For many of us, September means getting back into routines, refocusing and getting organised across the business. As teams return from summer breaks, it’s a great time to look ahead, not just to the remainder of 2026, but to the changes and challenges 2027 could bring.
Why not use this time to get ahead?
- Review your HR processes and policies
- Check your succession plan and identify any skills or leadership gaps
- Make sure you understand upcoming employment law changes
- Consider how changes to apprenticeship funding could affect your business
- Review training and development needs
- Address any employee issues before they escalate
- Start planning ahead for recruitment, onboarding and Christmas leave.
Not sure where to start? That’s where we can help.
This month we’re also bringing you the latest on changes to unfair dismissal rules and apprenticeship funding and talking about succession plans. There’s plenty for small business owners to think about.
With so much changing, it can be difficult to know what you need to prioritise and what can wait. Whether you’re planning for the future, navigating changes in employment law or dealing with an employee issue, getting the right HR advice early can make all the difference.
If you’re not sure where to start, or simply want a second opinion, we’re here to help. Get in touch with us to see how we can support you and your business.
Have you got a succession plan in place?
If one of your key people left tomorrow, would you know who is ready to step into their role?
Succession planning isn’t just about identifying potential successors; it’s about preparing them for success.
Ask yourself:
- Who are your future leaders?
- What skills do they need to develop?
- Do they have a clear development plan to help them get there?
Investing in your people today helps protect your business tomorrow. A strong succession plan builds resilience, retains talent, and ensures business continuity when change happens.
If you’re unsure where to start, or you need support developing your future leaders, we’re here to help.
Work with us to create practical succession and development plans that give your business confidence for the future. We help you build the leaders of tomorrow.
What’s changed with apprenticeships?
From August 1, funding surrounding apprenticeships changed. As a business owner, here’s what you need to know…
For non-levy employers (SMEs):
- Training and assessment is now 100% funded by the government for new starts aged 16 to 24.
- From October 1, 2026, small businesses can claim a £2,000 payment for hiring a new apprentice aged 16 to 24 who joined the company within the last 90 days (paid in two parts).
- Non-levy employers pay a reduced 5% co-investment rate for learners aged 25 and over.
For levy employers:
- The additional 10% monthly government top-up on digital levy accounts no longer applies to new funds.
- Levy funds now expire after 12 months instead of 24 months.
- Once levy accounts run out, the employer co-investment rate for excess costs rises to 25% for those 25 and over (while under-25 training remains fully funded).
‘You’re fired!’…but are they?
Before you reach that point, ask yourself:
- Have you clearly set expectations?
- Have those expectations been regularly managed and reviewed?
- Have you followed the correct procedures?
- Have you given the employee every opportunity to improve?
When someone isn’t pulling their weight or continues to make the same mistakes, it’s easy to focus on the outcome. But the work that matters starts long before any difficult conversation.
That’s where HR makes the difference. If you’re struggling with an employee’s performance, involve HR early. We can help you:
- Set clear expectations from the outset.
- Establish measurable standards.
- Document conversations and progress.
- Support managers through performance improvement.
- Ensure the right processes are followed every step of the way.
By taking action early, you give employees the best chance to succeed. And if, despite every effort, employment does come to an end, you’ll know you’ve acted fairly, consistently, and with confidence.
Good performance management isn’t about firing people. It’s about giving people every opportunity to succeed – and protecting your business when they don’t.
Unfair dismissal rules are changing…
As a small business owner, it’s time to start preparing for one of the biggest employment law changes in years.
From January 1, 2027 employees will generally gain protection from unfair dismissal after six months’ service, rather than two years. This means the first few months of a person’s employment will become even more important, with employers needing robust recruitment processes, clear probation periods, regular performance reviews and accurate documentation from day one.
Businesses that get these foundations right are likely to be in a much stronger position if issues arise further down the line. Need help? You know where we are…
How do you spend your lunch break?
It’s easy to spend our lunch breaks scrolling through social media, but constantly consuming content can leave us feeling more stressed, distracted or drained.
So, why not use your lunch break to do something that supports your wellbeing instead?
Here are a few simple ideas:
- Take a walk or run outdoors
- Go swimming or take a yoga class
- Connect with other people – catch up with a colleague over lunch rather than online
- Enjoy lunch away from the office for a change
- Read a book in the park or listen to an audio book
- Treat yourself or a loved one at the shops.
You don’t need to make big changes to support your mental health. Sometimes, a small break from the screen is all it takes.
What’s your favourite way to spend your lunch break?
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!