Newsletter January 2026 - Get your HR ready for 2026
- Claire Watt
- 11 hours ago
- 4 min read
There's a lot happening in the world of employment law and HR this year...
That's why I've created a simple 5-point checklist to help business owners to see where they stand:
✅ Legal foundations:
Are your contracts and policies actually up to date and applied fairly?
✅ Smart systems:
Still using spreadsheets for holidays or sickness? It’s time to automate that.
✅ People performance:
Do you know why your best people stay, or what might make them leave?
✅ Wellbeing and culture:
Are you spotting issues before they turn into problems?
✅ Growth readiness:
Would things keep running if one key person left tomorrow?
You don’t need to overhaul everything at once. Just start with the bit that’s been bugging you for a while, the thing that you keep meaning to sort out. Fix that properly, then move on to the next.
Solid HR foundations mean fewer headaches and more time to grow your business.
If you’d like a hand with reviewing where you stand, I’m offering a free 30-minute chat to help you to get ready for the year ahead.
Drop me a message to book your spot.
0208 398 6599Â
LATEST NEWS
Employment law reforms - still coming, but not yet
The Government’s Employment Rights Bill is still moving through Parliament, but most reforms now look set to take effect in late 2026 or 2027.
That gives employers some breathing space to prepare, and a good reason to review the basics, before the changes arrive.
Make sure your contracts, policies and record-keeping are up to date now.
When the new rules come in, having clear documentation and consistent processes will make adapting much easier.
January is known for fresh starts and that often means job moves.
Every year, there is a sharp rise in people handing in their notice once the holidays are over. For small
businesses, that can mean losing key people just as you are trying to plan for the year ahead.
Why does it happen?
Many employees use the quiet time over Christmas to reflect on what is working and what is not.
Common triggers include:
Realising they have outgrown their role
Feeling undervalued or overworked
Wanting more flexibility or development opportunities
Seeing others move on and feeling it is time for change
The good news is that most resignations are not about pay alone. They are about communication.
A quick check-in about goals, workload and what someone wants from the year ahead can make all
the difference. It shows that you care about their future and gives you the chance to fix small issues
before they become reasons to leave.
If you haven't already, schedule some informal one-to-one conversations with your team this month.
Those chats could be the simplest and most effective way to keep good people in your business.
LATEST NEWS
Four in five adults with ADHD are unsupported at work
A new report from The Owl Centre found that 80% of adults assessed for ADHD have never received workplace support or reasonable adjustments. Many said that they struggled with noise, lighting, deadlines and organisation, which affected their ability to stay in work.
Even small, low-cost changes can make a big difference.
Regular check-ins, clearer communication and flexible working can all help people to focus and perform at their best.
We can help you to assess your current practices and put simple adjustments in place that improve focus, confidence and inclusion.
Dads issue ‘Paternity Charge Notices’ over low UK paternity pay
Fathers across the UK have been protesting about low paternity pay. The campaign, led by The Dad
Shift, used mock ‘Paternity Charge Notices’ to show how the low rate makes it hard for dads to take time
off after having a baby.
The protests have started new conversations about equal parental leave and support for fathers’ mental
health. With changes to parental leave expected under upcoming employment law reforms, it makes
sense to review this early.
It is not just about pay: flexibility, communication and a supportive culture all help parents to balance
work and family life.
Watt about your questions?
Do I need to update employee goals or job descriptions every year?
It’s not a legal requirement, but it’s good practice. Reviewing goals and job descriptions annually keeps roles clear, supports performance and helps you to spot where skills or responsibilities have changed.
Can I ask staff to take unpaid leave if business is quiet?
Only if it’s written into their contract or they agree to it. You can ask, but you can’t enforce unpaid leave unless there’s a contractual right. If work is quiet, consider using annual leave or reduced hours by agreement instead.
Should I be giving pay rises at the start of the year?
There’s no legal rule on timing. Many businesses review pay annually, often in line with performance or inflation. What matters most is consistency and clear communication about how and when pay reviews happen.
Free January Webinar - Performance Appraisals & Objective Setting
Ready to elevate the way you set objectives and review performance?
This practical, interactive webinar will give you the tools and confidence to run meaningful appraisals that motivate, develop, and engage your team.
We are running a FREE 45 minute webinar on Thursday 8 January at 12.30.
Need a confidential chat?
If you have a problem brewing in your business, you're worried about something or you simply need some expert HR support then please get in touch with us for a confidential chat.
A quick conversation could save you from a very costly mistake and we could give you the clarity you need to decide your next steps with confidence.
We offer a free 30 min chat (without any obligation to buy from us in the future).
Contact us here: www.dittonhr.co.uk
Download the January 2026 Newsletter here: