Electric vehicle workshop safety: controlling high-voltage work
Switching an electric vehicle off does not prove its high-voltage system is safe. Define the job, control the key, isolate correctly and verify before work starts.
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Garden leave: how employers should manage pay, handover and the final date
An employee leaving the workplace has not necessarily left your employment. Set out the dates, pay, benefits and practical arrangements before garden leave starts.
Tyre inflation safety: controlling stored energy in the workshop
A pressure gauge does not control the blast if a tyre or wheel fails. Identify the assembly, restrain it where required and keep people outside the trajectory.
Workplace dress codes and uniforms: fair rules without payroll surprises
A uniform policy affects more than appearance. Define the job-related standard, make room for individual needs and check who pays before introducing it.
Pallet stacking safety: preventing unstable loads and collapses
Stretch wrap does not make every pallet stackable. Check the pallet and load, define safe limits and keep people outside the fall zone when a stack becomes unstable.
Job sharing: how employers can make one role work for two people
A job share needs more than two names on a rota. Plan coverage, handovers and decision-making, then record fair terms and a workable process if the partnership changes.
Conveyor safety: guarding nip points, isolation and clearing blockages
A stopped belt can still trap, fall or restart. Map every conveyor danger point, guard normal operation and isolate before hands or tools enter the hazardous area.
Workplace mediation: when to use it and how to make agreements work
Two colleagues have stopped communicating and work is suffering. Decide whether mediation fits the problem, protect voluntary participation and turn agreement into practical actions.
Loading bay safety: preventing driveaways, falls and trapping
A red light and a handbrake do not make a loading bay safe. Control vehicle movement, bay edges, dock equipment and the handover between driver and site.
Unpaid trial shifts: when employers must pay candidates
Calling a shift a trial does not settle whether pay is due. Define the assessment, control its duration and check whether the candidate is doing useful work for the business.
Lead-acid battery charging at work: controlling hydrogen, acid and stored energy
Lead-acid charging can release hydrogen and expose people to acid and high stored energy. Build the charging area and procedure around all three hazards.
Reservist mobilisation: what employers must arrange before departure and return
A call-out notice needs a different response from a training request. Protect the deadlines, arrange temporary cover and plan the reservist’s return from the start.
Christmas decorations at work: safety checks before the tree and lights go up
A festive display can change fire loading, electrical use, work at height and escape routes. Check the location, equipment and ongoing controls before it goes up.
Christmas bonuses and staff gifts: what employers must check before promising them
A £50 staff gift is not automatically tax-free, and a discretionary Christmas bonus is not a licence for arbitrary decisions. Check the promise, eligibility and tax treatment first.
Vehicle lift safety: what workshops must check before anyone works underneath
A current examination report does not prove today’s vehicle is stable. Check the lift, lifting points, arm locks, pads and changing centre of gravity before anyone works below.
Business mileage reimbursement: what UK employers should pay and record
HMRC's mileage rate is a tax limit, not a complete expenses policy. Employers still need clear rules on eligible journeys, evidence, payroll and minimum wage.
Christmas shutdown annual leave: what employers must plan before closing
A Christmas closure is not automatically unpaid time. Employers must map the dates, entitlement, notice, exceptions and payroll treatment before announcing it.
Wood dust control: what workshops must extract, clean and monitor
A dust bag and disposable mask do not prove control. Capture wood dust at source, clean without spreading it and check the system protects people.
Suspected drug or alcohol impairment at work: what managers should do first
Make the situation safe, record observable facts and separate a possible health issue from misconduct before deciding what happens next.
Powered doors, gates and roller shutters: what workplace owners must check
A sensor, service sticker or remote control does not prove a powered door is safe. Check the complete installation, its users and its response to foreseeable contact.
Tips and service charges: what employers must distribute, record and change for 2027
Card tips and service charges cannot disappear into a vague payroll adjustment. Employers need a fair method, clear records and a policy that is ready for 2027.
Forklift operator training: what employers must check before authorising a driver
A training certificate is useful evidence, not blanket permission. Match the operator to the truck, attachment, site and work before authorising them.
