Buzzing About HR

In this episode of Buzzing About HR, I am tackling one of the biggest time drains in small businesses. HR paperwork that looks official, feels important, and then completely lets you down the moment something goes wrong.

If your records are scattered across folders, screenshots, WhatsApp messages, and policies no one has opened since 2022, this one is for you.

This episode is about getting you out of the paperwork snowstorm and into something much simpler. Records that are short, signed, dated, and easy to find. The kind that actually protects your people and protects your business when it matters.

We start with the two extremes that cause the most pain. No records at all, or mountains of paperwork nobody reads. I talk through why clear, focused evidence changes everything when regulators or tribunals get involved, and why more paperwork does not automatically mean more protection.

I also break down what UK employers genuinely need to keep, without the legal waffle. I group it into five simple buckets that make sense in real life. People basics. Pay and time. Conduct and performance. Health and safety. Data and fairness.

To make it workable for small teams, I talk about splitting responsibility properly so it does not all land on one poor soul. Owner. Payroll. Admin. Safety support. Shared responsibility is what stops things from falling through the cracks.

You will come away with a clear view of the records that really matter. Contracts. Right to work checks. Induction checklists. Training records with proof. Risk assessments that name actual controls. Accident logs. Short conduct notes. Grievance outcomes. Leaver checklists. Not pretty folders. Useful evidence.

We also get into the everyday dramas that trip businesses up. The signed policy nobody follows. The verbal warning that lives only in someone’s head. The training session has no proof. The grievance is buried in WhatsApp. For each one, I share a simple fix that turns chat into something you can actually rely on.

If you are ready to swap noise for clarity and sleep a bit better knowing your records would stand up if tested, this episode is for you.

Subscribe, share it with another small business owner or HR team of one, and leave a review telling me your biggest paperwork headache.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

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

In this episode of Buzzing About HR, we start with a first day that far too many people recognise. No logins. An induction from 2016. A team who did not know someone was starting, let alone their name. And by lunchtime, that new hire is already wondering if they made a mistake.

A messy first day tells people everything they need to know about your business. And it is rarely the message you want to send. This episode is about turning that chaos into a simple, repeatable onboarding system that helps good people settle, feel valued and actually stay.

If you run a UK small business or you are the HR team of one, this is a practical blueprint you can put into action straight away. We break onboarding down into five clear stages. Before they start. Day one. Week one. Month one. And the first 90 days. Nothing fluffy. Just what needs to happen, when, and who owns it.

I talk through why the first week matters more than most businesses realise. It builds trust, cuts mistakes and stops people quietly disengaging before they have even found their feet. We also cover the UK legal basics that need to be right from the start, including contracts on or before day one, right to work checks, correct pay, basic health and safety and handling personal data properly. Getting these right early builds instant credibility.

Then we get practical. I show you how to split onboarding roles across tiny teams without overwhelming anyone. Owner, buddy, IT, payroll and even virtual assistants all have a part to play. You will hear what a realistic first day actually looks like, including a calm start time, meaningful work before lunch and a clear finish with a plan for tomorrow.

You will also get quick wins for both on site and remote starters. Simple things like a one page day one plan, a booked lunch with friendly faces, short screen recordings for common tools and daily buddy check ins that stop small worries growing into big problems. I share simple scripts and templates you can reuse, from welcome messages to those slightly awkward wobble conversations that can make or break confidence.

We also talk about spotting early signs that someone might leave. Silence in meetings. Repeated small errors. Eating lunch alone every day. And more importantly, what to do within the first seven days to turn things around. Clear milestones keep it fair and focused, with simple goals, check ins and decision points that protect both the business and the individual.

Build onboarding once and run it every time. That is how culture becomes visible. Ready beats winging it. Kindness beats chaos. And cake always works better when there is a plan.

If this episode helped, follow the show, share it with a founder who is hiring, and leave a quick review so more small teams can find a calmer way to onboard.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

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

Ever opened a simple holiday request and felt your stomach tighten?

It is just time off. It should be straightforward. But in small businesses, annual leave can turn into one of the biggest sources of tension. School holiday clashes. “I booked first” debates. Quiet swaps that no one tells you about. And suddenly what should restore energy is quietly draining trust.

