Blog

Sorry Not Sorry: Are We Too Apologetic and is it holding us back at work and beyond?

Did you know the 4-Day Week campaign kicked off a six-month trial in November 2024? 

As our working and home lives continue to become ever more intertwined the blurred boundaries can lead to increased stress for employees, in extreme cases, burnout and a general decrease in employee well-being.

As we approach the end of the year, it's the perfect opportunity to ensure that your employees are making full use of their annual leave entitlements, especially if your company's holiday policy does not allow for unused leave to roll over into the following year.

We’re living in an era focused on self improvement - whether it’s eating healthy, hitting the gym, or practicing mindfulness through journaling and gratitude. But how does this mindset translate into the workplace, especially when it comes to developing our most valuable asset, our teams?

From the 26th October 2024 the Worker Protection Act 2023 introduces new responsibilities for employers to proactively prevent sexual harassment.

The Employment Rights Bill has finally been published, and here's what you need to know and, what you don't need to worry about! Firstly, we can all breathe a sigh of relief as the government have said “We expect to begin consulting on these reforms in 2025, seeking signi­ficant input from all stakeholders, and anticipate this meaning that the majority of reforms will take effect no earlier than 2026. Reforms of unfair dismissal will take effect no sooner than autumn 2026”. This means that although the government will seek to implement some things quicker than others there will be no big bang effect (and in fact some of the things promised aren’t even covered but we’ll come onto that later)

New Allocation of Tips Act set to ensure that workers take home an additional £200 million of their earnings