment Rights Act 2025 angle, and the simple fixes that stop things escalating.

Mini drama one: “I thought you said I could.”

Flexible working, hours changes, pay promises, and working from home. Agreed casually, remembered differently. Fix: treat changes to hours, days or location as a proper flexible working request. Use a form, confirm the decision in writing, and keep an audit trail.

Mini drama two: “He got the holiday, I didn’t.”

Most of these aren’t discrimination. They’re messy processes. Fix: one tracker, quick decisions, a clear fairness method, and a reasonable no that stays about cover, not character.

Mini drama three: WhatsApp turns into a headline.

A post or comment spills into work, and suddenly the team feels tense. Fix: keep work chats work-focused, set respectful boundaries, and use your dignity at work approach if someone feels targeted or unsafe.

The thread across all three is the same: clear decisions, consistent processes, short notes, calm conversations. That’s what protects you, especially as expectations around reasonableness and consistency tighten under the Employment Rights Act 2025.

Want support and the templates to make this easy? That’s Cake, Coffee and Compliance. One hour a month, plain English updates, three actions, and manager scripts so you’re not winging it when the mini dramas land.

Subscribe, share with a manager who needs a reset, and leave a review telling us which mini drama you want next.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

Making AI Work for Small Business
Secure AI for SMEs: streamline processes, cut costs, train teams to work smarter.

Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

If you have heard the words “Employment Rights Act 2025” and thought, “I’ll deal with that later,” you are not alone. Deadlines that sit a little further away feel manageable. Plenty of time. Nothing urgent. Until it is suddenly urgent and you are trying to untangle years of informal habits in the middle of an emotional people issue.

In this episode of Buzzing About HR, Kate breaks down what the Employment Rights Act 2025 really means for small businesses and why the biggest risk is not the legislation itself. It is what happens in the meantime. The corridor, yes. The kitchen table promise. The “go on then” message has no detail and no review date. The inconsistent manager decision made on a busy day does not match last week’s answer.

Those small moments turn into patterns. Patterns turn into expectations. Expectations turn into disputes.

We talk about how risk really builds in small teams. Informal promises. Inconsistency. Silence. Silence is where minor performance issues grow roots, behaviour gets excused instead of addressed, and resentment quietly brews until it lands as a grievance or a resignation.

The thread running through this episode is reasonableness. Not saying yes to everything. Not hiding behind “that’s just how we do it.” Reasonableness means decisions that fit your business, are applied consistently, and are explained clearly. You will hear what a reasonable no sounds like, why blanket refusals are risky, and the one consistency check that exposes hidden problems fast. If two people in the same role ask for the same thing, do they get the same answer, and can you explain why?

You will leave with a phased approach that does not take over your life. Habits first. Alignment next. Refinement later. Clear decisions in sentences. Yes decisions confirmed with review dates. Notes that protect you without becoming novels. Managers trained to respond, not react.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

Making AI Work for Small Business
Secure AI for SMEs: streamline processes, cut costs, train teams to work smarter.

Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Sick pay changes are coming fast, and messy sickness processes will feel every bump. In this episode of Buzzing About HR, we unpack what day one SSP, the removal of the lower earnings limit, and the new rate calculation could mean for small businesses, especially if you rely on part-timers, casual hours, or weekend shifts. Then we turn policy into practice with a simple framework managers can use at 7:58 a.m. when the first text arrives.

We walk through the Four Cs: Clear, Consistent, Calm, Captured. You will hear how one reporting route, a firm cut-off time, and a few short, respectful questions stop absence from turning into WhatsApp drama. We cover the minimum information to collect without prying, how to set expectations while someone is off, and why a five-minute return to work chat after every absence is one of the most effective tools in attendance management.

We also talk about fit notes. When they are needed, sensible deadlines, what to record and where, and how to avoid risky over-sharing of health details. This matters because health information is sensitive data, and it is easy to store more than you need.

To keep culture steady, we share manager scripts you can lift and use. Warm openers that show care, and fair trigger conversations that address patterns without being harsh. Part-timers matter here, too. With more people qualifying for SSP, their admin needs the same consistency as full-timers, or resentment creeps in fast.