In this episode of Buzzing About HR, we break down why leave becomes such a flashpoint and how to fix it with clarity, fairness, and speed.

We start by stripping policy back to what actually matters. Short rules that people can find and understand. Naming peak weeks upfront instead of pretending they do not exist. Being honest about how many people can realistically be off at once. And choosing a fairness method that actually fits your team. That might mean rotating priority year to year. Capping peak-season leave. Or running a genuine first-come-first-served system that everyone can see is fair.

We also talk about speed. Nothing fuels anxiety like silence. A simple rule such as deciding within five working days, or setting a clear decision date, removes so much drama. And when you do have to say no, we cover language that keeps it about capacity, not character, and offers workable alternatives instead of a blunt refusal.

Then we get into the messy middle. Manager inconsistency. Swaps happening in the shadows. Hero culture where one person never takes leave and everything collapses the moment they finally do. We talk about making swaps visible, aligning managers so everyone applies the same approach, and creating simple cover plans that spell out what continues, what can pause, who is backing up, and where instructions live.

Most importantly, we talk about real switch off. Defining what counts as an emergency. Stopping the habit of pinging people while they are away. And modelling boundaries from the top so rest feels safe, not risky.

If you are tired of rota jigsaws, guilt trips, and last-minute tension, this episode gives you a calmer, fairer way to handle leave in a small team.

Subscribe, share it with a fellow manager, and leave a quick review telling us the one change that would make time off feel fair in your workplace.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

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

In this episode of Buzzing About HR, we are talking about that moment every small business owner dreads. The kettle is on, payroll is tight, and an email lands with a counteroffer attached. July has a habit of doing this. Budgets are already set, cover is thin, and suddenly a competitor is waving a bit more money or the promise of Fridays off.

The temptation is to panic, match it, and hope for the best. The problem is that one quick yes can quietly set fire to your pay structure.

So this episode is about doing the opposite.

I walk you through a calm, repeatable way to make fair pay decisions that help you keep good people without breaking trust across the rest of the team.

We start with equal pay in plain English. Same work, similar work, or work of equal value means the same pay. And when someone says “market rate”, I talk about what real evidence looks like and why gut feel does not cut it.

From there, I take you through a simple decision flow you can use every time. Pause. Set a review date. Check the legal baseline. Be clear about the reason for any change. Look at the roles around it. Sense check gender pay risk. No drama. Just structure.

We then look at the different tools you can use depending on the situation. Sometimes it is a short-term retention payment. Sometimes it is moving the rate for the role and applying it fairly. Sometimes it is a step-up increase with clear expectations, or a temporary allowance with a proper end date. The point is to match the fix to the problem, not just throw money at the loudest moment.

I also call out the traps that cause chaos. Pay compression. Secret pay rises. And the dangerous habit where threatening to leave becomes the only way someone gets noticed.

If you run a small business or you are the HR team of one, this episode gives you a practical toolkit to bring daylight to pay decisions, reduce risk, and stop rumours before they start.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

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

Ever looked at someone on a monthly invoice and thought, “They’re freelance… I think”?

This episode is for that moment.

In this episode of Buzzing About HR, I get into one of the most common and risky questions small businesses ask. Is this person genuinely self-employed, or have we accidentally created an employment relationship and just called it freelance?

Because the label does not save you.

If someone works regular hours, only really works for you, follows your systems, and looks for all the world like part of the team, HMRC is not going to be impressed by the word “freelancer” in the contract. They care about what is actually happening day to day.

And this is not just a big business problem. We have all seen the headlines around presenters, broadcasters, and referees, but small businesses get caught too. The tax risk, the employment rights risk, and the “how did we not spot this sooner?” panic are very real.

So in this episode, I talk through a simple freelancer sanity check you can actually use. We cover the things that really matter. Control. Substitution. Mutual obligation. Length of relationship. Day-to-day reality. Not just what the paperwork says, but what the arrangement looks and feels like in real life.

