Not Another HRPodcast

What happens when an employee is arrested, accused of a serious crime or suspected of criminal activity in the workplace?

Can you dismiss someone who's been charged but not convicted? Should you investigate allegations yourself when the police are already involved? And what happens when an employee's behaviour outside work starts affecting the business?

In this episode of Not Another HR Podcast, Alastair Swindlehurst from EZHR and employment solicitor Rachel Rigg are joined by Jennifer Ferrario, barrister at Nine Chambers in Manchester, to explore where employment law and criminal law collide.

Drawing on real cases, including allegations of sexual assault, fraud, blackmail and serious criminal offences outside work, the team discusses the difficult decisions employers face when safeguarding, reputational concerns and employment rights come into conflict.

We cover:

• When criminal allegations outside work justify disciplinary action.
• How to manage an internal investigation alongside a police investigation.
• Why being arrested or charged doesn't automatically justify dismissal.
• The difference between criminal and employment investigation standards.
• What to do when you hear rumours of serious misconduct but nobody makes a formal complaint.
• How fraud, theft and blackmail should be approached in the workplace.
• Why rushing to suspend or dismiss an employee can create significant legal problems.
• The importance of properly trained managers and fair investigations.

AI Grievances, Tribunal Claims & Working from Home | Not Another HR Podcast Ep. 10

An 80-page grievance. A remote worker whose partner is doing their job. And a new presenter joining the sofa.

Welcome to episode 10 of Not Another HR Podcast, featuring Alastair Swindlehurst, Rachel Rigg and our new presenter, Siobhan Howard Palmer.

Siobhan joins the presenting team ahead of Rachel taking a temporary break. For this episode, all three get stuck into the workplace issues landing on their desks and what employers can learn from them.

In this episode:
 • Tribunal pressures and the cost of workplace disputes
 • Neurodivergence, reasonable adjustments and disability discrimination
 • AI-written grievances and getting clear about the actual complaint
 • Confidentiality when using AI tools
 • Why grievance and appeal meeting notes matter
 • Supporting employees and partners following pregnancy loss
 • Working from home, performance and the return to office debate
 • Trade union information duties and right to work developments

Expect practical perspectives, a few disagreements and plenty of conversation about the realities of managing people.

Subscribe for more episodes of Not Another HR Podcast.

Find our RTW download here 👇🏻 https://www.horsfieldmenzies.com/articles/po8mkxwc2p05rap81rmcw4h0hvh1m2 

October marks another important point in the ongoing changes to UK employment law, bringing with it a mix of new responsibilities, longer timescales and greater expectations on employers.

In Episode 9 of Not Another HR Podcast, Alastair Swindlehurst of EZHR and employment solicitor Rachel Rigg of Horsfield Menzies cut through some of the noise to explore what these changes could actually mean in the workplace.

We look at how the extension of Employment Tribunal claim limits from three to six months could change the way businesses approach disputes. With considerably more time potentially passing between an incident and a claim, keeping hold of the right evidence, records and witnesses becomes even more important.

We discuss the changes to third party harassment i. From customers and suppliers to delivery drivers, clients and people encountered at work events, we explores where an employer’s responsibilities begin and how far a business may reasonably need to go to protect its employees.

With trade union rights also evolving, Alastair and Rachel consider what greater access could look like in practice and why creating effective ways for employees to have a voice within an organisation could become increasingly valuable.

We talk about the latest EHRC guidance following the For Women Scotland decision, looking beyond some of the headlines to consider what the guidance means for single-sex spaces, workplace facilities and the continuing legal protections for trans people.

Finally we update on the Fair Work Agency and the direction employment enforcement is taking. National Minimum Wage, holiday pay and accurate employment records may not be the most exciting areas of HR, but they could become some of the most important for employers to get right.

Workplace disputes seem to be getting messier.

A performance issue becomes a grievance. The grievance triggers a DSAR. Someone goes off sick. ACAS gets involved. Before long, everyone is arguing about process and nobody can quite remember what the original problem was.

So, in Episode 8 of Not Another HR Podcast, Alastair Swindlehurst and Rachel Rigg ask a fairly simple question:

What row are we actually having?

They look at why workplace disputes seem to be becoming increasingly entrenched and whether some of the processes designed to resolve problems are actually making it harder for employers and employees to find a way forward.

There's also the small matter of the Employment Rights Act.

With changes to unfair dismissal protection approaching, employers are inevitably going to be looking much more closely at people with shorter service. But deciding someone isn't working out and dismissing them isn't always as straightforward as it sounds, particularly when multiple dismissals, restructures and collective consultation obligations start colliding.

Then there's the proposed new ACAS Code of Practice.

