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Zero-hours contracts
Zero-hours contract consultation: What employers need to know.
The government has closed its consultation on new rules for zero-hours and low-hours contracts, with changes expected to take effect in 2027.
Under the proposals, employers will have to offer qualifying workers a guaranteed-hours contract that reflects the hours they actually work over a reference period, likely 12 weeks. Workers can turn down the offer and stay on their current arrangement.
New rights to a reasonable notice of shifts and compensation for last-minute cancellations are also part of the package.
The final details are still being worked out, including the threshold for low-hours contracts (the government's preference is somewhere between 8 and 20 hours per week).
If you use zero-hours, casual or bank staff, now is a good time to audit those arrangements and get a picture of who would be affected.
Acas Code Update
Acas is rewriting its disciplinary and grievance code for the first time since 2009.
Acas has consulted on a full rewrite of its Code of Practice on disciplinary and grievance procedures. The consultation closed in September and the final version hasn't been published yet, but the direction of travel is clear.
The biggest change is that informal resolution is being brought into the statutory code for the first time.
Right now, the suggestion to try resolving things informally sits in the foreword, which tribunals don't have to consider. Under the new draft, it becomes part of the code itself. This means that if you skip straight to a formal process without trying to sort things out informally first, a tribunal could take that into account when deciding compensation, including the 25% uplift.
If you're already having informal conversations when issues come up, you're ahead of this. Just make sure that you're writing them down, even briefly. A conversation you can't evidence is a conversation that didn't happen.
Christmas Payroll Planning
With the festive season approaching, now is a good time to review your payroll arrangements ahead of the Christmas break. Bank holidays, annual leave and office closures can all affect normal processing schedules, so a little forward planning can help avoid unnecessary last-minute pressure.
Check your December payroll deadlines, confirm any changes to working hours or overtime, and make sure arrangements are in place for any festive bonuses or early wage payments. If you use an external payroll provider, remember to check their submission deadlines too.
Planning ahead helps ensure employees are paid accurately and on time, leaving everyone free to enjoy the festive season!
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Hiring on CV alone? You could be missing a trick!
The right person for the job isn’t always the person with the best CV.
Qualifications and experience matter, of course. But how someone communicates, makes decisions, handles pressure and works with others can be just as important to their success in a role.
That’s where DISC profiling can help.
So, what is DISC?
DISC is a simple behavioural profiling tool that helps us understand how people tend to behave and communicate at work. It looks at four broad styles:
- D – Dominance: Direct, decisive and results-focused.
- I – Influence: Sociable, enthusiastic and persuasive.
- S – Steadiness: Patient, supportive and consistent.
- C – Conscientiousness: Analytical, organised and detail-focused.
Most people are a blend of these styles, and none is inherently better than another. The value comes from understanding how someone naturally approaches work, what motivates them and where they might need support.
And what about emotional intelligence?
Emotional intelligence (EI) is our ability to recognise and manage our own emotions, understand other people's feelings and adapt how we respond.
Think about a manager who needs to give difficult feedback, a customer-facing employee dealing with a complaint, or a team leader bringing different personalities together. Technical knowledge is important, but so is how they handle those situations.
Understanding behavioural preferences and developing emotional intelligence can help people communicate better, manage relationships and work more effectively together.
What does this mean for your bottom line?
Getting recruitment wrong can be expensive. There’s the cost of advertising, interviews, onboarding, training and potentially starting the whole process again. There’s also the less visible impact on team morale, productivity and customer service.
DISC can add another layer to your recruitment process by helping you explore whether a candidate’s behavioural preferences fit the demands of the role and the environment they’ll be working in.
It can also help you ask better interview questions, understand potential strengths and identify areas to explore further.
The important bit? DISC shouldn't decide who gets the job. It isn't a measure of intelligence, competence or emotional intelligence, and it shouldn't be used to label candidates or rule them out. Used alongside structured interviews, skills assessments and relevant experience, it can support a more consistent and objective recruitment decision.
Curious about what DISC could tell you about your next hire?
We can help you look beyond the CV, understand what your role really needs and build a recruitment process that gives you a better chance of finding the right person.
Because recruitment isn't just about filling a vacancy. It's about finding someone who can make a real difference to your business.
Need reliable HR support for your business?
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