I also talk about why employment status is not static. Someone can start out genuinely freelance and, over time, quietly become something else if the relationship changes and no one stops to review it.

This is about more than avoiding an HMRC headache. It is also about fairness, clarity, and not leaving yourself with a messy situation that could have been dealt with much earlier.

If you use freelancers, contractors, or consultants in your business, this episode is well worth a listen. It might save you a lot of money and a lot of stress.

Subscribe, share it with a business owner who needs a reality check, and leave a review so more small businesses can get this right before it gets expensive.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

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

Hiring should show you who can do the job. Not who can cope best with a noisy room, a vague task, and a stopwatch.

In this episode of Buzzing About HR, I talk about neurodiversity in the workplace and how small, sensible changes can make hiring and day-to-day work better for everyone, not just neurodivergent employees.

Because this is where a lot of employers get stuck. They want to be fair, they want to do the right thing, but they are worried about saying the wrong thing, asking the wrong question, or turning the whole process into a paperwork marathon.

So we strip it right back.

We start with hiring. What are you actually trying to assess? If the role needs clear communication, problem-solving, and accurate updates, then test that. Not spelling under pressure. Not who performs best in a loud room with three people staring at them. I walk through how to redesign an assessment so it reflects the job properly, while still keeping standards high.

We also talk about reasonable adjustments under the Equality Act 2010. What “reasonable” actually means in real life. How to ask what someone needs without getting hung up on diagnosis. And why equal does not always mean identical.

Then we move into the workplace itself. Noise. Meetings. Vague instructions. Constant interruptions. All the little things that quietly make work harder than it needs to be. I share some simple changes that can make a big difference, like quiet work time, shorter written briefs, better meeting habits, and a basic manager approach that focuses on one thing. Spot the barrier, make an adjustment, check if it helped.

You will also come away with a simple do-next list. Rewrite one job advert. Split must-haves from learnables. Add an adjustments welcome line. Swap a generic pre-screen for a tiny real work sample.

The point is not to lower the bar. It is to make sure you are testing the right thing.

If you want stronger hiring, less chaos, and a workplace where more people can do their best work, this episode is for you.

Subscribe, share it with a hiring manager who needs a nudge, and leave a review telling us the first change you are going to make.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

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

Send us a text

Ready for the biggest shake-up in UK employment law in years? The Employment Rights Bill is no longer just a proposal – it's passed through the Commons and is in final review, with some provisions coming into force as early as late 2025.

The countdown has started on transformative changes that will affect every small business owner in the UK. From April 2026, employees will have day one rights to unfair dismissal protection, flexible working, and parental leave. The two-year service requirement? Gone. Non-disclosure agreements that silence harassment claims? Invalid. "Fire and rehire" practices? Soon to be automatically unfair.

But there's no need to panic. This episode breaks down exactly what's changing and when, separating confirmed provisions from those still under consultation. We explore the practical implications for zero-hours contracts, statutory sick pay reforms, and new leave entitlements including bereavement leave for early pregnancy loss.

Beyond just explaining the law, I walk you through specific actions to take now: reviewing contracts and handbooks, rethinking workforce planning if you rely on zero-hours arrangements, auditing your use of NDAs, and preparing your budgets for potential increased costs.

I've also tackled common misconceptions – no, extending probation periods won't protect you from unfair dismissal claims once the new rules take effect. And yes, these changes represent an opportunity to create more respectful, secure workplaces that benefit everyone.

Small businesses that prepare methodically now will avoid the panic later. Take it step by step, starting with your biggest risk areas. The businesses already adapting are seeing improved staff security, better scheduling, and more engaged teams.

Have questions about implementation timelines or how specific provisions might affect your business? Get in touch at kateunderwoodhr.co.uk or connect with me on LinkedIn for personalised support. Remember: stay proactive, stay decent, and always plan before you panic.

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!

If you have not looked properly at the Worker Protection Amendment yet, this is your nudge.

Since October 2024, all UK employers have a legal duty to take reasonable steps to prevent sexual harassment at work. And yes, that includes small businesses. There is no “we are too small for that” exception.

