In this episode of Buzzing About HR, I am digging into the Autumn Budget 2025 and what it actually means for small businesses. The headlines sound promising, but if you run a business, you know the real story is always in the numbers. This episode helps you understand what is changing, what it means for you, and what you can do next without any panic or guesswork.

We talk about the big updates everyone is buzzing about right now and how they might affect wages, costs, hiring, training and the way you plan for the year ahead. There are some challenges, yes, but there are also opportunities that smart businesses can tap into. I break everything down in plain English so you know exactly where to focus and what deserves your attention.

I also share practical steps you can take to stay ahead. Think simple, actionable ideas that help you protect your people, your margins and your culture. Nothing heavy. Nothing confusing. Just a clear, grounded look at what is coming and how to respond like a business that plans to grow, not just survive.

You can also download my full Budget Guide with lots of practical help and advice.

If you want the full breakdown, join me in this episode. It is honest, it is practical, and it is designed to help small businesses make decisions with confidence, not fear.

Found it useful? Hit subscribe, share it with another small business owner and leave a quick review so more people can find genuinely helpful support for Small Businesses

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!

The moustaches are fun, but posters don’t cover shifts. We take a straight look at men’s health at work and how small teams can spot trouble early, protect time for care, and avoid expensive firefighting. From missed safety steps to hero shifts that end in burnout, we walk through the subtle signals leaders often miss and show how a few plain rules can turn chaos into calm.

We share three vivid workplace snapshots: the appointment that never happens until it’s urgent, the calm supervisor who starts snapping under overload, and the star driver who says yes to everything until the crash. For each, we map fast fixes you can deploy today: a one‑line health time policy posted where people actually look, genuine cover planning, a 10‑minute manager script to re‑prioritise work, caps on hero hours, and praise for switching off. You’ll hear how to turn banter‑as‑masking into kinder check‑ins, and how to build rotas that don’t punish people for getting care.

Worried about privacy or saying the wrong thing? We keep it simple. You don’t need medical details; you need clarity on workload and time. We offer guardrails that prevent misuse without killing trust, explain when evidence is fair in safety‑critical roles, and give you a confidentiality line you can repeat. Our five‑minute tests stress‑test your calendar, rota stability, break spaces, manager scripts, and privacy practice. Then we lay out a practical weekly playbook: a protected appointment window, a short manager huddle (open, adjust, close), a quiet corner for real breaks, and small wins announced to normalise health time.

If you want less firefighting and steadier cashflow, start here: set time for care, train short conversations, and remove the frictions that keep men from asking early. 

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!

The signs show up before the resignation letter lands: cameras off, ideas thin, meetings that end with nothing decided, and work kept tightly to the job description. We call it quiet quitting, but what’s really happening is a rational response to fuzzy goals, uneven workloads, and stalled growth. I unpack why disengagement is data, not defiance, and share a simple toolkit to turn the trend without cheesy pep talks or another all-hands.

We start by naming the three big gaps that drain teams—clarity, fairness, and growth—and trace how they appear in shops, salons, agencies and field crews. You’ll hear why stretch work quietly becomes someone’s permanent job, how status theatre bloats Slack, and why pizza fixes backfire when rotas shift with no notice. From there, I lay out five-minute tests you can run today: a calendar autopsy to kill meetings with no owner, a chat health check to replace status with decisions, and a customer lens that exposes flow problems masquerading as people problems.

Then we build a light weekly rhythm that compounds: a three-question pulse with visible follow-through, fifteen-minute one-to-ones that actually remove snags, and a short Friday wins roundup that rewards shipping, collaborating and mentoring. I answer the tough questions along the way—how to separate a disengaged person from a broken process, when and how to tie engagement to rewards, how to protect high performers from burnout, and what to do when the bare minimum is dragging the team down. If you’re a micro business, you’ll get the scaled-down version: one pulse, one meeting killed, one visible win, one hour of protected deep work.

Disengagement doesn’t need a gimmick; it needs small, honest levers pulled with consistency. If you’re ready to swap posters for progress, tune in and take these moves straight into your week. If you want a hand turning the dial in your team, book a discovery call with me so we can pick one quick win and sketch your next two weeks. Subscribe, share with a manager who needs it, and leave a review to help more teams trade apathy for momentum.

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!

In this episode of Buzzing About HR, I am diving into a question that so many businesses quietly worry about. Does offering menopause support genuinely help you keep brilliant people, or does it risk looking like special rules that create tension in the team? It is a tricky one, and today I take you through a grounded, practical way to get it right without drama.

We start with the legal bits you actually need to know. Nothing overwhelming, just the parts that protect you and your employees. I explain how the Equality Act 2010 links menopause to sex, age and disability, why harassment risk is real if conversations are handled badly, and how health and safety, data protection and the new day one flexible working rights all fit into the picture.

