1. Hiring fast… and skipping structure 2. Treating everyone “the same” instead of fairly 3. Ignoring documentation because it feels “corporate” 4. Promoting great workers into bad managers 5. Waiting too long to address people problems What surprised you the most?

2️⃣ Disciplinary Policy - ACAS-aligned process - Informal vs formal stages - Investigation & hearing structure - Right to be accompanied - Appeals process 2️⃣ Grievance Policy - Informal resolution - Formal grievance procedure - Timescales - Appeal stage 3️⃣ Sickness & Absence Policy - Reporting sickness - SSP & company sick pay - Fit notes - Return-to-work meetings - Managing long-term absence 4️⃣ Holiday & Leave Policy - Statutory entitlement - Bank holidays - Carry over rules - Booking & approval process 5️⃣ Equality, Diversity & Inclusion Policy - Protected characteristics - Zero tolerance to discrimination - Responsibilities (employees & managers) - Reporting concerns 6️⃣ Health & Safety Policy - Employer responsibilities - Employee responsibilities - Risk assessments - Accident reporting 7️⃣ Data Protection & GDPR Policy - Handling employee data - Lawful basis - Data subject rights - Confidentiality expectations 8️⃣ Flexible Working Policy - Statutory right - Application process - Manager considerations - Outcome & appeal 9️⃣ Performance Management Policy - Objectives & reviews - Managing underperformance - Capability process How I can deliver these (your choice) Option A – Full templates (most popular) - Fully written, ready-to-use policies - Plain English, SME-friendly - Customisable (logo, company name, tone) Option B – Consultant-ready versions - Stronger wording - Notes you can tailor per client - Covers risk and best practice Option C – Branded policy pack - Intro page - Version control - Review dates - Perfect for client handover

All people professionals should bear the most immediate changes in mind: From 18 February 2026 - For public sector businesses – check the details of the industrial action rule changes that are being brought in. These ease barriers to entry (for action) for unions. - For all businesses, there are a plethora of changes that will impact trade union relationships (in February, and over the coming years). If you wish to implement a strategy to capture all of these changes, use the working with trade unions' checklist.  From 6 April 2026 - Note, that the qualification requirements for paternity leave and unpaid parental leave both change in April. There is also a new day one right to bereaved partner’s paternity leave and reforms to Statutory Sick Pay. These changes will impact all businesses.  - For any business undergoing transformation, it is also worth advising senior leadership and HR teams that the penalty - for poor collective redundancy consultation processes - is doubled. 

Employees are entitled to leave for a number of different family-related situations, for example maternity or paternity leave. Family leave entitlements are statutory (legally required) but organisations can offer their employees additional enhanced terms, which can be seen as attractive benefits as part of recruitment and retention strategies. This guide explains some of the legal minimum requirements around pay and leave entitlements but make sure to check your own policies or employee handbook. While managing family leave arrangements is one of the most common people management issues that your HR department will deal with, it may be less familiar territory for you as a manager. It’s therefore important to be guided by your HR department, which will have expertise in this area and be up to date with the latest relevant advice and legislation. There are also a range of forthcoming changes to employment law that will be introduced over the next few years, so we recommend always checking the latest information when supporting an employee taking family leave.

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