Want the full training session and toolkit for managers? This topic is covered inside Coffee, Cake and Compliance, click to find out more 

If this episode helps, share it with a manager who handles sickness calls, and leave a quick review so more small businesses can find practical HR support that actually works.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Ever find yourself stuck in the middle?

One side asking, “Why isn’t this sorted yet?”

The other asking, “Why are you doing this to us?”

That awkward, lonely space is middle management. And for a lot of people, it feels like being squeezed from both ends with very little room to breathe. This episode is about why that role so often feels impossible, and how to make it workable without burning people out.

We start by naming the real reasons middle managers struggle. Accountability without authority. Promotions based on being good at the job, not good with people. And the quiet emotional load of being the first person everyone comes to with complaints, tears, frustration, and the occasional snap. None of that is in the job description, but it shows up every day.

From there, we look at the friction points that stall progress. Mixed messages from senior leaders. Managers being undermined in front of their teams. The two-job trap, where someone is expected to lead people and still be the top doer. That combination drains confidence fast and turns small issues into constant firefighting.

Then we get practical. I share simple system tweaks that make a big difference. Clear standards written in plain language. Decision rights that explain who decides what. Light-touch documentation that protects the manager as much as the business. Nothing heavy. Just enough structure to stop everything feeling personal.

You will also hear starter scripts managers can actually use. For performance conversations. Attendance issues. Behaviour that needs addressing early. We talk about how public backing and private coaching protect a manager’s credibility, why consistency matters more than perfection, and how removing just one admin blocker can give managers hours back each week.

This episode is not about telling people to be more resilient. It is about building resilience properly. Through clarity. Authority. Skills. Backing. And time. I also share a quick audit for owners and senior leaders to check whether their setup is helping or quietly hindering their managers, plus a one-thing challenge to make next week easier than last week.

If you are a manager who wants confidence rather than constant self-doubt, or a leader who is ready to stop firefighting and start seeing progress, this episode is your playbook for calmer, fairer, faster delivery.

Subscribe, share it with a colleague who needs some backup, and leave a review telling us the one change you are going to try first.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Hiring quickly can feel like survival mode. You need someone in the seat, yesterday. But the real risk often shows up weeks later, when projects slow down, standards wobble, and your best people quietly start carrying the extra weight.

In this episode of Buzzing About HR, we go behind the scenes of a probation process that actually works for small teams. One that protects momentum, reinforces culture, and gives every new hire a fair chance to succeed without turning managers into micromanagers.

We start by naming the hidden cost of a bad hire. Not just salary or training time, but the drain on focus and morale when leaders spend their days correcting work, firefighting mistakes, and smoothing things over. That is usually when resentment creeps in and standards start slipping.

From there, we walk through a simple framework you can realistically run in a small business. Clear contracts that explain probation and when benefits kick in. A first week that sets expectations properly. And targets that turn your values into visible behaviour. Things like response times, quality standards, and basic data hygiene that are easy to track and hard to argue with.

Consistency is the engine of it all. Short weekly check-ins and a proper midpoint review replace last-minute shocks with steady course correction. We talk about how to document in plain English, focusing on what someone is doing rather than how it feels, and how to make your notes sound supportive rather than like a case file.

We also cover the harder decisions. When to extend probation and when not to. How to end employment cleanly if it is not working out. And why getting final pay and holiday right matters more than people realise when it comes to avoiding messy disputes.

Along the way, we tackle the questions managers always ask. What to do if someone discloses a disability. How to support managers who hate giving feedback. How to handle team complaints during probation. And the classic dilemma of someone who is genuinely lovely, but not quite hitting the mark.

Probation is not a waiting room. It is part of good hiring, and a test of your process as much as the person. If you want fewer misfires, stronger onboarding, and a team that performs without constant rescue missions, this episode is for you.

If it helped, follow the show, share it with a fellow manager, and leave a quick review so more small businesses can hire with clarity and keep their momentum.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, we are talking about that mid-winter morale dip. Not a full-blown disaster. Just that flat feeling where everyone is still showing up, but the spark has gone a bit quiet.

This episode is about how to shift that without extra budget, forced fun, or another all-hands meeting that everyone politely hates.