Employee social media misconduct: what employers should do before taking action
A public post is evidence, not an automatic dismissal. Employers must verify it, establish the employment connection and follow a fair process.
Martyn’s Law and locked fire exits: what venues must get right now
Martyn’s Law adds protective-security procedures; it does not replace clear exits, accurate capacity controls, trained staff or the fire and licensing duties already in force.
Domestic abuse at work: how employers should respond and support staff
Do not investigate an employee’s relationship. Listen, check immediate safety and agree practical changes to communication, work, leave and workplace access.
Winter weather at work: a practical risk assessment for ice, snow and cold
Do not wait for the first slip. Use this practical winter-weather process for forecasts, gritting, routes, yards, outdoor work and stop-work decisions.
Religious observance at work: handling prayer, fasting, dress and leave fairly
A neutral rule is not automatically a fair one. Use this practical process for prayer, fasting, religious dress, festival leave and rota requests.
Portable heaters at work: controlling fire, electrical and escape-route risks
Portable heaters can solve a cold spot while creating ignition, overload and escape-route risks. Here is the control process employers need before plugging one in.
Statutory Sick Pay in 2026: what employers must pay from day one
SSP now starts on the first full qualifying day and no longer has a lower earnings limit. Here is the payroll and manager process employers need.
Workplace fatigue risk assessment: controlling long shifts and night work
Legal working-time limits are not a complete fatigue-control system. Employers must assess the real pattern, task demands and recovery available.
Overtime and TOIL: a practical employer guide to pay, hours and records
Extra hours become expensive when nobody can explain what was agreed. Set the overtime rule, control TOIL and keep pay, working-time and holiday records aligned.
Sharps injuries at work: preventing needlesticks and planning the response
Sharps safety depends on removing unnecessary sharps, controlling the point of use and having an urgent exposure-response route that works on every shift.
Employment tribunal response: what employers must do in the first 28 days
An employment tribunal claim needs controlled action from day one. Protect the 28-day ET3 deadline, preserve the evidence and build one accurate response process.
Diesel engine exhaust at work: how to assess and control exposure
An open workshop door is not an exhaust-control system. Employers need to prevent avoidable engine running, capture fumes at source and verify that controls work.
Time off for medical appointments: what employers should allow, pay and record
Ordinary medical appointments do not carry one simple statutory rule. Employers need a clear policy, a fair decision process and a separate route for disability, sickness and antenatal rights.
Post-incident investigation reports: turning evidence into safer action
A strong post-incident report separates evidence from opinion, explains why controls failed and gives every improvement an owner, deadline and closure test.
FND at work: practical support, risk assessment and episode planning
FND can affect people in very different ways. A useful employer response focuses on functional effects, sensible controls and an agreed plan—not assumptions about a diagnosis.
Workplace electrical installation inspections: what an EICR does — and does not — prove
An EICR records the condition found within an agreed scope. Employers still need risk-based maintenance, prompt defect action and control of changes between inspections.
Workplace pension auto-enrolment: the employer checks payroll must not miss
Auto-enrolment is not a one-off setup task. Employers need reliable payroll triggers for new starters, changing earnings, opt-outs and three-year re-enrolment.
Overhead power lines: planning safe work before plant, vehicles or materials move
Electricity can arc without direct contact. Safe work starts by locating every line and access route, consulting the network operator and controlling plant reach before movement begins.
Menopause at work: practical adjustments and fair management decisions
Menopause support is not a generic policy exercise. Managers need a private conversation, practical adjustments and fair decisions about absence and performance.
Whole-body vibration risk assessment: controlling shocks from vehicles and mobile plant
Rough routes, unsuitable vehicles and long driving periods can expose operators to whole-body vibration. A useful assessment starts with the job and fixes the causes.
Using agency workers: what hirers must provide from day one and week 12
Agency labour can fill a gap quickly, but the hirer still owns important day-one duties and must give the agency accurate information before the 12-week rights apply.
Employing an apprentice: what employers in England must put in place
An apprenticeship needs a real job and a deliverable training programme. Put the agreements, paid learning time and management support in place before day one.