Then I bring it right back to real life. The whole thing becomes easier when managers understand this simple idea. Reasonable adjustments are available to anyone with a health or life stage need. Menopause is not a special category, it is just one example. Once you take that heat out of it, fairness stops being a worry.

I walk you through a quick and memorable manager briefing that gives them the confidence to handle these conversations kindly and consistently. You will hear supportive scripts, a simple review rhythm and privacy habits that build trust instead of gossip.

Then we get into the practical examples that actually work.
In office roles, that might mean cooler desks, a short mid morning breather or small deadline tweaks that stop errors creeping in.
In warehouses and production, it is breathable base layers under PPE, water access that moves with the job, rest points that are actually usable and smarter shift swaps that keep people steady.
I also share universal fixes like better ventilation, sensible fabrics and shared water points. These small changes help everyone and stop the whole why her and not me issue from even starting.

You will leave this episode with clear answers to the fairness questions managers always bring up, a simple way to test flexible working without committing forever and kind return to work conversations that record only what is needed. No heavy dashboards, no drama, just grown up decisions that prevent bigger problems down the line.

If you want the shortcut, grab my Menopause in the Workplace guide for an action plan you can start today.

If this episode hits home for you, subscribe, share it with a manager who needs some guidance and leave a quick review so more people can find the show.

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!

In this episode of Buzzing About HR, I am diving into one of those moments every HR person and business owner knows too well. A client is pushing for speed, your gut is shouting no, and you are stuck trying to keep the work without dropping your standards. We have all been there.

I walk you through a simple way to stay calm, respond confidently and keep things legal without blowing up the relationship. You will hear wording you can use straight away, practical alternatives that take the heat out of the situation and how to protect yourself long before these requests even land in your inbox.

We start with the basics. What the Equality Act 2010 really means when you are under pressure. Why neutral rules can still land you in trouble. And why a client saying they want a certain type of person is never going to stand up in recruitment.

Then we get into the messy real world stuff.

No headscarves on reception? Offer a fair, branded dress code.

Requests for unpaid trial days? Keep it legal with a short paid trial or a simple skills task.

Feedback like not the right vibe? Bring it back to skills and behaviours.

Night time demands for instant replies? Set up a paid on call rota or promise a next day response.

Need checks done quickly? Use digital verification with a conditional start.

None of this is about being awkward. It is about being fair, protecting your business and showing your standards through your actions. It matters even more during Black History Month when people are watching what organisations actually do.

Fairness will not slow you down. It reduces risk, builds trust and makes hiring cleaner and easier. Hold your line, offer options where you can and only walk away if you have to.

If you are dealing with a tricky client request or you want to know how strong your processes are, book a free HR Health Check and let us get you sorted.

Subscribe, share this with your team and leave a review with the next scenario you want me to explore. Let us keep the conversation honest, practical and human. 🐝

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!

A birthday cake, a messy keyboard, and a very pleased office dog set up a sharper question: are your perks pulling their weight or just glossing over deeper problems? We dig into a clear, UK‑focused approach to benefits that actually help people work and live better, starting with the truth that pay must be right before perks can shine.

We share a simple framework that keeps teams included and spending tight. You’ll hear why small health wins like flu jabs, eye tests and a real person on the end of a phone beat glossy portals. We talk through time as a benefit, from flexible working where possible to occasional paid life admin, and we focus on modest money support such as late‑shift meals, safe travel home and useful discounts. Along the way we unpack compliance basics most leaders overlook: tax transparency, national minimum wage guardrails, and the risks of changing contractual perks without consent.

The heart of the episode is a practical playbook. Start with one short survey asking which three perks people would use. Choose impact over novelty, then pilot one or two perks for three months with one‑click usage and one‑line claims. If a group can’t use a benefit, add an equivalent to keep it fair. Track cost per person per month, measure usage and usefulness, and check sick days and leavers before and after. We also tackle common traps—the empty gym discount, the noisy ping‑pong table, and the surprise tax on pay slips—and offer cleaner swaps like a small monthly wellbeing pot, better coffee and quiet chairs.

By the end, you’ll have a one‑page policy you can actually run: what the perk is, who gets it, how to use it, when it ends and when you’ll review it. Start small—£10 to £15 per person per month can work—and apply the same rules to full‑time and part‑time staff to avoid favourites. Fix the basics first—pay, workload and kit—then fund one or two benefits that earn their keep. If this helped, follow the show, share it with a manager who buys shiny toys, and leave a quick review to tell us your best and worst perk.

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!

In this episode of Buzzing About HR, host Kate Underwood tackles a familiar challenge for many businesses: what happens when your best doer becomes your newest manager.

You know the story. Someone’s brilliant at their job, so you promote them… then watch them drown in rotas, one-to-ones and tough conversations they’ve never been trained for. Kate walks through a fair, practical way to grow real managers without losing your top talent along the way.

