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For many employers, probationary periods have traditionally provided a valuable opportunity to assess whether a new employee is suitable for a role before making a longer term commitment.

Flexible working has become a permanent feature of many workplaces. With employees able to make a statutory flexible working request from day one of employment, employers are increasingly being asked to consider alternative working arrangements. Whether employees are seeking to change their working hours, adjust start and finish times, work from home, compress their hours or adopt another working pattern, businesses need a clear and consistent approach.

The offshore industry is preparing for one of the most significant workforce policy changes in recent years. From 1 November 2026, a new maximum clothed weight limit of 124kg will apply to personnel travelling offshore under the Offshore Energies UK (OEUK) Safe Weight Limit Policy.

Over recent weeks, I've explored a number of significant employment and compliance developments affecting SMEs. However, HR compliance isn't about responding to individual changes in isolation. It's about making sure the foundations of your business remain fit for purpose as your organisation grows and employment requirements evolve.

The employment law enforcement landscape has changed.

The Employment Rights Act 2025 brings significant changes to employment rights across Great Britain, but the reforms are not arriving all at once.

Right to Work requirements are changing from 1 October 2026, extending responsibilities beyond traditional employment relationships. For SMEs that use contractors, subcontractors or other flexible working arrangements, now is the time to review how Right to Work compliance is managed.