Workplace ventilation assessment: is enough fresh air reaching your team?
Air conditioning does not necessarily supply fresh air. Check how each occupied room is ventilated and use CO2 readings as an indicator, not a safety certificate.
Adoption leave: what employers must check, confirm and arrange
Adoption leave and adoption pay have different eligibility rules. Check each separately, confirm the dates and plan cover around a placement that may change.
Lifting operations planning: what must be agreed before the load moves
A current examination report does not plan the next lift. Agree the load, route, equipment, responsibilities and stopping conditions before work starts.
Recruitment interview questions: how employers should assess candidates fairly
A friendly interview can still produce an unfair decision. Ask about the work, use consistent evidence and keep health and personal-life questions within lawful limits.
Silica dust control: planning safer cutting, drilling and chasing work
A quick cut can create serious silica exposure. Plan the material, method, dust controls and cleanup together before drilling, chasing or cutting begins.
Disciplinary appeals: how employers should review a challenged decision
An appeal needs a real opportunity to change the decision. Define the issues, appoint an impartial chair and resolve the evidence before confirming the outcome.
Abrasive wheel safety: choosing, mounting and using the right wheel
A disc that fits the spindle may still be wrong for the job. Control selection, mounting, machine speed and use before a wheel is allowed to run.
Employee monitoring at work: what employers must decide before tracking staff
A monitoring tool being available does not make its use fair or lawful. Define the purpose, test necessity, tell workers and control how the evidence is used.
Welding fume risk assessment: what employers must control before work starts
A short weld still needs suitable exposure controls. Assess the actual job, select the right extraction and respiratory protection, and protect everyone nearby.
Refusing annual leave requests: what employers must check before saying no
A staffing gap can justify reviewing holiday dates, but it does not remove the right to time off. Check the notice, evidence and alternatives before saying no.
Occupational dermatitis: how employers should control wet work and skin exposure
Cracked hands are not an inevitable part of the job. Reduce skin exposure, choose suitable protection and act on early symptoms before work becomes painful.
Employment offer withdrawal: what employers must check before retracting an offer
A cancelled vacancy does not automatically cancel an accepted contract. Check what was promised, what was accepted and what must happen before withdrawing a job offer.
Workplace lighting assessment: what employers must check beyond replacing bulbs
A bright room can still hide the detail that matters. Assess lighting where people actually work, with equipment in place and the relevant shift underway.
Returning from maternity leave: what employers must arrange before day one back
A return date is only the start. Employers must confirm the right job, preserve terms, manage safety and flexibility, and recognise extended redundancy protection.
Compressed air safety at work: what employers must control before airline use
An airline is not a cleaning shortcut. Employers need to control the task, pressure, nozzle, hose, contaminants, noise, training and defect response together.
Shared parental leave: what employers must check, book and record
Shared parental leave can be split, overlapped and changed, but the process is manageable when employers separate eligibility, entitlement and booking notices.
Gas cylinder storage at work: what employers must assess and control
A chained cylinder is not automatically safely stored. Employers must control the gas, pressure, location, compatibility, handling and emergency risks together.
Changing employment contracts: how employers should consult and seek agreement
A business reason does not rewrite a contract. Define the problem, consult while alternatives remain open, secure agreement and document the terms clearly.
Violence and aggression at work: what employers must assess and control
Abuse, threats and attacks are not simply difficult customer behaviour. Employers must assess the work-related risk, apply practical controls and learn from every incident.
Time off for public duties: what employers must allow and whether it must be paid
Qualifying employees can take reasonable time off for specified public duties, but statutory pay is not automatic. Employers need a fair decision process, not a fixed guess.
Workplace fire extinguisher checks: what responsible persons must inspect and maintain
An annual service label does not prove every extinguisher is suitable, accessible or ready today. Responsible persons need risk-based provision, routine checks and defect action.
Bereavement leave at work: what employers should provide after a death
There is no single bereavement rule for every death. Employers must separate immediate dependant leave, parental bereavement rights and any compassionate leave offered by policy.
Workplace safety signs: when employers need them and what they cannot replace
A sign can communicate a remaining risk, but it cannot remove the hazard. Employers need the right sign, in the right place, backed by controls, maintenance and instruction.
