Business Owners

Announcement graphic: 2026 Employment Law Update on probation periods and unfair dismissal, with a 2026 shield and probation clipboard.

21 04 2026

Employment Law 2026: Probation & Dismissal Changes

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Employment Law Update 2026: What Employers Need to Know

With ongoing developments surrounding the Employment Rights Bill (expected to shape the Employment Rights Act 2025), UK employers must stay proactive—especially around probation periods and unfair dismissal rights.

One of the most discussed changes is the potential move towards a shorter qualifying period for unfair dismissal claims, possibly reducing from two years to around six months.

Why This Matters for Employers

If implemented, this means:

Employees could gain unfair dismissal rights much earlier
Increased risk of tribunal claims
Greater need for structured onboarding and probation management

This is where many businesses fall short.

The Role of a Strong Probation Period

A well-managed probation period is your first line of defence.

Best practice includes:

Clear Contract of Employment from day one
Defined performance expectations
Regular review meetings
Documented feedback and outcomes

Without this, defending a dismissal becomes significantly harder.

Documentation is Key

Employment Tribunals rely heavily on evidence. Businesses should ensure:

Accurate meeting notes
Clear performance records
Consistent processes aligned with the ACAS Code of Practice

Failure to follow correct procedure can increase awards by up to 25%.

How Consensus HR Supports You

At Consensus HR, we ensure our retained clients:

Have fully compliant Contracts & Handbooks
Receive ongoing Employment Law updates
Get unlimited HR advice when managing risk
Are fully prepared should issues escalate to Tribunal

Comment from Matthew Chilcott – Owner, FCIPD, ACEL, BA(Hons)

“With Employment Law continuing to evolve, businesses must move from being reactive to proactive. A well-managed probation period is no longer just good practice—it is essential protection for your business. Businesses need to think outside the box and have comprehensive Probationary Period systems in place and is why when I worked for Welcome Break – Forte Restaurants and Veolia Water, one of the first things I created and implemented was a three month probationary workbook that was structured and extremely valuable from an employee and business perspective.”

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Important Health & Safety Update | Consensus HR in Herts & Beds

16 04 2026

World Health Day: Supporting Employee Health in the Workplace

Matthew Chilcott Absence Management, Blog, Employment Law, General, Handbook, Health & Safety, Newsletter #Health, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

THURSDAY BLOG (AWARENESS DAY)

World Health Day: Why Employee Health Should Be a Business Priority

World Health Day is a key reminder for employers that the health of their workforce is directly linked to business performance.

A healthy workforce is not just a moral responsibility—it is a legal and commercial priority.

Employer Responsibilities

Under UK law, employers have a duty to:

Protect the health, safety, and welfare of employees
Carry out risk assessments
Provide a safe working environment

This includes both physical and mental health.

Why Workplace Health Matters

Supporting employee health leads to:
✔ Increased productivity
✔ Reduced absenteeism
✔ Higher employee engagement
✔ Improved retention

Practical Steps Employers Can Take

✔ Promote open communication about wellbeing
✔ Provide access to support (e.g. Occupational Health)
✔ Train managers to recognise signs of stress
✔ Ensure workloads are manageable

The Role of HR in Workplace Health

At Consensus HR, we support businesses by:

Advising on wellbeing policies
Managing long-term sickness absence
Supporting mental health strategies

👉 Read more HR insights here:
https://www.consensushr.com/blogs-hr/

Comment from Matthew Chilcott – Owner, FCIPD, ACEL, BA(Hons)

“Employee health should never be an afterthought. Businesses that prioritise wellbeing create stronger teams, reduce risk, and ultimately perform better. It is a key part of an employer’s duty of care.”

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

15 04 2026

Outsourced HR for SMEs: Save Time, Reduce Risk & Stay Compliant

Matthew Chilcott Absence Management, Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Handbook #Hertfordshirebusiness, #hertfordshirebusinesses, #HRDept, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, OustourcedHR, Small Business, SME, SME's, stevenage

WEDNESDAY BLOG

Outsourced HR for SMEs: Why Having Expert Support Saves Time, Money and Risk

Managing people is one of the biggest challenges for any business—and one of the highest risk areas if not handled correctly.

For many SMEs, outsourcing HR is no longer a luxury—it’s a necessity.

What Is Outsourced HR?

Outsourced HR means having a professional HR partner—like Consensus HR—acting as your:

HR department
Employment law advisor
People management support

Without the cost of employing a full-time HR team.