In this episode of Buzzing About HR, I break down what that duty actually means in real life. Not in legal waffle. In practical terms. What you need in place, what tribunals will care about, and where small businesses often get caught out.

Because this is not just about having a policy tucked away in a folder no one reads. It is about whether your people know what is okay, what is not, how to raise a concern, and whether managers will actually do something sensible if they do.

We talk about what reasonable steps look like for a small team. Updated policies. Some kind of training. A clear reporting route. Managers who know how to respond. A workplace culture where concerns are taken seriously instead of brushed off as “banter” or “just how they are”.

I also tackle the myths that get businesses into trouble. No, being small does not get you off the hook. No, “they did not mean anything by it” is not a defence. And no, waiting until someone complains is not prevention.

We get into the real-world questions too. Staff nights out. Customer behaviour. What to do if someone raises something informally. How to handle concerns quickly without making the whole thing worse.

This episode is about taking sexual harassment prevention off the scary pile and turning it into something manageable. Because prevention is always easier, cheaper, and kinder than panic after the event.

If you run a small business, manage a team, or know this is something you keep meaning to sort properly, this one is for you.

Subscribe, share it with a manager who needs to hear it, and leave a review so more small businesses can find practical HR support before this becomes a bigger problem.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

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

If maternity paperwork makes you want to lie down in a dark room, you are not alone.

In this episode of Buzzing About HR, I break down maternity leave and Statutory Maternity Pay in plain English, so you can stop panicking every time HMRC sends you something that looks vaguely threatening.

Because this is one of those areas where a lot of small business owners worry they are going to get it wrong. The rules feel fiddly, the paperwork can be a pain, and the fear of saying the wrong thing is very real. But getting it right matters. Not just because of compliance, but because of how you handle maternity says a lot about your business and the kind of employer you are.

We cover the basics you actually need. Who qualifies for SMP, what notice employees need to give, how much you can reclaim from HMRC, and why some small employers can recover more than they realise. We also talk through the legal side, including maternity rights, pregnancy discrimination, and the newer redundancy protection rules that extend protection well beyond the birth itself.

I also share the step-by-step process I use to manage maternity properly, from the first conversation through to return to work. The aim is to help you feel calm, organised, and clear on what happens when, instead of juggling paperwork and hoping for the best.

And yes, we tackle the questions people actually ask. What if they do not come back? What if the role changes while they are off? What are you meant to do about KIT days, antenatal appointments, and all the practical things no one explains properly?

This episode is here to make maternity feel manageable, not overwhelming.

If you run a small business, manage people, or know this is one of those HR topics you tend to put off until it is urgent, this one is worth a listen.

Subscribe, share it with a manager who needs it, and leave a review so more small businesses can find straightforward HR support that actually makes life easier.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

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

Ever shoved a Performance Improvement Plan to the bottom of a drawer and hoped the problem might somehow sort itself out?

You are not the only one.

In this episode of Buzzing About HR, I talk about PIPs properly. Not as scary legal documents that everyone dreads, but as practical tools that can help someone improve and protect their business if things do not get better.

Because let’s be honest, most PIPs go wrong for one of two reasons. They are either too vague to be useful or so badly handled that they feel like the decision has already been made. Neither helps anyone.

We break down the three things every good Performance Improvement Plan needs. Clear, measurable goals. Realistic timelines with actual dates. And proper support is written down, not just assumed. If those three things are missing, you are already wobbling.

I also walk through a simple seven-step process that makes the whole thing feel more manageable. How to gather the evidence, set SMART objectives, agree sensible timelines, offer support that is real, run the meeting properly, keep track of progress, and close the process without drama.

And yes, we cover the awkward bits too. What if someone refuses to sign? What if the person works remotely? What if mental health might be part of the picture? These are the questions managers always ask, and they matter.

This episode is about getting performance management right before it turns into a bigger mess. Because a decent PIP is not about catching someone out. It is about being clear, fair, and giving them a real chance to improve.

If you run a small business, manage people, or tend to avoid performance conversations until they are already painful, this one is for you.

Subscribe, share it with a manager who needs it, and leave a review so more small businesses can find practical HR support that actually helps.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

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