Because when a team is tired, stretched, or quietly fed up, what usually makes the biggest difference is not a grand gesture. It is a small, specific appreciation that actually lands.

I talk through what really works in small teams, where culture spreads quickly for better or worse. It comes down to a very simple habit. Name a specific action, link it to a real impact, and say you want more of it. That is it. No speech. No drama. Just a bit of proper noticing.

I also share a five-minute recognition routine for busy managers. One clear message each day. A short weekly team shout-out with two genuine wins. And a monthly impact note that does not feel like corporate fluff.

We also talk about recognition as trust, not just praise. Giving someone meaningful work. Asking for their judgment. Letting them lead something that matters. That kind of recognition often does far more than a generic “well done”.

And because not everyone likes being clapped for in public, we tackle the awkward bit too. How to ask people how they actually like to be recognised, and why that matters more than assuming everyone wants the same thing.

I also cover the mistakes that quietly kill this stuff. Only praising the loudest person. Waiting for big wins. Using recognition to dodge harder conversations. Or turning it into a once-a-year box tick that no one really believes.

If morale feels a bit flat and you want something simple, human, and doable, this episode is for you.

Subscribe, share it with a manager who needs the nudge, and leave a review so more teams can find practical tools that actually make work feel better.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, we start with something small that quietly disappeared, and took a lot with it. The paper round. Not as a misty-eyed trip down memory lane, but as a reminder of how many young people used to learn the basics of work before they ever stepped into adult jobs that now expect confidence, judgment, and common sense from day one.

We talk through a real moment on a manufacturing floor where a young apprentice made a poor judgment call just as a VIP tour walked past. It could have ended in blame or punishment. Instead, it forced us to stop and ask a better question. Had we actually taught what “professional” looks like, or had we just assumed they would know?

That one moment changed how we approached induction. We got much clearer about boundaries, humour at work, how to speak up, how to treat colleagues and leaders, and where the lines really sit. The result was growth, confidence, and someone who stayed and learned, rather than someone who left feeling ashamed or confused. It was a good reminder that when the gap is knowledge rather than intent, guidance works far better than discipline.

From there, we zoom out and look at what early work looks like now. Retail Saturdays are rarer. Hospitality roles are harder to come by. Paper rounds have all but gone. In their place are online selling, tutoring, creative gigs, app work, and side hustles. Some of these are brilliant. Many are unstructured, unsupervised, and offer very little feedback, which means young people miss out on learning how work actually works.

We also talk through the practical bits for UK employers. What you can and cannot ask under-18s to do. Working hours. Permits. Pay. And the standards that should never drop, no matter how young someone is. Safety. Respect. Clarity. And paying people properly.

If you hire young people, this is about building a pipeline and doing something genuinely positive for your community. If you are a parent or teacher, it gives you language to push for roles that teach responsibility without overwhelming teenagers. And if you are a young worker, there are practical tips for finding structure, building confidence, and understanding how effort links to reward at work.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Deadlines that sit a couple of years away can feel comforting. Plenty of time. Nothing urgent. Until the small, everyday habits quietly harden into rules you never meant to create.

In this episode of Buzzing About HR, we look at the UK Employment Rights Act and why the real risk for small businesses is not the legislation itself, but what happens in the meantime. The vague conversations. The informal promises. The inconsistent decisions that feel harmless now but come back to bite later.

Kate talks through how ERB risk really builds in day-to-day working life. The kitchen table agreement turns into a formal dispute. The “we’ve always done it this way” approach collapses the first time it is challenged. And how to prepare sensibly, without panic, policy overload, or spending your weekends rewriting documents you do not yet need.

A big theme running through the Employment Rights Bill is reasonableness. Not being nice. Not saying yes to everything. But making decisions that fit your business, applying them consistently, and being able to explain them calmly and clearly. You will hear practical examples of what a reasonable no sounds like, why blanket refusals on flexible working are risky, and why copying big-company HR approaches often backfires in small teams.

Kate also shares a quick consistency sense check that reveals hidden risk in minutes. If two people in the same role ask for the same thing, do they get the same answer, and can you explain why? If not, that is where problems start long before the law ever changes.