Why SMEs Choose Outsourced HR

Businesses we support often come to us because they:

Are unsure about employment law requirements
Need support with disciplinaries, grievances, or performance issues
Want to prevent problems before they arise

Key Benefits

✔ Cost-effective – no full-time HR salary
✔ Expert advice – aligned to UK law and ACAS Code of Practice
✔ Proactive support – preventing issues, not just reacting
✔ Peace of mind – knowing you are compliant

What You Get with Consensus HR

Our retained clients benefit from:

Unlimited HR advice
Up-to-date contracts and handbooks
Regular employment law updates
Practical, commercial solutions

👉 Explore our full services here:
https://www.consensushr.com/hr-support-services-for-your-ccompany/

Why Acting Early Matters

The cost of getting HR wrong can be significant:

Employment Tribunal claims
Financial penalties
Reputational damage

Having expert HR support in place ensures your business is protected.

Comment from Matthew Chilcott – Owner, FCIPD, ACEL, BA(Hons)

“
“Outsourced HR is about giving business owners confidence, clarity, and peace of mind. At Consensus HR, we work as your trusted HR & Employment Law partner, helping to take the pressure away from managing people so our clients can focus on growing their business, while we ensure they remain compliant, protected, and operating to best practice.
Our proactive approach is centred on preventing people problems before they arise. We support businesses with all key HR foundations, including legally compliant Employee Handbooks, Contracts of Employment, and tailored Performance Review processes that drive performance and accountability across the team.
In addition, we deliver practical, business-focused management development and soft skills training, working with our clients step-by-step to design the right development programmes for their people.
With Consensus HR, you are not just receiving advice — you are gaining a fully outsourced HR function dedicated to supporting your business, your people, and your long-term success.”

Your Outsourced Human Resources (HR) Department.

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14 04 2026

Right to Disconnect UK: What Employers Need to Know in 2026

Matthew Chilcott Absence Management, Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General #disconnect, #Hertfordshirebusiness, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Employment Law Update 2026: Right to Disconnect – What UK Employers Should Be Preparing For

With increasing focus on employee wellbeing and work-life balance, the concept of a “Right to Disconnect” is gaining traction across the UK.

While not yet a formal standalone law, the direction of travel in UK employment legislation—alongside existing obligations under the Working Time Regulations 1998 and employer duty of care—means businesses should act now to prepare.

What Is the Right to Disconnect?

The Right to Disconnect refers to an employee’s ability to:

Switch off from work outside of contracted hours
Not engage with emails, calls, or messages
Avoid being penalised for not responding

Countries such as Ireland and France have already introduced formal frameworks, and the UK is expected to follow a similar path through evolving employment practices.

Why This Matters for Employers

Failure to manage working time and employee wellbeing can lead to:

Increased workplace stress and burnout
Higher sickness absence
Potential claims linked to breach of duty of care

Employers already have responsibilities under UK law to:

Protect employee health and wellbeing
Manage working hours effectively
Prevent excessive workloads

Best Practice Steps for Businesses

To stay ahead and reduce risk, employers should:

✔ Introduce clear working hours policies
✔ Set expectations around email use outside working hours
✔ Train managers to respect boundaries
✔ Include guidance within your Employee Handbook

👉 Learn more about how we support businesses:
https://www.consensushr.com/hr-support-services-for-your-ccompany/

How Consensus HR Supports You

At Consensus HR, we work proactively with our retained clients to:

Update Employee Handbooks in line with emerging legislation
Provide practical policies that protect both employer and employee
Support managers in implementing best practice

Comment from Matthew Chilcott – Owner, FCIPD, ACEL, BA(Hons)

“We are seeing a clear shift towards protecting employee wellbeing through better management of working time. Employers who act now and put clear boundaries in place will not only reduce legal risk but also build stronger, more productive teams.”

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

09 04 2026

Stress Awareness Month: Employer Responsibilities for Workplace Wellbeing

Matthew Chilcott Absence Management, Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General #stress, #stressatwork, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, SME, SME's

✅ THURSDAY BLOG (Awareness Day)

Stress Awareness Month: Employer Responsibilities for Workplace Wellbeing

April marks Stress Awareness Month, providing an important reminder for employers to review how they manage stress in the workplace.

Work-related stress is not just a wellbeing issue — it is a legal responsibility under Health & Safety law.