Antenatal appointments at work: what employers must allow and pay
Antenatal time off is not ordinary medical leave. Employers need to know whose time is paid, what counts as care and when evidence can be requested.
Workplace accident book: what employers must record and keep confidential
An accident-book entry preserves the first facts. Employers must still investigate, control the risk, protect health information and decide whether RIDDOR applies.
Fit notes at work: what employers should check and do next
A fit note is medical evidence and practical advice—not a complete workplace decision. Here is what managers should check, discuss, record and review.
Fire alarm testing at work: what responsible persons must check and record
Pressing a call point is only the start. A useful weekly fire alarm test proves the signal, warning, reset and follow-up arrangements work together.
Employee record retention: how long should employers keep HR documents?
There is no single deletion date for an employee file. Employers need a record-by-record schedule based on purpose, legal duties and evidence needs.
Forklift pre-use checks: what employers must inspect, record and do with defects
A completed checklist is only the start. Employers need competent pre-shift checks, prompt defect isolation, planned maintenance and separate statutory examination.
Holiday entitlement during sickness absence: what employers must carry over
Sickness does not stop statutory holiday building up. Employers need a clear process for requests, reclassified leave, carry-over and pay.
Hot work permits: what responsible persons must control before sparks start
A signed hot work permit does not remove the fire risk. The job needs a suitable place, controlled ignition sources, competent people, effective monitoring and a verified hand-back.
Performance improvement plans: how employers should set targets and review progress
A performance improvement plan should define the gap, the expected standard, the support available and the evidence that will decide the outcome—not simply create a paper trail.
Scaffold inspection requirements: when to inspect, who can do it and what to record
A scaffold tag is useful communication, but it is not the statutory inspection report. Check the timing, competence, evidence and defect process before anyone works from the scaffold.
Lay-offs and short-time working: what employers must check before reducing work
A shortage of work does not automatically remove the duty to pay. Check contractual authority, consult, calculate guarantee pay and track the redundancy thresholds.
Machine guarding: what employers must check before production starts
An emergency stop does not prevent access to dangerous parts. Employers need suitable guards, reliable safety devices and checks that reflect the real task.
Keeping in touch days: what employers must agree during maternity leave
KIT days are optional, but casual arrangements create pay, payroll and leave risks. Agree the work, dates and pay before the employee attends.
Safe isolation of work equipment: what employers must control before maintenance
Pressing stop is not isolation. Maintenance must not begin until every relevant energy source is secured, stored energy is controlled and the safe state is verified.
Unpaid parental leave: what employers must approve, record and may postpone
Unpaid parental leave is now a day-one right, but it still has rules on eligibility, balances, notice, weekly blocks and when an employer may postpone dates.
Emergency lighting tests: what responsible persons must check and record
A green indicator does not prove an emergency light will illuminate, last for its rated duration or adequately cover the escape route.
Employees with a second job: what employers can require and when they can object
A second job is not automatically misconduct. Employers need a proportionate process for disclosure, combined hours, fatigue, conflicts and confidentiality.
Confined space risk assessment: what employers must decide before entry
A signed entry permit does not make a confined space safe. Employers must first avoid entry where possible, then control the actual task and have a workable rescue plan.
Employment status checklist: employee, worker or self-employed?
Calling someone self-employed does not settle their legal status. Employers must test the contract against the relationship that operates in practice.
DSEAR risk assessment: what employers must identify and control
A safety data sheet identifies hazards, but it does not assess the way a dangerous substance is stored, transferred or used in your workplace.
Paternity leave: what employers must check under the 2026 rules
Paternity leave is now a day-one right, but statutory paternity pay still has service and earnings tests. Employers must assess leave and pay separately.
Warehouse racking inspections: what employers must check and when
An annual inspection does not control the impact that happened this morning. Employers need immediate reporting, recorded visual checks and competent expert inspection.
Disciplinary hearing procedure: how employers should prepare, chair and decide
The hearing is not a formality after the investigation. Employers must disclose the case, listen with an open mind and make a fair, evidence-based decision.
