Outstanding HR Support
Providing bespoke human resources solutions to suit small and medium size businesses ...
It is often said by companies that their staff are their greatest asset but this is only the case when they are properly managed and motivated. However when faced with ever-changing employment laws and the requirements these place on employers, your staff can very quickly become your biggest liability.
We know from experience that effective people management not only pays for itself but will save money too, through increased productivity and efficiency, lower absence levels, lower staff turnover levels and hence lower recruitment and training costs.
Unlike most human resources consultants, we won't insist on lengthy or complicated contracts or agreements.
We are confident that having worked with us that you will want to continue to do so.
Whether you're implementing a human resources strategy for the first time or have a specific people issue that needs resolving right now, our partnership approach will be just what you need.
“We’ve worked with Alan for over twenty years, and he’s become far more than an HR consultant to our business, he’s someone we trust implicitly, whether it’s HR, employment law, recruitment or leadership guidance. He doesn’t tell you what you want to hear, he tells you what you need to hear, with honesty, empathy and a genuine understanding of the commercial realities of running a business. After more than two decades, Alan is a trusted extension of our leadership team”
Latest from PulseHR ...
From 1 January 2027, the qualifying period for unfair dismissal drops from two years to just six months. For employers who lean on fixed-term or temporary contracts to cover short-term needs, this is a change worth planning for now, not in December 2026.
Today marks 40 years since I started work, 23 June 1986. Over those four decades, the employment law landscape in Great Britain has been transformed almost beyond recognition.
The 2026 FIFA World Cup gets underway on Thursday 11 June, with the final scheduled for 19 July. Hosted across the United States, Canada and Mexico, this year's tournament features a record 48 teams and 104 matches — and with England, Scotland and Wales all having qualified, there's every reason for your employees to be following it closely.
One of the more significant employment law developments arising from the Employment Rights Act 2025 is the introduction of new statutory rights allowing trade unions to access workplaces and communicate directly with workers.
Recent Employment Tribunal and Employment Appeal Tribunal decisions continue to highlight the importance of fair procedures, careful handling of flexible working requests, and balanced workplace investigations.
Hi, I wanted to share a useful clarification following a discussion with HMRC earlier today regarding the conversion of hourly National Minimum Wage (NMW) and National Living Wage (NLW) rates into annual salaries and vice versa.
April is always a key time for employment law updates, but 2026 marks a much more significant shift than usual.
The government has today announced the new employment tribunal compensation that are effective for dismissals on or after 6th April 2026:
The government has recently, and very quietly, published an Unfair Dismissal Factsheet on its Employment Rights Act 2025 webpage, clarifying how key reforms will be implemented.
The government has today announced the statutory rates that are effective from 6th April 2026.
As part of its decision to abandon day one unfair dismissal rights in favour of reducing the qualifying period from two years to six months continuous employment, the government has committed to scrapping the statutory cap on compensation for ordinary unfair dismissal cases.
One of the major provisions within the Government’s Employment Rights Bill was the removal of the qualifying period for unfair dismissal cases, and in so doing, give employees a day one right to bring such claims.
Ahead of tomorrow’s budget, the government has this evening announced the increases to the National Minimum Wage and National Living Wage which will take effect from the start of April 2026.
The Government has unveiled draft regulations to extend the Early Conciliation period administered by Acas from six weeks to 12 weeks, effective for cases where conciliation begins on or after 1 December 2025.
We are pleased to highlight the latest rise in the Real Living Wage, as published by the Living Wage Foundation, and explain how it applies to full-time employment.
Please note that this is separate from the National Minimum Wage and National Living Wage rates, which are likely to be published for 2026 in the next few weeks.
We are delighted to announce that we have recently agreed to provide HR support to the Severn Area Rescue Association (SARA).
Every September, organisations across the globe mark Suicide Prevention Month — a time to raise awareness, reduce stigma, and encourage open conversations about mental health and suicide.
As flexible and hybrid working continues to reshape the modern workplace, the CIPD’s latest report, ‘Flexible and Hybrid Working Practices in 2025, offers timely insight into how these arrangements are evolving — and what it means for both employers and employees.
In a major House of Lords vote last week, peers backed an amendment (Amendment 49) to the Employment Rights Bill, scrapping the proposed day‑one unfair dismissal right in favour of reinstating a qualifying period for tribunal claims.
Within the last few days, the Government has issued an updated timescale on the introduction of the various provisions contained within its Employment Rights Bill.
In a world where AI tools like ChatGPT are becoming commonplace in the job search process, employers face a new challenge: how to distinguish genuine candidate ability from artificially enhanced applications. We’ve listed a few ways that businesses can adapt their recruitment practices to ensure applicants have the real-world skills to succeed — not just a well-polished CV and the ability to use AI tools..
In today’s fast-paced and increasingly complex world of work, employees face a multitude of pressures—both personal and professional. From financial concerns and mental health challenges to family responsibilities and work-related stress, it’s no surprise that wellbeing has become a key focus for employers. One powerful way to support your workforce is through the introduction of an Employee Assistance Programme (EAP).
After a number of years of there being very few changes to employment law, we’ve seen a number of changes over the last few months and have sight of more to come over the next eighteen months; I wanted to take an opportunity to summarise what’s been happening and what’s still to come.
From 6 April 2025, eligible parents of babies who require neonatal care will gain a new statutory right to Neonatal Care Leave and Pay.
We take immense pride in the commitment and dedication of our team members. Today, we are thrilled to celebrate a remarkable milestone—Bevan Hillard has officially completed ten years of service with us!
Ahead of tomorrow’s budget, the government has this evening announced the increases to the National Minimum Wage and National Living Wage which will take effect from the start of April 2025.
As Christmas draws ever closer, we wanted to take the opportunity to of saying that it’s been a huge pleasure working with you this year and we hope that you’re able to recharge your spent batteries over the Christmas period ready for what I very much hope will be a prosperous 2024.
The Government has announced the following changes to statutory rates, likely to take effect from the start of April 2025.
During the Christmas period companies face a minefield of potential HR challenges and we feel the best way to deal with these is to be prepared. Typically the challenges come from four main areas …