To keep this manageable, the episode sets out a phased approach to ERB readiness that works for small businesses. Right now, the focus is on habits rather than paperwork. Clear language. Agreed working patterns. Managers who feel confident in having proper conversations instead of avoiding them. Later comes alignment, making sure contracts match reality and decisions are recorded properly. By the time the bigger changes land, you should be refining, not firefighting.

And this is where many businesses struggle. Not with policies, but with managers freezing in the moment when someone asks for flexibility, raises a concern, or pushes back on a decision.

If that sounds familiar,  Cake, Coffee and Compliance is designed for exactly this gap. Launching in March, it helps managers handle tricky conversations with confidence, apply rules consistently, and make reasonable decisions without panic or second-guessing.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

Your inbox says “quick chat,” and suddenly January feels like a wave you didn’t see coming. In this episode, Kate unpacks why resignations spike at the start of the year, how to tell the difference between a normal January wobble and a genuine culture problem, and what small businesses can do in the next two weeks to steady things without launching a huge programme or making promises you cannot keep.

We start with the human truth. Clarity follows a break. People come back after time off, the job market wakes up, and all the questions they parked in December come back loud. From there, we look at what really drives exits in small teams. Manager inconsistency, constant busyness with no outcomes, fuzzy roles, thin recognition, values not matching reality, and ongoing rows about flexibility.

Then we get practical. You will hear a simple retention reset you can do fast. A 30-minute risk scan to spot hotspots, stay interviews that surface what actually keeps people, and quick visible fixes that rebuild trust quickly. We talk about supporting managers properly with clear expectations, short training, scripts, and weekly check-ins so you do not lose them. We also cover how to simplify roles, set five clear priorities, pause the non-essential, and cut the “urgent” clutter that drains everyone.

We tackle pay and progression with honesty, too. What you can improve when cash is tight, when a counteroffer helps, and how to stop resignations becoming contagious by communicating calmly and early. To make it easier, there is a lean resignation checklist to standardise handovers, lock down access, and keep team messages neutral and steady.

Make January the turning point, not the fire. Subscribe, share with a fellow small business leader, and leave a review telling us the first change you will make this week.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, we are doing a proper year end reset for small business owners and managers. Not the polished “new year new you” stuff. The real kind.

Because year end rarely feels neat when you run a small business. One person goes off sick, someone resigns with no warning, and the policies you meant to sort in March are still sitting there quietly judging you. By the time you hit late December, it is easy to feel like you have dropped the ball.

This episode is here to reset that story. We look at what actually worked for SMEs in 2025, what caused the most stress behind the scenes, and what small changes will make 2026 calmer and clearer.

One theme comes up again and again. Clarity beats chaos. When expectations are clear and conversations happen early, performance becomes manageable. When standards are vague, everything turns into drama. Managers get frustrated, employees feel unsettled, and everyone ends up walking on eggshells.

We also talk about onboarding, because it is one of the cheapest ways to keep good people. I cover how to make week one feel steady and welcoming, how to name one go to person so new starters are not left guessing, and how to explain what good looks like in plain English so people can actually hit the mark.

Then we get honest about flexibility. Flexible working can be brilliant when it is agreed properly, written down, and reviewed. It becomes a mess when it is based on vibes, done differently depending on who asks, or quietly unfair. I talk through how to keep it consistent, when you can say no, how to explain the business reason, and how to keep trust high even when the answer is not what someone wants.

We also tackle something that quietly cost a lot of businesses in 2025. Avoidance. The feedback that did not happen. The patterns everyone noticed but nobody named. The “they are fine” situations that are not actually fine, and slowly drain time, energy and margins. I share a simple reset you can do in January to get back in control without turning it into a big drama.

And yes, we talk about tribunal fear too, because it hangs over a lot of small business decisions. Doing nothing is often riskier than doing something properly. Most problems blow up because of delay and inconsistency, not because someone acted early, fairly, and with clear notes.

We finish with a look at what is coming next in season two. Hiring without regret. Keeping good people without overpromising. Managing sickness before it spirals. Tackling long running performance issues. And staying on top of employment law changes calmly, without losing your weekends.

If you are ready to move out of survival mode and into something steadier, this is your reset. Subscribe, share it with another small business owner, and leave a quick review so more SMEs can find a saner way to run their teams.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, we land right in that familiar end-of-year mess. It is the 23rd of December. The calendar is on the floor, budget papers are trapped under a mug, and the to-do list looks like it is breeding.

If December chaos has a habit of following you straight into January, this episode is here to stop that from happening.

This is a calm, practical reset to help you step into 2026 feeling a bit more organised and a lot less behind. Over a brisk, biscuit-fuelled hour, I talk through the people practices that genuinely helped small teams stay steady in 2025. Things like better onboarding, fairer pay decisions, and training that leaves a proper trail of proof instead of just good intentions.

We also tackle the Employment Rights Act in human language. What is already live? What is coming next, and what does that actually mean for your business day to day? I turn the legal stuff into practical actions you can take now, like clearer offer letters, simpler day one information, manager scripts that explain tricky topics without causing a mutiny, and short, sensible training that people might actually remember.

If January usually starts with firefighting, I also share five specific moves to steady things quickly. Short diary slots to tidy your handbook, sweep payroll, and brief managers. A one-page people list with pay rates, start dates, and probation milestones. A basic onboarding starter pack. And a simple way to redesign the role with the highest churn so your next hire has a better chance of staying.

We also cover the questions that always pop up at this time of year. What to update now and what can wait. How to prove training without making it a drama. What really applies to tiny teams. Why apprenticeships still make sense. And how to explain frozen tax thresholds in a way that normal human beings can actually follow.

If you want to start the year with less chaos and a bit more control, this episode is for you.

Subscribe, share it with another owner who needs a calmer January, and tell me which of the five moves you are going to do first.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, I am cutting through the noise around the UK Employment Rights Bill and focusing on what actually matters for small businesses.

Because let’s be honest, there has been plenty of commentary, plenty of opinion, and plenty of people making it sound like the sky is falling. What most small business owners actually need is something much simpler. Clear decisions. Clear priorities. And a sense of what needs doing now, what can wait, and what is just noise.

So that is what this episode is about.

I walk through the employment law changes that should already be quietly working in the background, including flexible working from day one, carers leave, extended redundancy protection, tips and service charge rules, the duty to prevent sexual harassment, and neonatal care leave. I explain what these mean in practice, what managers actually need to say and do, and where small businesses often get caught out without realising.

Then we look ahead to what is coming next in 2026 and 2027. Changes to Statutory Sick Pay, predictable working requests, reforms to zero-hours and casual work, and a tougher approach to fire and rehire. We also get into the one that is making a lot of businesses sit up straighter. Unfair dismissal rights are dropping to six months.

I talk about what that really changes day to day, without panic and without overcomplicating it.

We also cover what is not happening, despite some of the headlines, and why sensible workplace boundaries still matter even when the law does not spell every single thing out for you.

By the end of this episode, you will have a much clearer sense of what to tighten up now, what to plan for next, and how to keep your business compliant without turning your weekends into one long HR admin session.

If you want to get ahead calmly and confidently, this episode will help you do exactly that.

Subscribe, share it with another owner-manager, and leave a review telling me which policy you know needs attention first.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, I am talking about something that is getting lost in the headlines. Hiring might be slower, confidence might be wobbling, but small businesses can still build a strong early careers pipeline without spending a fortune or burning everyone out in the process.

This one is for anyone who has noticed fewer decent applicants, candidates disappearing halfway through recruitment, or managers saying they simply do not have the time or headspace to train someone new.

I talk honestly about why higher unemployment does not magically solve your hiring problems, and why transport, shift patterns, confidence, and basic skills still get in the way for a lot of perfectly capable people.

Then we look at how to take the panic out of early-career hiring and turn it into something calmer and more repeatable. I walk through how to design one starter-friendly role that actually adds value in the first few weeks, how to write a clear job advert that separates must-haves from trainables, and why a short work task often tells you far more than a polished interview ever will.

We also get into mentoring, because that is where a lot of businesses either make this work or quietly sabotage it. I share how experienced team members, including people nearing retirement, can pass on knowledge without carrying the full workload, and why pairing that with a buddy for day-to-day questions makes a huge difference.