Slips and trips risk assessment: what employers must inspect and control
A wet-floor sign does not control the cause. Employers need to inspect how contamination, flooring, cleaning, routes, tasks and people combine to create slip and trip risk.
Time off for dependants: what employers should do when an emergency happens
A family emergency is not an ordinary holiday request. Employers need to identify the statutory right, allow reasonable time for the immediate problem and agree what happens next.
Consulting employees on health and safety: what employers must arrange
Consultation is more than issuing a finished risk assessment. Employers must give employees or their representatives information, time and a genuine opportunity to influence health and safety decisions.
Part-time workers’ rights: what employers must treat equally—and what can be pro rata
Different hours do not justify second-class treatment. Here is how employers should compare pay, benefits, training, promotion and redundancy—and decide when pro rata is appropriate.
Workplace welfare facilities: what employers must provide and maintain
A toilet key and a kettle do not complete workplace welfare provision. Employers need sufficient, accessible and maintained facilities for the people and work actually present.
Suspending an employee pending investigation: when it is—and is not—appropriate
Suspension should control a specific, serious risk—not signal that an employer has already reached a conclusion. Here is how to decide, document and review it fairly.
Driving for work risk assessment: what employers must manage
A valid licence and MOT do not complete a driving-for-work assessment. Employers must manage the journey, driver and vehicle—including privately owned vehicles used for business.
TUPE checklist for employers: what to do before, during and after a transfer
TUPE is not just a transfer-day letter. Employers need to test whether the rules apply, identify affected people, exchange reliable information and consult before decisions are fixed.
Written schemes of examination: what pressure-system users must arrange
A compressor service does not replace the statutory examination. Check whether your pressure system needs a written scheme, what it must cover and who must act.
Probation period reviews: how employers should decide pass, extend or dismiss
A probation end date is not a decision. Employers need clear expectations, timely evidence and a fair review before confirming, extending or ending employment.
Contractor management checklist: what clients must check before work starts
Appointing a competent contractor does not transfer the client's duties. Define the work, exchange risk information and control the job from selection to handback.
Fixed-term contracts: what employers must check before renewal or expiry
An agreed end date does not remove the employer's decision. Review the reason, process, service and alternatives before a fixed-term contract expires.
Near-miss reporting at work: how to capture warnings and prevent repeat events
Nobody being hurt is not a reason to ignore the event. A usable near-miss system captures the warning, tests the controls and closes the gap.
Employee resignation process: what employers should confirm before someone leaves
A resignation starts several decisions. Confirm the intention and dates, choose the right notice arrangement, organise the handover and close pay and access accurately.
Face-fit testing: what employers must check before issuing a tight-fitting respirator
A face-fit pass belongs to a particular wearer and facepiece—not every mask in the stores cupboard. Connect testing with purchasing, daily checks and supervision.
Jury service: what employers must know about time off, pay and postponement
A jury summons is not an ordinary holiday request. Employers need to separate the right to time off, contractual pay, court allowances and the business cover plan.
Meet our AI receptionist: another way to reach the people here to help
We have added an optional AI receptionist to our phoneline. Call 0330 1226 337, option 1, to try it. Our people remain at the heart of the support we provide.
Workplace temperature: what employers must do when it is too hot or cold
There is no single maximum workplace temperature. Employers must assess the real heat or cold risk, apply suitable controls and protect people who may be more vulnerable.
Rest breaks at work: what employers must provide and when compensatory rest applies
A break entitlement is not satisfied by telling staff to stop when it is quiet. Employers need workable cover, uninterrupted rest and a lawful plan for genuine exceptions.
Young worker risk assessment: what employers must check before under-18s start
Employing an under-18 does not always require a separate form, but the assessment must address their experience, maturity, capability, training and supervision before work starts.
When should an employer make an occupational health referral?
When health begins to affect attendance, capability, safety or a return to work, an occupational health referral can give managers the independent advice they need to make a fair, practical decision.
Employee subject access requests: what employers must search, redact and disclose
A request does not need to say ‘SAR’. Employers need to recognise it, search relevant systems, apply redactions carefully and respond securely on time.
