Business Owners Guide

We had a case recently where a client was concerned that their employee had gone AWOL. Despite multiple attempts to contact the employee, they didn't hear back and were getting worried. Here's what we told them to do...

When someone leaves your business, it is easy to think the risk ends there. But if their exit is not handled properly, you could still face a claim after they have gone.   Former employees can take legal action for unfair dismissal, breach of contract or even discrimination if they believe they were treated unfairly during or after their exit.   A case in 2024 showed just how costly that can be.   The Leeds United case   In 2024, former technical director, Nigel Gibbs, won ov

When something serious happens at work, it can be hard to know what to do next.   You want to protect your team and your business, but you also want to be fair.   Suspending someone might feel like the simplest option, but it should only be used when there’s no other way to keep things safe and impartial.   Think about alternatives first   Before jumping to suspension, look for practical ways to keep things running:   Could they work different hours or in another area? Could

Here's your employment law and HR checklist for 2026 👇 There's a lot happening in the world of employment law and HR this year which is why we've created our 2026 HR checklist to give you some guidance on what you'll need to focus on.

When an important or 'critical' employee leaves your business, the impact is immediate... 1: Knowledge and experience walks out of the door 2: It's incredibly expensive to replace and train up an important employee 3: Your business slows down  That's why succession planning is really important. Even for businesses with up to 10 employees. "Succession planning" simply means knowing who could take over key roles and getting them ready before you need them.

What do you do when a client makes a complaint about one of your team members?   It can be tricky to find the balance.   Get it right and you'll maintain the client relationship whilst treating your employee fairly.   But, get it wrong, and you could risk losing the client and damaging team morale. This blog sets out a step by step approach to handle the complaint.

Political and social issues are everywhere right now. You can't escape them in the news, on social media or in daily conversation.   Whatever your own views, political and social debates are causing real problems in workplaces everywhere.   The challenge is managing this without becoming the thought police. You need to maintain a respectful, productive workplace while letting people be themselves. It's about how views are expressed, not controlling what people think.

An employee approaches you with serious concerns about wrongdoing in your business. They're worried about speaking up but feel they have to. Whistleblowing isn't just any workplace complaint. It's specifically about issues in the public interest that fall into six protected categories: Criminal offences Failure to comply with legal obligations Miscarriage of justice Danger to health and safety Damage to the environment Deliberate concealment of any of these

If you only deal with people issues when they become problems, you're not alone. That's reactive HR, waiting until something goes wrong. Your week gets disrupted by things that could have been avoided. On the other hand, proactive HR means having basic systems ready before you need them. It's the difference between constantly managing problems and preventing most of them from happening. When these systems work, you get your time back and you can focus on growing the busine

2026 is weeks away. The changes coming to your workplace can either slow you down or give you an edge.   Here we set out what's actually shifting in the world of HR and whether you need to do anything about it.

Freelancers look like the perfect solution for small businesses.   But this seemingly simple arrangement can hide unexpected risks that could impact your business.

When an employee is grieving having clear policies can be one less worry  When an employee is grieving, you're managing compassion and business needs at the same time.   Balancing support with keeping your business running isn't easy. But the right approach can protect your team and your company.   Understanding your legal obligations   The law provides some clear guidelines for supporting bereaved employees:   Parents who lose a child under 18 (or experience a stillbirth aft

These conversations are your most honest insight into what's really happening in your business and can really help you to improve engagement and retention.   When someone's walking out the door, they've got nothing to lose by telling you the real story.   These conversations are your most honest insight into what's really happening in your business and can really help you to improve engagement and retention.   So, how do you actually handle negative feedback in an exit

If you're hiring someone new, you must check that they have the legal right to work in the UK before they start.   That applies to every role and every nationality.   Skip it and you risk fines of up to £60,000, plus serious damage to your business and reputation. Get the complete step by step guide to lawful Right to Work checks    Get in touch if you need some support with getting this process right internally.

Suspect employee theft in your small business? Act quickly and fairly. Gather evidence, follow a proper investigation and disciplinary process, and stick to the ACAS Code. Avoid knee-jerk action, gossip or dismissals without facts. A UK HR consultant will guide you step by step, protect confidentiality, ensure employment law compliance, and cut tribunal risk. Get calm, compliant support to protect your people, profits and reputation. Book a confidential consultation today.

Protecting your investment in good people makes business sense.   If you're not confident about how you handle maternity returns or want help with creating a process that works for everyone, get in touch.   Losing employees after maternity leave is frustrating and expensive.   And when it costs you around £30,000 to replace each employee, every loss matters.   1 in 4 mothers leave their job within a year of returning from maternity leave.   This contributes to £650 million in

Stay informed with the Fluid HR & Coaching newsletter. Get expert HR advice, UK employment law updates and practical people management tips from trusted HR consultant Sarah Cooper. Designed for small and growing businesses, it helps you stay compliant, solve HR challenges and build a positive workplace culture with confidence and clarity.

Growing your business feels amazing. More customers, more revenue, more people wanting to join your team. You're finally getting somewhere. But growth brings some unexpected legal challenges along with it that weren't even on your radar when you started. Those casual ways of doing things that worked perfectly with 3 people can cause real problems once you hit 10 or 15 employees.

You can do everything you think is right and still get hit with a massive fine. That's exactly what happened to a fish and chip shop owner in Surrey. They thought they'd covered all the bases. The person they hired had a National Insurance number, benefit paperwork and was already on PAYE with another employer. Everything looked legitimate. But the Home Office disagreed and the business was fined £40,000.

Interviews can feel awkward, especially when you're trying to build rapport with a candidate. A bit of small talk to break the ice is natural. But some casual questions can land you in hot water, even when you don't mean any harm. Here are 5 topics to avoid completely during interviews. These aren't just HR best practice, they're legal requirements that could expose your business to discrimination claims.