📌 Employer Legal Duties

Under guidance from the Health and Safety Executive (HSE), employers must:

Identify stress risks through risk assessments
Implement measures to reduce or remove risks
Support employees experiencing stress
Monitor workplace wellbeing

⚠️ Common Causes of Workplace Stress

Excessive workload
Lack of support
Poor management communication
Unclear job roles

📊 Why It Matters

Failure to manage stress can lead to:

Increased sickness absence
Reduced productivity
Potential personal injury or constructive dismissal claims

💬 Matthew Chilcott Comment

“Stress in the workplace is one of the most common issues we support businesses with and which we are continually working with our Occupational Health Providers, whilst also writing to the employees GP for factual information that can support us. This can be a very lengthly process and is why it needs to be managed correctly and the appropriate action taken, so as to ensure the health & welfare of your team is managed.

Being proactive — through good management, communication, and clear expectations — is key to protecting both your people and your business and remember it is your ‘Duty of Care'”

✅ How Consensus HR Supports Employers

We help businesses:

Conduct HR and wellbeing reviews
Implement stress management policies
Train managers to support employee wellbeing
Ensure compliance with UK Health & Safety law

👉 https://www.consensushr.com/hr-services/
👉 https://www.consensushr.com/contact/

🔗 Follow Consensus HR

LinkedIn: https://www.linkedin.com/company/consensus-hr/
Facebook: https://www.facebook.com/ConsensusHR
Website: https://www.consensushr.com

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

08 04 2026

Did You Know? Flexible Working Requests Are Now a Day-One Right

Matthew Chilcott Absence Management, Blog, Employment Contracts, Employment Law, General #flexibleworking, Business, Business Owners, HR, HR Advice, HR Consultant, HR Support, Small Business, SME, SME's

Did You Know? Flexible Working Requests Are Now a Day-One Right

Many employers are still catching up with one of the most important workplace changes — flexible working is now a day-one right for employees.

This change, introduced under updates to UK Employment Law, means employees can request flexible working from the first day of employment, rather than after 26 weeks.

📌 What Employers Must Do

Under current legislation, employers must:

Consider requests reasonably and fairly
Respond within two months
Consult with the employee before refusing a request
Provide a valid business reason if declining

⚖️ Valid Reasons for Refusal

Employers can still refuse requests, but only for legitimate business reasons such as:

Negative impact on performance
Inability to reorganise work
Increased costs

⚠️ Risks for Employers

Failure to follow correct procedures could lead to:

Tribunal claims
Discrimination risks (especially indirect discrimination)
Damage to employee relations

💬 Matthew Chilcott Comment

“Flexible working is no longer a ‘benefit’ — it’s an expectation and a legal right from day one.

Employers must ensure managers are trained to handle requests correctly and consistently to avoid risk and that a set procedure is followed or it could turn out to be very costly for an employer! Recently at one of our Employment Tribunals, we found that the law had changed and thankfully due to our professionalism and keeping on top of the current law, we had done everything correctly and when the Claimants Solicitor claimed we had not followed the correct ACAS Procedure, we were able to demonstrate otherwise and avoid a possible hefty penalty payable under the Equality Act 2010″

✅ How Consensus HR Helps

We support employers by:

Providing compliant flexible working policies
Training managers on handling requests
Ensuring decisions are fair, documented, and legally sound

👉 https://www.consensushr.com/services/
👉 https://www.consensushr.com/blogs-hr/

🔗 Follow Us

LinkedIn: https://www.linkedin.com/company/consensus-hr/
Facebook: https://www.facebook.com/ConsensusHR
Website: https://www.consensushr.com

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

07 04 2026

Employment Law Update 2026: Why Documentation is Your Strongest Defence in Tribunal Claims

Matthew Chilcott Blog, Employment Contracts, Employment Law, General Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

✅ TUESDAY BLOG

Employment Law Update 2026: Why Documentation is Your Strongest Defence in Tribunal Claims

With employment tribunal claims continuing to rise across the UK, one consistent theme remains clear — employers with strong documentation are significantly better protected.

Recent tribunal outcomes continue to reinforce that decisions alone are not enough — employers must evidence how and why decisions were made.

📌 What Documentation Do Employers Need?

To align with best practice and the ACAS Code of Practice, employers should ensure they have:

Clear Contracts of Employment issued from day one
Up-to-date Employee Handbook and policies
Documented disciplinary and grievance procedures
Accurate absence and performance records
Notes from meetings, investigations, and decisions

⚖️ Why This Matters in 2026

Employment Tribunals place significant weight on:

Fair process
Consistency
Evidence

Failure in any of these areas can result in uplifts of up to 25% in compensation where the ACAS Code is not followed.

