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Impact of NDA Bans on Hiring Trends
Comparison of hiring rates for women in startups based on regional NDA regulations.
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Employment Rights Act Changes: Unfair Dismissal and Fair Process
Employment Rights Act Changes: Unfair Dismissal and Fair Process This title was summarized by AI from the post below. LegalEdge•2K followers 3d Feeling a bit overwhelmed by the Employment Rights Act changes? You’re not the only one 😅 There’s a lot in there, and while some of it won’t have a huge impact on every business, one of the more significant changes is around unfair dismissal. 🔍 What is unfair dismissal? It’s when an employee is dismissed without a fair reason, or where a fair process hasn’t been followed. 🔍 What’s changing? Currently, employees need 2 years’ service to bring a claim From 1 January 2027, this reduces to 6 months 🔍 How this will work in practice: Employees with 6 months’ service by Jan 2027 will gain protection from that point Anyone starting from 1 July 2026 will be able to claim after 6 months Unsurprisingly, these changes are making employers a bit more cautious when it comes to hiring. But there are ways to demonstrate a fair process and reduce the risk of claims. 👉 A few practical things that will make a real difference: ✔ Be more thorough upfront Have clear role requirements, structured interviews, and taking the time to properly assess fit ✔ Get onboarding right Set clear expectations early: what good looks like, objectives, and standards ✔ Use probation periods properly Regular check-ins, not just a final review Honest, documented feedback (what’s working and what’s not) Deal with issues early rather than letting them drift ✔ Review your probation approach A 6-month probation period will sit very close to the new qualifying period → A shorter probation (e.g. 3 months with a 1-month extension option) gives you more flexibility The overall message is: be clear, be fair, and don’t leave things too late. These changes don’t stop you hiring, but they do mean you need to be a bit more structured in how you bring people in and manage them. 💬 Need some help? Fractional HR support is a great option for growing businesses. It gives you access to experienced HR support when it’s needed, without the cost of a full-time hire. Get in touch if you’d like a chat! #Fractional #HR #People #Legal #GrowingBusiness Explore related topics Explore content categories
What Employees Really Mean by "Fair Pay" - The HR Doctor
Ask employees if they feel their pay is fair, and the conversation will quickly turn to salary. Push a little deeper, and you’ll usually find the issue isn’t the amount on their payslip at all. Someone earning £35,000 may feel perfectly fairly paid. Another earning £50,000, doing broadly the same work, may feel resentful or undervalued. The difference isn’t the salary. It’s whether the system behind the salary feels logical, consistent and just. Fair pay, in employees’ minds, is rarely about absolute numbers. It’s about whether pay decisions make sense. And that distinction matters more than many employers realise. Fair Pay vs Competitive Pay vs Transparent Pay These terms are often used interchangeably. They shouldn’t be. Competitive pay is externally focused. It asks: What would this role earn in the wider market? Salary surveys, benchmarks and median rates all sit here. Fair pay is internally focused. It asks: Do our pay decisions make sense inside this business? People doing similar work, with similar experience and responsibility, should be paid similarly. Differences should be explainable and defensible. Transparent pay is about understanding. Employees don’t need to know everyone’s salary, but they do need to understand how pay decisions are made, what factors matter, and where they sit within the structure. Most businesses focus heavily on competitiveness and assume fairness will follow. In practice, it often doesn’t. You can pay market rate and still be deeply unfair. You can be fair but completely opaque. And you can be competitive, unfair and secretive all at the same time. That combination is where problems start. When “Market Rate” Still Feels Unfair Consider a common scenario. Sarah and James are both marketing managers in the same firm. Sarah joined three years ago on £42,000. She’s had modest annual increases and now earns £45,800. She performs well, is reliable, and is well regarded. James joined six months ago on £52,000. Market rates had risen, and the business needed to offer more to attract talent. Same role. Similar performance. £6,200 difference. From a market perspective, both salaries are defensible. From a fairness perspective, they are not. When Sarah discovers the gap (and she will,) the issue won’t be that James earns £52,000. It will be that her own pay now feels illogical in comparison. How Internal Inconsistency Undermines Fair Pay Pay inequity damages organisations in predictable and long-lasting ways. In...
Pay Transparency in the Workplace: A Comprehensive Guide
10 hours ago ... For example, the EU's Pay Transparency Directive, set to be fully integrated into national laws by 2026, marks a significant step towards ensuring fair ...
Retaliation in the Workplace: EEOC Employment Rights Guides.
Understand retaliation in the workplace, your rights under the law, and how to respond when an employer engages in workplace retaliation or unlawful actions.
