Human Resources

When a death occurs in a family or close circle, work quickly becomes secondary to grief, practical arrangements and emotional recovery. Bereavement leave exists to give employees time off work during these circumstances.

Around 1 in 8 people in the UK have gone through a bereavement since the start of the coronavirus pandemic (Marie Curie UK research). Yet in the UK it is only partly defined by law. As a result, both employers and employees are often unsure about entitlement, pay and duration.

In this article, we explain how bereavement leave works in the UK and how organisations can support employees with clarity and compassion.

Becoming a mother marks an important stage in every personal and professional journey. From an HR perspective, it comes with a list of quite a few things to consider: legal obligations, staffing gaps, pay arrangements, and compliance. Amidst all that, supporting the health and wellbeing of pregnant employees should always stay a priority. 

Paternity leave is a statutory employment right that allows eligible employees to take time away from work following the birth or adoption of a child. For employers, understanding how paternity leave in the UK works is essential for meeting legal obligations, ensuring payroll accuracy, and maintaining workforce continuity. The rules governing paternity leave are set out in legislation and supported by guidance from public bodies, but practical implementation still requires careful management.

Employees often ask the same practical questions: How many hours do I need to work before I get a lunch break? Is it paid? What does the law actually require? For employers, the challenge is balancing legal duties with genuine care for staff wellbeing.

When an employee’s child falls ill unexpectedly or their parent suffers an accident, work becomes secondary to the immediate crisis. UK employment law recognises this through a statutory entitlement known as time off for dependants, or dependants’ leave—a legal safeguard permitting employees to address genuine emergencies involving those who depend upon them.

Since the pandemic, flexible working has become a top employee benefit. Flexiwork is the umbrella term for arrangements that let people choose where, when, or how many hours they work. It includes models like remote, hybrid, and flexitime.

Below, we outline the nine core types and how to run them effectively with the right time and attendance software. In addition, we’ll cover how to keep hours, approvals, and coverage transparent for HR and employees.

HR teams are increasingly expected to create solutions that truly support employees. In 2025, work-life balance overtook pay as the top priority for job seekers worldwide. Yet achieving it remains one of the toughest challenges for organisations. So, what is work-life balance really, and why does it continue to slip out of reach? This article shows how HR specialists, with the right tools, can turn an ongoing struggle into a measurable strategy for engagement.

Whether you're managing people, projects, or performance, your success depends on using your resources wisely. But in a fast-moving workplace, that’s easier said than done. From allocating staff to tracking capacity, resource planning helps you stay one step ahead, without wasting time, money or talent.

So what exactly is resource planning? How does it link with Enterprise Resource Planning (ERP) tools and HR planning? And how can you build a resource plan that adapts as your business evolves?

Let’s break it down.
 

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?