I also talk through a simple 90-day plan that helps people settle, build confidence, and show what they can do, without leaving managers in constant firefighting mode.

And yes, we cover inclusion too. Flexible interview times, written instructions, protected learning time, and small adjustments that help people start well and stay.

If you are fed up with churn, tired of chasing “ready-made” candidates who still need retraining, and want a steadier way to grow talent, this episode is for you.

Subscribe, share it with a manager who needs a calmer hiring plan, and leave a review telling me one thing you are going to try differently.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, we step straight into the festive chaos that hits every small business in December. Hazel is under a pile of Christmas lights, the inbox is bursting with last-minute shift changes, and everyone is one rota wobble away from losing the plot.

If December usually feels like fairy lights wrapped around a burnout buffet, this episode is for you.

I talk through the real reasons things go wrong at this time of year and how to spot the pressure points before they blow up. The last-minute leave requests. The people who are technically off but still somehow replying to emails. The one person with all the logins who has vanished. Suppliers are quietly shutting early. Payroll deadlines are creeping later and later. And the slow build-up of pressure that makes good people snap or shut down.

More importantly, I walk you through what to do about it.

This is not about creating the perfect festive workplace. It is about putting a few sensible things in place now so your team can actually switch off, your customers are looked after, and the same three reliable people are not carrying the whole business on their backs.

We also cover the grey areas that always seem to pop up in December. Holiday clashes. Sickness during leave. Bank holiday rules. Remote working tensions. And how to keep trust steady when everyone is tired and running on mince pies and adrenaline.

You will come away with a short, practical list of what to fix this week so your team, your service, and your sanity all make it into January in one piece.

And if December is already wobbling, book a discovery call, and we will map one quick win for the week, so you are not trying to sort it all alone.

Subscribe, share it with a manager who needs a calmer December, and let me know which fix you are going to try first.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, I am tackling the Employment Rights Bill and turning all the noise into something much more useful. A plan.

Because if you are a small business owner or the poor soul holding HR together with coffee and spreadsheets, you do not need another dramatic headline. You need to know what is actually changing, when it is likely to land, and what is worth doing now, so you are not scrambling later.

We start with what looks locked in and what is still developing. That includes the likely six-month unfair dismissal threshold from 1 January 2027, day-one Statutory Sick Pay from April 2026 with no lower earnings limit, and the new predictable hours rules that will matter if your rotas and contracts do not match real life.

We also talk about the possible removal of the cap on ordinary unfair dismissal compensation and why that matters most if you employ higher earners or have managers who still think “gut feel” counts as a fair process.

Then we get into the practical side. What these changes mean for probation, SSP wording, rotas, contracted versus worked hours, and why basic forecasting is about to become much more important if you want to avoid cost, conflict, and chaos.

We also touch on union duties, but without making it sound like you need a full employee relations department. I talk through a simple, neutral approach that keeps things compliant and low effort.

And because I know everyone wants the “just tell me what to do” bit, I finish with five things you can actually do this week. Straightforward changes that make a real difference now and save you pain later.

If the Employment Rights Bill has been sitting in your brain as one big scary blob, this episode is here to break it down into manageable pieces.

Subscribe, share it with another business owner or HR lead, and leave a review if it helps. And if you need a sanity check on your contracts, policies, or people process, send us a message before the dates hit, and the panic starts.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, I am digging into the Autumn Budget 2025 and what it actually means for small businesses.

Because the headlines always sound shiny. Promising. Reassuring, even. But if you run a business, you know the real story is never in the headline. It is in the numbers, the knock-on effect, and the quiet little changes that suddenly make life more expensive.

This episode is about cutting through that noise.

I talk through the updates people are buzzing about and what they could mean for your wages bill, staffing costs, hiring plans, training spend, and the way you think about the year ahead. Yes, there are challenges. But there are also opportunities if you know where to look and you are not making decisions in a blind panic.

The aim here is simple. Plain English. No waffle. No government-speak. Just a grounded look at what is changing and what deserves your attention.

I also share practical next steps you can take straight away. The kind that helps you protect your people, your margins, and your culture without overcomplicating everything or sending yourself into a spreadsheet spiral.