📊 Common Employer Mistakes

Relying on verbal processes without written evidence
Outdated policies not reflecting current law
Inconsistent record-keeping across employees
No audit trail of decision-making

💬 Matthew Chilcott Comment

“Following my recent time in an Employment Tribunal, the biggest takeaway is simple — if it isn’t written down, it didn’t happen.

At Consensus HR, we ensure our retained clients have fully compliant documentation in place and, importantly, that it is kept up to date as Employment Law evolves. Employers also need to remember the ALL relevant email correspondence has to be included in the bundle (documentation taken to an Employment Tribunal) and in our last case, this exceeded 250 documents!)

✅ How Consensus HR Supports You

Our retained clients benefit from:

Full HR documentation review and updates
Legally compliant Employee Handbooks
Ongoing support aligned with UK Employment Law
Proactive advice to prevent people problems

👉 https://www.consensushr.com/hr-services/
👉 https://www.consensushr.com/contact/

🔗 Follow Consensus HR

LinkedIn: https://www.linkedin.com/company/consensus-hr/
Facebook: https://www.facebook.com/ConsensusHR
Website: https://www.consensushr.com

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

02 04 2026

Workplace Stress: Employer Responsibilities in the UK

Matthew Chilcott Blog, Employment Law, General, Handbook, Health & Safety #HRDept, #stress, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, SME, SME's

📘 Thursday Blog

Awareness Day: Stress in the Workplace – A Growing Employer Risk

Why this matters

Workplace stress is now one of the leading causes of absence in the UK and is increasingly linked to:

Mental health claims
Constructive dismissal
Disability discrimination

Employer responsibilities

Under UK law, employers must:

Provide a safe working environment
Conduct stress risk assessments
Act on signs of employee mental health concerns

Failure to do so can lead to:
❌ Legal claims
❌ Increased absence
❌ Reduced productivity

Best practice approach

At Consensus HR, we recommend:

✔ Regular 1-2-1 meetings
✔ Mental health awareness training
✔ Clear reporting processes
✔ Supportive workplace culture

👉 https://www.consensushr.com/training-development/

Matthew Chilcott’s Comment

“A positive workplace culture is not just good for people – it’s critical for business performance. Employers who ignore stress risks are exposing themselves to both legal and commercial consequences.”

How we support employers

👉 https://www.consensushr.com/contact-us/

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

01 04 2026

Why Employee Handbooks Are Essential for UK Employers

Matthew Chilcott Blog, Employment Contracts, Employment Law, General Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

📘 Wednesday Blog

Did You Know? Employee Handbooks Are Your First Line of Legal Defence

SEO Title: Why Employee Handbooks Are Essential for UK Employers
Meta Description: Employee Handbooks protect your business legally. Discover why every UK employer must have one in place.

Did you know?

Many Employment Tribunal cases are lost not because employers acted wrongly — but because they cannot demonstrate fair process.

An Employee Handbook:

Sets clear expectations
Provides legal protection
Supports consistency across your business

Why it matters in 2026

With employment law evolving rapidly through the Employment Rights Act 2025, policies must be:

Regularly reviewed
Legally compliant
Clearly communicated to employees

Without this, businesses risk:
❌ Unfair dismissal claims
❌ Discrimination claims
❌ Breach of statutory rights

What should your handbook include?

A compliant handbook should cover:

Disciplinary & Grievance procedures
Equality & Diversity
Absence management
Flexible working
Sexual harassment prevention

👉 Find out more about our HR documentation support:
https://www.consensushr.com/hr-documentation/

Matthew Chilcott’s Comment

“I’ve seen many cases where a simple lack of clear policy has cost businesses thousands. A well-written Employee Handbook is not just a document — it’s your first line of defence.”

Top Tip from Consensus HR

If your handbook hasn’t been updated in the last 12 months, it is highly likely:
👉 It is already out of date.

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

Why Tribunal Risk is increasing for UK Employers

31 03 2026

Employment Law Update 2026: Rising Tribunal Risk for Employers

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General #employmentlaw, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

📘 Tuesday Blog

Employment Law Update 2026: Why Tribunal Risk is Increasing for UK Employers

What’s happening?

2026 is already showing a significant increase in Employment Tribunal claims, with cases becoming more complex and harder to defend.

At the same time, the rollout of the Employment Rights Act 2025 is expected to further increase claims due to expanded employee rights and longer time limits.

Key changes employers need to be aware of include:

Increase in complex claims such as discrimination and whistleblowing
Longer time limits for bringing claims
More employees gaining rights earlier in employment

Why this matters to employers

This means:

Greater exposure to legal risk
Increased cost of defending claims
More time spent on HR processes

Even well-run businesses can face claims if HR foundations are not robust and up to date.