On paper, much of it sounds sensible: deal with problems earlier, try to resolve concerns informally, think carefully before suspending someone and make sure employees can properly participate in the process.

In reality?

It potentially asks a lot more of managers.

Alastair and Rachel get into what that could actually look like, including whether we've become too quick to suspend people, whether investigation meetings need to become more structured, how employers deal with reasonable adjustments they don't necessarily know are needed, and whether telling someone they're losing their job over Teams is ever really the right way to do it.

And then there's AI.

Because apparently a workplace grievance can now be 44 pages long.

What do you do when an employee gives you an enormous AI-generated grievance containing every conceivable allegation? Can you ask them to tell you what they're actually complaining about? And what happens if the genuinely serious issue is buried on page 37?

It's a conversation about where employment law, HR process and what actually happens between human beings at work don't always neatly line up.

There are some useful answers.

There are also quite a few more questions.

As ever, it's practical HR and employment law without pretending workplaces operate like textbooks.

And remember: it's a podcast, not legal advice.

In this episode, Rachel Rigg and Alastair Swindlehurst dive into significant changes in unfair dismissal law and the impact on HR practices. They discuss the reduction of the qualifying period to six months, the need for proactive and robust recruitment and onboarding strategies, and the importance of documenting performance and behavior from day one. The hosts warn against relying on fixed-term contracts and emphasize realistic expectations for settlement agreements. Managers are encouraged to set clear expectations, actively manage probation, and prepare for more complex claims, especially at senior levels, while maintaining transparency and supporting employees throughout their journey.

Artificial Intelligence is transforming the workplace—but most businesses are adopting AI faster than they're putting the right safeguards in place.

In this episode of Not Another HR Podcast, HR consultant Alastair Swindlehurst and employment solicitor Rachel Rigg explore the biggest technology and AI pitfalls they're seeing businesses fall into every week.

From employees using ChatGPT with confidential company information to AI-generated grievances, meeting recordings, data protection, automated HR decisions and the latest changes under the Data (Use and Access) Act, this episode is packed with practical advice for employers who want to embrace AI without creating unnecessary legal risk.

Whether you're an HR professional, business owner or manager, this episode explains where organisations are getting it wrong—and what you should be doing instead. 

In this episode

•  Using ChatGPT and AI safely in the workplace 
•  Protecting confidential company information 
•  Why recording every Teams meeting could create problems 
•  Fireflies, Otter.ai and AI meeting notes 
•  AI-generated grievances and disciplinary responses 
•  Automated decision-making and employment law 
•  Data protection and GDPR considerations 
•  AI-generated images and workplace harassment 
•  The new right to complain under the Data (Use and Access) Act 
•  Practical policies every employer should introduce now 

If your business is using AI—or your employees already are—this is an episode you won't want to miss.

Please find the BBC article here  https://www.bbc.co.uk/news/technology-65202597?app-referrer=deep-link 

📩 Got a question or topic you want us to cover? Get in touch:

EZHR: [email protected]
Horsfield Menzies: horsfieldmenzies.com

👍 Like, comment, and subscribe for more no-nonsense HR insights.

This week on Not Another HR Podcast, Rachel and Alastair tackle the growing tension between supporting employees and managing businesses that are already under serious pressure.

From occupational health frustrations and “reasonable adjustment” requests, to whether HR is becoming too bureaucratic, this episode dives into the messy reality employers are navigating right now.

We discuss:

• Why employers are seeing a huge rise in stress, anxiety and ADHD-related workplace issues
• The growing challenge of employees refusing occupational health referrals or medical evidence requests
• Whether HR teams are becoming too reactive — and why some businesses think getting rid of HR would solve their problems
• The difference between strategic HR and process-heavy bureaucracy
• Why businesses are quietly struggling with rising costs, restructures and redundancies
• How managers can handle difficult conversations without making situations worse
• The importance of early intervention, curiosity and practical problem-solving
• Why occupational health reports are only as good as the information you give them
• The risks of avoiding performance management because of tribunal fear
• Plus: World Cup disruption planning, flexible working, football chaos and Scottish bank holidays

As always, this episode is packed with practical HR and employment law insight, real workplace examples, and a healthy amount of sarcasm.

This is general discussion only and not legal advice. If you need advice on a specific issue, seek professional support.

  The growing complexity of workplace health and reasonable adjustments
A major focus is how employers are increasingly dealing with employees raising issues related to ADHD, stress, anxiety, IBS, autism, and other conditions. The hosts discuss the challenge of balancing genuine support with practical business needs, especially when employees resist occupational health assessments or provide limited medical evidence. 

