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Whether you’re hiring seasonal staff, covering fluctuating demand, or managing a flexible workforce, 0 hour contracts remain a popular – and often misunderstood – solution across many UK sectors. While these contracts offer adaptability, they also raise complex questions around employment rights, holiday pay and legal obligations.

What does a zero hour contract really mean in practice? How can HR teams ensure fairness while staying compliant? And how do you manage payroll accurately when hours vary week by week?
 

Calculating holiday pay for zero hours staff is one of the most common – and misunderstood – challenges in HR and payroll. With hours varying week by week, how can you ensure every worker receives their full legal entitlement? And how do you stay compliant with evolving rules in the UK? 

This guide covers everything you need to know about zero hours holiday pay — including tips on how to calculate it correctly — to help you apply the right formula, avoid costly errors and treat your workforce fairly.
 

Staff turnover is more than just a number on a report, it’s a window into the health of your organisation. When employees leave faster than they arrive, the impact stretches far beyond recruitment costs. It touches morale, productivity, and your company's ability to grow sustainably. Understanding how to calculate staff turnover and what drives it is the first step toward building a more stable and engaged workforce.

Is your team quietly shrinking without clear warning signs? Could turnover be draining your performance budget more than you realise? And what if you could spot and stop the exit patterns before they escalate?

Getting the number of working days right is critical when calculating pay, planning rotas, or managing projects. Yet many UK employers still rely on guesswork or outdated manual methods, increasing the risk of errors. Whether you're calculating the number of working days between two dates for payroll or using Excel to forecast project deadlines, accuracy is key.

In this article, we explore how to calculate working days in the UK. 

We’ll show you how to account for weekends, public holidays and regional variations, so you can make decisions based on reliable timelines.
 

Knowing how to calculate and manage workable hours is essential for any UK employer. From ensuring fair scheduling to complying with legal limits on working time, the stakes are high. Whether you're an HR professional, a line manager, or a payroll specialist, a clear understanding of workable hours can help reduce risk, improve workforce planning, and support employee wellbeing.

How can UK employers calculate and manage workable hours effectively while staying compliant with working time regulations?

The employee life cycle is more than just a framework, it's a strategic lens through which HR professionals can view, support, and enhance every stage of the employee journey. From the first spark of attraction to long-term advocacy, every touchpoint shapes not only employee satisfaction but also business performance.

But how can HR teams design a journey that truly supports employees at every stage, while meeting compliance standards and business goals? Which model works best in the UK context, and what practical steps can you take  to improve performance at each phase?
 

Understanding break time regulations in the UK isn’t just about ticking legal boxes, it’s a key aspect of protecting employee wellbeing, maintaining productivity, and avoiding costly compliance risks. Whether you're managing office staff, shift workers or young employees, knowing exactly what the law requires can help create fairer, healthier working environments.

Let’s explore what the UK Working Time Directive says about breaks, how to handle long shifts, and the responsibilities employers must meet.
 

Statutory sick leave affects every UK workplace, yet many HR professionals struggle with its complexities. From calculating payments to managing long-term absences, getting it wrong can be costly, both legally and in terms of employee trust.

When employees drag themselves to work despite feeling unwell, many managers assume they’re witnessing dedication in action. The reality proves far more costly. Presenteeism – the practice of attending work while sick, stressed, or mentally unfit – represents one of the most significant yet overlooked drains on modern workplace productivity.

Research reveals that presenteeism costs employers two to three times more than direct medical expenses.? Understanding and developing targeted interventions has become essential for maintaining a competitive advantage.