If you want the full breakdown, this episode will help you make decisions with confidence, not fear.

Subscribe, share it with another small business owner, and leave a quick review so more people can find useful support that actually helps.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, we are talking about men’s health at work and why a few posters in November are not enough if the culture still punishes people for slowing down, switching off, or going to an appointment.

Because this is what I see all the time. The appointment that keeps getting pushed back until it becomes urgent. The calm, capable supervisor who suddenly starts snapping because they are overloaded and running on fumes. The reliable driver or engineer who says yes to everything until something gives.

This episode is about spotting those warning signs earlier and doing something useful before they turn into sickness absence, burnout, or a much bigger problem.

We talk through the small, practical things that make a real difference in small teams. A simple health time policy that people can actually find. Proper cover planning so appointments do not feel like a burden. Manager check-ins that focus on workload and pressure, not trying to play doctor. Caps on hero hours. And clear praise for switching off instead of glorifying people who run themselves into the ground.

We also get into something that trips a lot of workplaces up. Banter. Because sometimes what looks like joking is actually masking stress, exhaustion, or someone not wanting to admit they are struggling. I talk about how to move from banter-as-deflection to kinder, shorter, more useful conversations that do not make people feel exposed.

And yes, we cover the privacy piece too. You do not need everyone’s medical history. You do need enough clarity to manage workload, time, and risk properly. We talk about what is fair to ask, when evidence is reasonable in safety-critical roles, and how to keep things confidential without becoming vague or avoidant.

You will also come away with a simple weekly playbook. Protected appointment time. A short manager huddle. Better rota habits. A quiet space for real breaks. Small changes that make it easier for people to ask early instead of disappearing later.

If you want less firefighting, steadier teams, and a healthier way of working that actually functions in a small business, this episode is for you.

Subscribe, share it with a manager who needs a nudge, and leave a review so more small businesses can find practical HR support that goes beyond the posters.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, we are talking about quiet quitting. Or more accurately, what is usually sitting underneath it.

Because by the time someone is keeping their camera off, doing the bare minimum, and giving you absolutely nothing in meetings, something has already gone wrong. Quiet quitting is rarely laziness. More often, it is a very rational response to fuzzy goals, uneven workloads, and the feeling that extra effort changes absolutely nothing.

So this episode is about reading disengagement for what it really is. Information.

We start with the three things that drain teams fastest. Clarity, fairness, and growth. When people do not know what matters, feel like the workload is lopsided, or cannot see how they move forward, they stop stretching. Not dramatically. Quietly.

I talk about how this shows up in real businesses. Shops. Salons. Agencies. Field teams. The “reliable” person who quietly absorbs more and more until resentment kicks in. Slack chats full of noise but no decisions. Pizza and perks are being used to patch over rotas that change every five minutes.

Then we get practical. I share some quick tests you can run straight away. A calendar check to spot meetings that achieve nothing. A chat health check to work out whether your team is actually communicating or just narrating their day. A customer lens that helps you see whether the issue is people or a broken process.

We also look at a simple weekly rhythm that helps re-engage people without forcing fake enthusiasm. A short pulse. Better one-to-ones. A proper Friday wins round-up that notices real work, not just the loudest person in the room.

And yes, we tackle the harder questions too. How to tell the difference between a disengaged person and a broken system. How to stop high performers from carrying everyone else. And what to do when the bare minimum is dragging the team down.

If you are tired of gimmicks, posters, and trying to fix morale with snacks, this one is for you.

Subscribe, share it with a manager who needs a reset, and leave a review so more small businesses can stop guessing and start fixing what is actually causing the drift.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, I am diving into a question that so many businesses quietly worry about. Does offering menopause support genuinely help you keep brilliant people, or does it risk looking like special rules that create tension in the team? It is a tricky one, and today I take you through a grounded, practical way to get it right without drama.

We start with the legal bits you actually need to know. Nothing overwhelming, just the parts that protect you and your employees. I explain how the Equality Act 2010 links menopause to sex, age and disability, why harassment risk is real if conversations are handled badly, and how health and safety, data protection and the new day one flexible working rights all fit into the picture.