What employers should do now

At Consensus HR, we always advise businesses to ensure the following are in place:

✔ Contracts of Employment issued from Day One
✔ Up-to-date Employee Handbook
✔ Clear policies aligned to the ACAS Code of Practice
✔ Regular documented performance reviews
✔ Consistent management practices

👉 https://www.consensushr.com/hr-services/

Matthew Chilcott’s Comment

“As I regularly say to our retained clients, prevention is always better than cure. With Tribunal claims increasing and legislation changing, having your HR foundations in place is no longer optional – it’s essential to protect your business and believe me, I know it is not easy but do you wish to risk loss of reputation and possible financial awards at an Employment Tribunal!.”

How Consensus HR Can Help

👉 https://www.consensushr.com/contact-us/

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

26 03 2026

International Day of Happiness in the Workplace | How Positive Culture Improves Business Performance

Matthew Chilcott Blog, General, Handbook, Health & Safety, Newsletter Business, Business Owners, HR, HR Advice, HR Consultant, Small Business, SME, SME's

International Day of Happiness: Why Workplace Culture Matters

The International Day of Happiness (20th March) highlights the importance of wellbeing and positive environments in all aspects of life — including the workplace.

For employers, this is not just a wellbeing initiative — it is a business-critical priority.

Why Workplace Happiness Matters

Research consistently shows that positive workplace cultures lead to:

Increased productivity
Reduced absence levels
Higher employee retention
Improved team collaboration

Employees who feel valued are more engaged and motivated.

What Creates a Positive Workplace Culture?

Key factors include:

✔ Strong leadership and communication
✔ Recognition and appreciation
✔ Clear expectations and fair treatment
✔ Opportunities for development
✔ Support for mental health and wellbeing

The HR Role in Driving Culture

HR plays a critical role in:

Developing policies that support wellbeing
Training managers in people management
Ensuring fair and consistent treatment
Embedding company values into everyday practice

Comment from Matthew Chilcott – Owner, Consensus HR

“A positive workplace culture doesn’t happen by chance — it is built through strong leadership, clear HR frameworks, and consistent people management.”

How Consensus HR Supports Your Business

We help organisations to:

Build positive workplace cultures
Develop wellbeing strategies
Train managers in leadership skills
Implement HR frameworks that support engagement

👉 https://www.consensushr.com
📞 01438 576750

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

24 03 2026

UK Employment Law Case: Mallory v Northern Care Alliance NHS Foundation Trust | Disability Discrimination & Employer Duties

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Contracts, Employment Law, General, Handbook, Health & Safety, Training & Development #disability, #EqualityAct, Business, Business Owners, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

UK Employment Law Case: What Employers Must Learn About Disability Discrimination

A recent Employment Tribunal case, Mallory v Northern Care Alliance NHS Foundation Trust, has reinforced the importance of employers meeting their obligations under the Equality Act 2010, particularly in relation to disability discrimination and reasonable adjustments.

Case Overview (Facts Only)

The Tribunal considered whether the employer had:

Adequately recognised an employee’s disability
Taken appropriate steps to support them
Made reasonable adjustments to remove workplace disadvantage

The case highlighted failures in communication, delays in implementing adjustments, and insufficient consideration of medical evidence.

Key Employer Responsibilities

Under the Equality Act 2010, employers must:

Identify when an employee may have a disability
Seek appropriate medical or occupational health advice
Implement reasonable adjustments in a timely manner
Regularly review adjustments to ensure they remain effective

Failure to act can result in claims for:

Disability discrimination
Failure to make reasonable adjustments
Constructive dismissal

HR Best Practice

To remain compliant and reduce risk, employers should:

✔ Maintain clear records of all discussions and adjustments
✔ Train managers on recognising potential disabilities
✔ Act promptly on medical recommendations
✔ Ensure policies reflect current legal obligations

Comment from Matthew Chilcott – Owner, Consensus HR

“Employment Tribunal cases like this clearly demonstrate that delays or inaction around reasonable adjustments can lead to significant legal and financial risk. Employers must be proactive, not reactive, when supporting their teams.”

How Consensus HR Supports Your Business

At Consensus HR, we support businesses with:

Occupational Health referrals
Policy development aligned to UK law
Ongoing HR advice for complex employee cases
Training for managers on Equality Act responsibilities

👉 https://www.consensushr.com
📞 01438 576750

Your Outsourced Human Resources (HR) Department.

For further information on any of the HR subjects we provide, please click the heading below:

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