She starts with the big tension every business faces: promote your star and risk a wobbly team, or hold them back and risk losing them. The answer? Two clear career paths — one for managers, one for specialists — both with proper recognition and pay progression.

Kate shares how to build a simple, transparent framework you can use right away, including:

• Clear criteria that anyone can understand

• Acting-up trials that prove skills before you commit

• Light training and mentoring that set new managers up to succeed

• Realistic goals like running a solid team huddle or improving one process that’s been creaking for months

She also shines a light on the traps that quietly trip businesses up: double-hatting new managers, popularity promotions, and barriers that block quieter or part-time talent. Expect plain, practical advice on keeping things fair, compliant and human — from following ACAS guidance to documenting decisions properly and avoiding bias in who gets a shot at leadership.

By the end, you’ll have a repeatable way to spot future leaders, protect your culture and grow managers on purpose, not by accident.

If you’re ready to stop guessing and start building confident, capable managers, book a free HR Health Check to see how your people processes stack up.

You can also visit www.kateunderwoodhr.co.uk for more tools and templates.

Subscribe to Buzzing About HR for more down-to-earth HR advice for small businesses — and as always, keep buzzing and take care of your people. 🐝

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!

Flu-jab season can help teams or harm trust. We show how to offer voluntary, privacy-first vouchers that cut absence without rota penalties, proof demands, or “us and them” culture.

• why winter absence spikes disrupt rotas
• how a voluntary scheme reduces risk
• legal and data basics in plain English
• minimal data design and deletion dates
• inclusive comms for allergy, pregnancy, and faith
• manager training to stop shaming and shift nudges
• practical fixes for common policy missteps
• Q&A on mandates, proof, rotas, and measurement
• voucher funding options and paid time to attend

If you would like to purchase some vouchers at a discounted rate, then please click here and find out more

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!

Heated words exchanged on a Friday afternoon lead to an instant dismissal that could cost a business thousands in tribunal payments. Why? Because process matters more than the actual language used.

Whether you're running a small business or handling HR solo, navigating workplace conduct issues is fraught with legal pitfalls. One poorly handled disciplinary action can spiral into costly tribunal claims, damaged team morale, and reputational harm. The truth is, tribunals don't simply ask "was the language inappropriate?" – they scrutinize whether you followed a fair and reasonable process.

Through real-world examples and practical guidance, we unpack the legal framework for workplace conduct in the UK, including the Employment Rights Act 1996, the ACAS code, and recent case law that shapes how tribunals view swearing and outbursts at work. I'll walk you through a step-by-step disciplinary process that scales to businesses of any size, debunk common myths (no, WhatsApp messages aren't automatically "private," and those with under two years' service still have important protections), and answer your burning questions about suspensions, discriminatory language, and the power of a sincere apology.

The stakes are high – with tribunal compensation caps now reaching £118,223 and additional penalties of up to £20,000 for aggravated breaches. But with clear policies, trained managers, and consistent application of fair procedures, you can maintain professional standards while protecting your business. Grab my free disciplinary flow chart in the show notes, and if you're facing a thorny situation right now, book a short advice call before it becomes a four-figure mistake. Remember, being the grown-up in the room means pausing, following process, and choosing proportionate outcomes – even when emotions run high.

Download the Disciplinary Flow

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!

Office dogs can transform workplace culture when implemented thoughtfully, but require careful planning to avoid potential pitfalls. From boosting morale and facilitating connections between colleagues to serving as recruitment tools, dogs offer numerous benefits that must be balanced against considerations for allergies, safety, and fairness.

• Dogs can significantly improve workplace morale and reduce stress levels
• Regular dog walks encourage movement and provide healthy reset breaks
• Dogs act as natural ice-breakers, enhancing communication between colleagues
• Pet-friendly policies can serve as effective recruitment and retention tools
• Allergies and phobias must be taken seriously as potential legally protected conditions
• Safety considerations include accident risks, tripping hazards, and hygiene concerns
• The PAWS framework provides structure: Policy, Assessment, Welfare, Space/Systems
• Essential checks include lease agreements, insurance coverage, and equality obligations
• Start with a pilot programme—one calm dog, one day a week for a limited time
• Traffic light system helps decision-making: Red (stop), Amber (fix issues), Green (proceed)

If this episode was helpful, follow the show and share it with a fellow manager, and if you've got a sticky pet policy question, send it in. Anonymised is fine and I'll tackle it in a future episode.

Thank you for tuning in to Buzzing About HR with Kate Underwood!
If you enjoyed today’s episode, don’t forget to subscribe, rate, and leave a review—your feedback helps us grow and reach more people like you.

Have questions or need HR advice? Reach out to Kate Underwood HR & Training at www.kateunderwoodhr.co.uk, email us on [email protected] or follow us on social media for more tips, resources, and updates.

Until next time, keep buzzing and take care of your people!