Hello July, and like every other year, with it comes the art of being able to balance the challenges of the summer holidays, sporting distractions and ongoing workplace changes with the everyday running of your business.
With the FIFA World Cup now well underway, you might find yourselves navigating requests for flexible working, annual leave clashes, and dips in productivity as staff try to catch key matches. A little forward planning can help avoid unnecessary headaches.
This month has also brought significant developments in the employment landscape, with the Government announcing a series of pilot schemes aimed at reforming the current fit note system, which many have argued is no longer fit for purpose. The proposed changes could have important implications for managing employee absence and supporting staff back into work.
Alongside this, we’re looking at the growing trend of employers mandating a return to the office and the HR considerations that come with changing long-standing working arrangements. We’re also exploring why effective employee recognition remains one of the most powerful tools for engagement and retention, and we’re looking at the proposed changes to probation periods that you should have on your radar.
As always, our aim is to help you stay ahead of the latest HR developments and provide practical guidance to support your business. We hope you find this month’s newsletter useful.
If you have any questions or would like tailored advice, feel free to get in touch.
Fit note system to be tested
Following on from the news that the percentage of working hours lost to sickness or injury was 2% in 2025, the Government has announced it is launching several pilots intended to test reforms to the current fit note system, which has been deemed to be broken.
More than 11 million fit notes are issued ever year and in more than 9 out of 10 cases, the subject is deemed ‘not fit for work’.
The pilots will cover up to 100,000 appointments and last for up to a year. They will help identify the most effective approach to tackling the steep increase in the number of fit notes issued.
Depending on the model in operation, patients will be offered either an initial fit note from a GP and then referred to community health workers, or they will go through the whole process without an initial fit note from a GP. Instead, they will be supported by a separate service, staffed by clinical and non-clinical practitioners.
Are you mandating a return to the office?
A successful return-to-office strategy involves much more than asking people to be at their desks. You need to ask yourself:
– Does your workspace encourage collaboration and productivity?
– Are your HR policies aligned with your expectations around office attendance and hybrid working?
– Have you considered employee wellbeing, flexibility, and engagement?
Need practical HR support or guidance on managing workplace changes? Get in touch today.
Things to think about ahead of a summer of sports
There’s lots to look forward to when it comes to sports this summer. Wimbledon and the FIFA World Cup to name a few, and some employers might want to bring some of the excitement into the workplace, but there are some HR issues you should be prepared for.
Time off around sports events
The FIFA World Cup is being hosted by Canada, Mexico and the USA between now and July 19, which means many of the matches will take place late in the evening, and even overnight.
Many employees might not need time away from work specifically in order to watch the games, but their rest and recovery time could be affected.
There’s a few options to help mitigate the impact of this:
– Allow annual leave
– Adjust start and finish times
– Allow employees to compress hours.
If you decide to make special arrangements, your business’ usual rules should always be followed, meaning any notice periods should be adhered to and requests should be dealt with fairly.
You may wish to carry on business as usual, so ensure employees are aware of your policies regarding unauthorised absences.
Viewing sports events in the workplace
If you decide to show any major sports events in the workplace, the decision of who gets to watch it should be made fairly.
You will also have to decide if you’re happy with employees using their work computers and mobile devices to watch sport. If not you should make this clear from the outset.
Deciding whether to show events should be considered carefully as it can lead to reduced productivity and quality of work.
We’re all for people having fun and being patriotic, however on occasion it is useful to remind employees of expectations while they are at work. A gentle reminder of the rules in place should help to ensure that everyone gets to participate how they wish (including not at all), free of discrimination or poor behaviour.
How does your organisation recognise and celebrate its people?
In today’s fast-paced workplace, employees want more than just a paycheque – they want to feel valued, appreciated, and connected to their organisation’s success.
Employee recognition isn’t just a “nice-to-have”; it’s a powerful driver of engagement, motivation, and retention. When people know their contributions are noticed, they are more likely to stay committed, perform at their best, and contribute positively to company culture.
– Boosts morale and motivation
– Strengthens team relationships
– Increases productivity and performance
– Reduces turnover and improves retention
– Creates a culture of appreciation and belonging
A simple ‘thank you,’ celebrating milestones, or acknowledging achievements can make a lasting impact. Recognition shows employees that their work matters. When employees feel valued, businesses thrive.
How does your organisation recognise and celebrate its people?
bation periods are set to become even more important for employers. From 1 January 2027, employees will gain the right to claim unfair dismissal after just six months of service, rather than the current two years. This means businesses will have a much shorter window to assess whether a new recruit is the right fit before additional employment rights apply.
Now is the time to review your probation processes. Consider whether your probation periods are the right length, ensure regular review meetings are taking place, and keep clear records of performance discussions and decisions. Well-managed probation periods, supported by robust documentation, will help reduce risk and give you greater confidence when making decisions about new employees.
If you’re unsure whether your contracts, policies or probation procedures are fit for purpose, get in touch. We can help you prepare for these upcoming changes and ensure your business remains protected.
As always…
As always, further information on any of the above will be provided as soon as available, but in the meantime if you need any help with your Employment Contracts or Contractor Contracts, please do not hesitate to contact us at Chime HR, where we make your company legally shine!