Hand-arm vibration risk assessment: trigger time, exposure points and employer duties
A tool's vibration rating tells only part of the story. Employers must assess the person's total daily exposure, reduce the risk and arrange appropriate health surveillance.
Unauthorised absence from work: what employers should do before treating it as misconduct
No contact does not automatically mean misconduct or resignation. Employers should check welfare, establish the reason and follow a fair process before deciding what happens next.
Settlement agreements: what employers must get right before making an offer
A protected conversation is not a shortcut to dismissal. Employers need a voluntary process, valid written terms, realistic time for advice and a plan if no agreement is reached.
Local exhaust ventilation (LEV): what employers must inspect, test and maintain
A current LEV test label does not prove dust or fume is controlled today. Employers need commissioning data, routine checks, maintenance and action on defects.
PAT testing at work: what employers must inspect, test and record
An annual PAT sticker does not prove electrical equipment is safe. Employers need a risk-based system of user checks, inspection, testing and defect control.
Whistleblowing at work: how employers should respond to a protected disclosure
A report does not need to use the word whistleblowing to require protection. Employers need to identify the concern, control retaliation and investigate it fairly.
Fire evacuation plan: what workplaces must prepare, test and keep current
A fire action notice is not the complete plan. Workplaces need arrangements that cover real occupants, every operating period, assisted escape and lessons from drills.
DBS checks for employers: choosing the right level and making a fair decision
A DBS check is not a general character test. Employers must establish the lawful level, verify the certificate and assess relevant information fairly.
Legionella risk assessment: what employers must check in workplace water systems
A temperature log is not the risk assessment. Employers need a site-specific system that identifies stagnation, susceptible people, control limits and failed-control action.
Employment references: what employers can say and when they must provide one
A reference can be brief, but it must be fair and accurate. Employers need consistent authority, evidence and a clear process for giving and checking references.
Asbestos management plan: what dutyholders must inspect, record and control
An asbestos register does not complete the duty to manage. Dutyholders need a current plan that controls maintenance, contractors, damage and changing material condition.
Pregnancy-related sickness absence: what employers must record and when maternity leave starts
Pregnancy-related sickness should not be treated as ordinary attendance failure. Employers need separate records, safe adjustments and the correct maternity-leave trigger.
LOLER thorough examination: what needs checking, how often and by whom
A service record or annual sticker is not automatically a compliant LOLER thorough examination. Employers must identify the equipment, correct interval and competent person.
Deductions from wages: what employers can lawfully take from pay
A debt to the employer does not automatically authorise a payroll deduction. Check the legal basis, written terms and minimum-wage effect before taking money from pay.
Work at height risk assessment: when ladders are suitable and what comes first
A ladder is not automatically the starting point. Employers must avoid work at height where possible, select suitable equipment and plan the complete task.
Carer's leave: the employer guide to eligibility, notice and postponement
Employers cannot refuse an eligible carer's leave request. This guide explains who qualifies, how notice works and when leave may be postponed.
DSE workstation assessment: what employers must check for office and hybrid workers
A form alone does not fix a poor workstation. Employers must assess real DSE use, act on findings and cover office, home and hybrid arrangements.
Neonatal care leave: the employer checklist for leave, pay and notice
Leave can be a day-one right even when statutory pay is unavailable. This checklist explains eligibility, notice, records and protected rights.
Noise at work risk assessment: what the 80, 85 and 87 dB values mean
The three headline noise values trigger different duties. This guide explains what employers must assess, control, provide and monitor.
Right to work checks: what employers must verify before day one
Seeing a passport or share code is not the same as completing a compliant check. Use this practical process before a new starter begins work.
New trade union rights from October 2026: is your business ready?
New trade union duties are expected from 30 October 2026—even for some businesses that do not currently recognise a union. Here is the practical employer checklist.
Manual handling risk assessment: why TILE and training are not enough
A TILE form can organise observations, but it does not decide whether the task should exist, which assessment tool fits or what must change.
Employee grievance procedure: seven steps for small employers
A grievance needs more than a sympathetic conversation. Use these seven steps to protect fairness, evidence and a workable outcome.
RIDDOR reporting: seven tests before you submit an incident report
Not every workplace accident is reportable. Apply these seven tests to decide who reports, whether the event is work-related and which deadline applies.
Holiday pay records: what employers must keep for six years
Since 6 April 2026, employers must keep detailed annual-leave and holiday-pay records for at least six years. Here is what a reliable record should show.
PUWER inspection requirements: what must be checked and when
PUWER does not impose one annual inspection rule for every item. Employers must decide what needs inspection, when and by whom from the equipment risk.
Written statement of employment particulars: the day-one employer checklist
Employees and workers need key written terms when they start. Check what belongs in the day-one principal statement and what can follow within two months.
A safety data sheet is not a COSHH assessment: what employers must add
A safety data sheet describes a product. A COSHH assessment must decide whether your actual task, exposure and controls are safe enough.
Redundancy process for small businesses: what to do before giving notice
Redundancy is about a reduced need for work, not choosing a person to remove. Follow these steps before making and communicating a final decision.
First-aid needs assessment: what UK employers must actually decide
Buying a first-aid kit and sending one person on a course is not a needs assessment. Here is how to decide what your workplace actually requires.
Workplace investigation process: seven steps before disciplinary action
An allegation is not a finding. Follow these seven steps to gather the facts fairly before deciding whether a disciplinary hearing is needed.
Workplace transport risk assessment: how to keep pedestrians and vehicles apart
Vehicles and pedestrians sharing a yard is not a traffic plan. Here is how employers can assess routes, remove avoidable reversing and control deliveries properly.
Unfair dismissal changes in 2027: what SME employers should do now
From 1 January 2027, ordinary unfair dismissal protection starts after six months rather than two years. Here is what employers should change before then.
Lithium-ion battery charging at work: what employers need to control
Introducing or changing lithium-ion charging can make the existing fire risk assessment unsuitable. Learn when to update the FRA, apply RC59 and investigate compartmentation.
Can fire-door installers self-certify? What the BSR proposal really means
Certified fire-door contractors can already issue certificates for eligible work—but those certificates do not automatically replace Building Control approval. Here is what the Building Safety Regulator is actually considering changing.
AI recruitment case study: when automated CV screening rejects the right candidate
AI promised to make shortlisting faster. Instead, an untested screening rule nearly removed the strongest applicant. This composite case study shows how UK employers can use recruitment AI without surrendering fair judgment.
Lone working risk assessment: a practical guide for UK employers
Working alone is not automatically unsafe, but an ordinary incident can become far more serious when nobody is nearby to help. This guide explains how employers can assess lone-working risks, set practical limits and build a reliable emergency response.
Flexible working requests: a practical guide for employers in 2026
Every employee can make a statutory flexible working request from their first day. This practical guide explains how employers can assess requests fairly, protect operational needs and prepare for further legal changes in 2027.
Compressed spring incident in a North Yorkshire vehicle workshop: what the investigation found
A compressed spring incident caused facial injuries. The investigation looked beyond the immediate event to identify the controls needed to prevent recurrence.
Workplace sexual harassment law is changing again: what employers must do before 30 October 2026
Employers already have a positive duty to prevent workplace sexual harassment. From 30 October 2026, that duty becomes stronger and third-party harassment protections expand.
When ill health affects an employee’s ability to work: capability and ill-health retirement explained
Most health conditions can be managed through support, adjustments and good communication. But what should an employer do when an employee may no longer be able to perform their role?
Stress risk assessment: how to complete one and why it matters
A practical guide to identifying work-related stress hazards, using HSE’s six Management Standards and turning staff feedback into actions that reduce risk.
An employee has disclosed a health condition. What should a manager do next?
A practical checklist for responding sensitively, understanding the work impact and turning a difficult conversation into clear actions.
Five signs your risk assessments are not reaching the workplace
A polished document is not proof of a controlled job. These five checks reveal whether the system is working where the risk actually exists.
Does a small business need both HR and health and safety support?
The two disciplines have different legal roles, but many everyday management problems sit directly between them.
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