  The evolving role — and criticism — of HR
The speakers react to claims that “getting rid of HR gets rid of HR problems.” They debate whether HR departments create bureaucracy or provide strategic value, arguing that effective HR should be commercially aware, flexible, and integrated into business decision-making rather than simply reactive or procedural. 

  Economic pressure and instability affecting businesses
The conversation highlights financial strain on companies due to rising costs, National Insurance increases, energy prices, and post-COVID economic pressures. They discuss redundancies, administrations, restructures, and business owners looking for exits as signs of a difficult economic climate. 

  Managing employee relations proactively and pragmatically
Across topics like disciplinary procedures, disability accommodations, tribunals, and even World Cup disruptions, the hosts repeatedly stress the importance of early intervention, clear communication, occupational health input, and practical management strategies rather than avoiding difficult conversations or becoming overly bureaucratic.

In this episode of Not Another HR Podcast, Rachel Rigg (Horsfield Menzies) and Alastair Swindlehurst (EZHR) unpack the growing pressure facing employers as tribunals rise, grievances become more complex, and AI starts inserting itself into workplace disputes.

From sexual harassment and ADHD-related claims to AI-generated grievances and six-year tribunal timelines, the conversation looks at what’s really happening behind the scenes in HR and employment law right now, and why so many employers feel like they’re constantly on the back foot.

They explore:
Why employment tribunal claims are increasing—and how long cases are now taking to reach a hearing 
✅ The rise in sexual harassment and ADHD-related workplace disputes 
✅ How AI-generated grievances, contracts, and “legal advice” are creating new risks for employers 
✅ Why performance management processes often fail before they even begin 
✅ The problem with overcomplicated appraisals, KPI overload, and managers avoiding difficult conversations 
✅ Practical ways businesses can track grievances, manage claims, and reduce legal risk before problems escalate 

Along the way, there’s plenty of realism (and sarcasm) about settlement culture, pointless appraisal forms, managers avoiding awkward conversations, and the growing challenge of keeping workplace processes practical in an increasingly complicated legal landscape.

As always, this episode is packed with practical insights—but it’s not legal advice. With tribunal backlogs growing and employment law continuing to evolve, employers are having to balance compliance, common sense, and damage limitation in real time.

📩 Got a question or topic you want us to cover? Get in touch:
EZHR: [email protected]
Horsfield Menzies: horsfieldmenzies.com
👍 Like, comment, and subscribe for more no-nonsense HR insights.

In this episode of Not Another HR Podcast, Rachel Rigg (Horsfield Menzies) and Alastair Swindlehurst (EZHR) break down the latest developments in UK employment law—and what they actually mean for employers trying to keep up.

From April’s annual rate increases (including National Minimum Wage, SSP, and redundancy caps) to the ever-evolving complexity of holiday pay, the conversation dives into the practical realities behind the headlines.

They explore:

•  The real impact of updated Vento bands for discrimination claims 
•  Why holiday pay compliance is still one of the biggest risks for employers 
•  The upcoming Fair Work Agency—and why it could be a bigger deal than many realise 
•  Changes to umbrella companies and tax liability 
•  The growing complexity of managing casual workers and sick pay
•  Early insights into potential restrictive covenant reforms

Along the way, there’s a healthy dose of realism (and sarcasm) about system gaming, policy gaps, and the challenges facing managers “in the wild.”

As always, this episode is packed with practical insights—but remember, it’s not legal advice. With so much still evolving, this is very much a “watch this space” moment for HR and employment law.

📩 Got a question or topic you want us to cover? Get in touch:

EZHR: [email protected]
Horsfield Menzies: horsfieldmenzies.com

👍 Like, comment, and subscribe for more no-nonsense HR insights.

April is bringing a wave of HR changes—and if you’re an employer, it can feel like you’re about to be hit by all of them at once.

In this episode of Not Another HR Podcast, Alastair (Founder at EZHR) and Rachel (Senior Associate at Horsfield Menzies) break down what actually matters, what’s just noise, and where businesses should focus their time.

From statutory sick pay changes and National Minimum Wage increases to flexible working updates, trade union rights, and the looming Fair Work Agency—this is your straight-talking guide to staying compliant without losing your mind.

They also get into:

Why most employers are overthinking policy updates
The real risk behind “small tweaks” to employment law
Whether the new youth employment incentives actually work
Why homeworking risk assessments are back on the radar
And how to talk to your SLT about all of this without causing panic

As always—this is opinion, not advice. But it might just save you a headache (or a tribunal).

👉 Download the April HR Cheat Sheet: The EMPLOYMENT RIGHTS ACT CHEAT SHEET — EZHR | Making HR Really Easy