How can I introduce flexible working into my business?
We’re still helping a lot of business owners with their flexible working policies.
Based on what’s working for our other clients, below we talk about some options that you might like to consider:
Core hours with flexible start and finish times
Here, employees work a set number of hours but choose when they start and finish within an agreed window (e.g. 7am – 10am start and 3pm – 6pm finish.
✅Give employees flexibility while ensuring coverage during key business hours.
Remote-first approach with optional office days
In this scenario, employees work remotely by default but can use the office when needed.
✅This reduces the need for office space and so can generate a huge cost saving for you while offering employees flexibility.
Hybrid Working
One of the more popular flexible working arrangements we see where employees split their time between home and the office based on agreed expectations (e.g. three days in, two days remote).
✅In our minds, this is a halfway house for those businesses not quite ready to go fully remote. This arrangement reduces office costs and commuting time while maintaining in-person collaboration.
Compressed Working Week
Here, employee’s work their full weekly hours in fewer days (for example four longer days rather than five)
✅ We’ve spoken with local businesses who have implemented this working arrangement with great success. Key benefits being improved work-life balance while keeping total working hours the same.
Part-time roles with structured availability
This involves employees working fewer hours per week but with set availability to ensure that business needs are covered(e.g. school time shifts, peak business hours)
✅This arrangement can help to manage workload while retaining skilled employees who have other commitments.
If you’d like a chat about creating a flexible working policy that’s right for you, then please get in touch.
GFHR Consulting News
⚠️🚨 The date for our quarterly webinar has moved 🚨⚠️
Our FREE lunchtime webinar on Preventing Sexual Harassment in the Workplace will now take place on 22 May from 1pm-1.30pm. Book you spot here to understand your legal responsibilities as an employer and the steps you can take to protect your employees and your business.
Upcoming Awareness Dates
May has a focus on mental health with Maternal Mental Health week from 5th – 11th May and Mental Health Awareness Week from 12th -18th May.
National Staff Networks Day in on the 14th May which celebrates the contribution that resource groups and networks bring to the workplace; enhancing support for employees in often minority groups and bringing visibility to issues and topics that effect employees. Find out more here.
Could helping employees with money worries benefit your business?
Money worries are high amongst younger employees at the moment. High living costs, student loans and confusion over pensions can lower morale and productivity, affecting your business too.
There are some simple measures you could take to make your business an attractive place to work, especially for younger talent.
Gen Z values transparency, so be open about how pay decisions are made.
Additionally, you could share easy-to-understand resources such as podcasts, offer flexible payroll schedules and clearly explain any accessible saving and pension schemes that you offer.
Read more here and if you need help with this, reach out.
Thinking about using AI in your HR processes? Be careful!
AI is everywhere now, and for good reason. It can streamline and automate many tasks, freeing up your time to focus on the things you’re needed for, such as strategic business decisions.
But when it comes to automating HR tasks with AI, we are warning business owners to proceed very carefully.
You might be able to safely automate some recruitment support, payroll processing and employee surveys and analytics, but be mindful of AI’s limits and potential risks. Use it badly and it will affect compliance and confidentiality, and impact trust between you and your team.
If you’re considering AI for HR, we can help you to safely integrate it while staying protected. Get in touch.
Read more here
Watch out – crackdown on right to work checks
The government recently revealed that enforcement teams raided 828 premises in January 2025, targeting nail bars, car washes and restaurants. These raids resulted in 609 arrests, which is a 73% increase compared to last January. Read more here.
Make sure you’re protected. Get in touch today.
Have you checked if your business is legally protected?
Employment law is constantly changing, and some big shifts are coming. If your policies aren’t up to date, your business could face costly claims or compliance headaches.
Here’s what you need to watch out for:
Unfair dismissal claims from day 1
Employees will no longer have to wait two years before claiming unfair dismissal—meaning higher risks for you from the very first day.
Flexible working as standard
Employees will soon have stronger rights to request flexible working. You’ll need to be ready.
Sick pay from day 1
Employees may soon be entitled to statutory sick pay immediately, increasing your costs and responsibilities.
Here’s how I can help you to avoid those headaches:
- Thoroughly review your contracts and policies.
- Check compliance and highlight any risks clearly.
- Give straightforward advice on what (if anything) you need to change.
- You’ll either get peace of mind knowing everything’s in order, or you’ll know exactly what needs fixing.
Ready to protect your business?
Contact us and let’s make sure you’re covered.
Is it advisable to settle before a case goes to an Employment Tribunal (ET)?
Yes, it’s usually advisable to explore settlement options before an ET hearing. Settlements can save significant time, money and stress compared to formal tribunal proceedings, which can be lengthy and costly. Early resolution also protects your business’s reputation, avoids prolonged disruption and often provides greater control over the outcome.
Seeking professional HR or legal advice early can help you to negotiate effectively and reach a fair agreement for all parties involved.
How can I manage staff performance without a formal HR team?
Start by clearly setting measurable expectations for your employees from day one. Regular, informal conversations help to discuss progress, provide constructive feedback and acknowledge achievements. Keep simple records of these interactions to monitor performance fairly over time. If issues emerge, address them quickly and positively, offering guidance and support, with expert advice available when needed.
If you don’t have an in-house HR team, partnering with an HR consultant can provide invaluable support.
When should I consider creating an employee handbook?
It’s best to create an employee handbook as soon as you start expanding your team.
A handbook helps to clearly outline your company’s policies, expectations and culture, setting a consistent standard for everyone. It provides new hires with essential information, establishes transparency and helps to reduce misunderstandings or disputes.
Regularly reviewing and updating your handbook as your business grows ensures that it stays relevant, compliant with employment law and aligned with your values.