Then I bring it right back to real life. The whole thing becomes easier when managers understand this simple idea. Reasonable adjustments are available to anyone with a health or life stage need. Menopause is not a special category, it is just one example. Once you take that heat out of it, fairness stops being a worry.

I walk you through a quick and memorable manager briefing that gives them the confidence to handle these conversations kindly and consistently. You will hear supportive scripts, a simple review rhythm and privacy habits that build trust instead of gossip.

Then we get into the practical examples that actually work.
In office roles, that might mean cooler desks, a short mid morning breather or small deadline tweaks that stop errors creeping in.
In warehouses and production, it is breathable base layers under PPE, water access that moves with the job, rest points that are actually usable and smarter shift swaps that keep people steady.
I also share universal fixes like better ventilation, sensible fabrics and shared water points. These small changes help everyone and stop the whole why her and not me issue from even starting.

You will leave this episode with clear answers to the fairness questions managers always bring up, a simple way to test flexible working without committing forever and kind return to work conversations that record only what is needed. No heavy dashboards, no drama, just grown-up decisions that prevent bigger problems down the line.

If this episode hits home for you, subscribe, share it with a manager who needs some guidance and leave a quick review, so more people can find the show.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, I am diving into one of those moments every HR person and business owner knows too well. A client is pushing for speed, your gut is shouting no, and you are stuck trying to keep the work without dropping your standards. We have all been there.

I walk you through a simple way to stay calm, respond confidently and keep things legal without blowing up the relationship. You will hear wording you can use straight away, practical alternatives that take the heat out of the situation and how to protect yourself long before these requests even land in your inbox.

We start with the basics. What the Equality Act 2010 really means when you are under pressure. Why neutral rules can still land you in trouble. And why a client saying they want a certain type of person is never going to stand up in recruitment.

Then we get into the messy real world stuff.

No headscarves on reception? Offer a fair, branded dress code.

Requests for unpaid trial days? Keep it legal with a short paid trial or a simple skills task.

Feedback like not the right vibe? Bring it back to skills and behaviours.

Night time demands for instant replies? Set up a paid on call rota or promise a next day response.

Need checks done quickly? Use digital verification with a conditional start.

None of this is about being awkward. It is about being fair, protecting your business and showing your standards through your actions. It matters even more during Black History Month when people are watching what organisations actually do.

Fairness will not slow you down. It reduces risk, builds trust and makes hiring cleaner and easier. Hold your line, offer options where you can and only walk away if you have to.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.

In this episode of Buzzing About HR, we are talking about employee perks and whether they are genuinely helping your team or just papering over bigger problems.

Because let’s be honest. A birthday cake, a shiny wellbeing app, or a ping-pong table is not going to fix poor pay, bad workload planning, or a manager who never says thank you.

So this episode is about getting perks right.

We start with the obvious but often ignored truth. Pay has to be right before perks can really do their job. If the basics are off, the extras will not land the way you hope they will.

From there, I walk through a simple, practical framework for choosing workplace benefits that actually help people work and live better, without draining your budget. We talk about the small health perks that often matter more than flashy platforms, like flu jabs, eye tests, and access to a real human when someone needs support.

We also talk about time as a benefit. Flexible working where it is possible. The odd paid life admin hour. Small changes that can make life feel more manageable without creating chaos.

Then there is the money side. Not huge expensive packages, but practical support like late-shift meals, safe travel home, and discounts people will actually use.

I also cover the compliance bits people often miss. Tax treatment. National Minimum Wage issues. And the risks of changing contractual perks without properly checking what you are allowed to do.

Most importantly, I share a simple playbook. Ask people what they would actually use. Pick one or two things. Trial them. Track whether they are used and whether they are useful. Keep it fair. Keep it clear. And skip the gimmicks that sound fun but do absolutely nothing for retention or morale.

If you are trying to build a better benefits offer without buying random shiny stuff in a panic, this episode is for you.

Subscribe, share it with a manager who loves a gimmick, and leave a review telling us the best and worst perk you have ever seen.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 1st April 2026, you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email buzz@kateunderwoodhr.co.uk, or follow along on social.

Until next time, keep buzzing, and take care of your people.