Zest Expert HR Solutions

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Zest Expert HR Solutions

We help ambitious, values-led businesses grow without the people problems holding them back.

We’re the strategic and hands-on HR partner who gets in, sorts it, and sets up systems that work for real people – not just the policy manual. Every business needs an HR professional – whether it be for hiring staff, drawing up contracts of employment or dealing with employee disputes. Having this resource all in one place will save valuable time, money and reduce risk, therefore helping you to ga

in a competitive edge from your most valuable asset, your staff. From recruitment to retirement and all the stages in between, our services encompasses the entire employment lifecycle.

05/06/2026

From 1 July, every new hire you bring in will be able to claim unfair dismissal after just 6 months.

Business owners, please don't think of this as a future problem.

You're exposed right now if any of these apply to you:

⚫ Your contracts still have 12-month probation clauses
⚫ Your managers aren't documenting performance conversations
⚫ Your onboarding process is basically "here's your laptop, crack on"

The first wave of claims under the new rules could land as early as January 2027. Which sounds far away until you realise that the people you hire next month are the ones who'll be protected.

The average unfair dismissal award is already £13,749. And that's before you factor in legal fees, the time it drains from your team and the cost of replacing someone mid-claim.

This is what you can do now to get ahead.

👇

03/06/2026

From 1 July 2026, fired employees can claim unfair dismissal after just 6 months of working for you.

If you're still hiring on gut feel, winging probation periods or relying on managers to "just handle it", this change might catch you out.

The good news is that you've still got time to get ready.

Here are 5 things to do before the deadline hits.

29/05/2026

When an employee asks for a flexible working arrangement, how do you say yes without causing problems for everyone else?

Flexible working doesn't have to be all or nothing.

There are setups that give your employees what they're asking for while keeping your operations intact.

Below are 6 options that are already working well in other small businesses. Some will suit your team. Some won't. But knowing your options puts you in a stronger position when the next request comes in.

If you want help with putting a flexible working policy together that actually fits how your business runs, we're always here for a chat.

26/05/2026

Big changes are taking place with the Employment Rights Act.

Are you aware of what's happening and what it all means for your business?

We've mapped out the various milestones so that you can see where things stand currently and where to focus next. 👇

If you want some clarity on what you need to take action on, get in touch and we'll be happy to chat things through.

22/05/2026

Two bank holidays in May.

Do you know how bank holiday pay actually works in your contracts?

Some staff are entitled to time off, others get enhanced pay. Some get neither.

If your wording is vague, expectations fill the gap.

We can help you to check your contracts and make sure that everyone knows where they stand.

19/05/2026

You know that performance conversation you've been putting off with a member of your team?

The longer you leave it, the harder it gets to fix.

What started as a small issue becomes a pattern and, by the time you address it, you might be dealing with a formal process instead of a quick correction.

We know that giving feedback is something many business owners avoid. So, we've put together some advice on how to deliver feedback that's direct, fair and actually gets results.

Have a read below.

15/05/2026

Are you using AI for HR and worrying that it might be getting things wrong?

So many small businesses use AI because it's fast, free and convenient. But doing so comes with risk.

For example:

● AI can make errors in contract clauses (or miss out important clauses altogether)
● AI might leave gaps in your processes when generating a dismissal letter
● Or it creates a policy document that doesn't reflect what your managers actually do

All of this can leave you at risk of dispute or even tribunal if something goes awry.

It's not all doom and gloom and AI can be useful for certain HR tasks.

But you need to know where that line sits in order to protect your business.

How confident do you feel in knowing when and when not to use AI?

14/05/2026

Do you know what the Employment Rights Act updates are and how they affect your business?

This isn't something business owners can sleep on.

New laws are being introduced that affect many areas, from training to workforce planning to tighter performance documentation.

Here's a summary of what you need to know, plus the actions you need to take and when.

📌 Milestone 1: Changes already in force

● Protective awards in collective redundancy cases can now reach 6 months of pay.
● Paternity Leave and Unpaid Parental Leave now start from Day 1.
● Bereaved Partner’s Paternity Leave applies.
● Statutory Sick Pay begins on Day 1 with no lower earnings limit.
● Whistleblowing protections have expanded, including around sexual harassment.
● Trade union recognition is now simpler.
● The Fair Work Agency has been established.
● Updated menopause and gender equality guidance applies.

What this means: Many employers now need updated policies, contracts, absence processes and manager training.

📌 Milestone 2: 6-month unfair dismissal rights

From 1 July 2026, new starters will qualify for unfair dismissal protection after 6 months of service.

What this means:
Probation management, early performance handling and documentation must be tighter. Informal or rushed dismissals now carry much higher risk.

📌 Milestone 3: October 2026 changes

● A new duty to prevent sexual harassment.
● Stronger trade union access.
● Requirement to inform staff about their right to join a union.
● Fair Pay Agreement body for Adult Social Care.
● Tighter tipping rules.
● Further recognition reforms.

What this means:
Stronger prevention measures, clearer reporting routes and updated onboarding and training will all be needed.

📌 Milestone 4: Changes in 2027

● 6-month unfair dismissal qualifying period fully applies.
● Potential for uncapped compensatory awards.
● Greater protection for pregnant employees and new mothers.
● Changes to flexible working.
● Statutory bereavement leave, including pregnancy loss.
● New rules ending exploitative zero hours practices.
● Regulation of umbrella companies.
● Fire and rehire becoming automatically unfair in most cases.

What this means:
These changes will reshape workforce planning, dismissal handling, shift scheduling and how contractual changes are managed.

Which of these milestones will create the biggest shift for your business this year?

13/05/2026

20 May is International Human Resources Day.

If you're running HR on top of everything else, this one's for you.

No formal training. No handbook. No one to call when it gets complicated. You still show up and deal with it.

That deserves recognition, and proper support behind it.

We can take the guesswork out of your people management.

12/05/2026

How much time do you spend managing holiday requests?

If you don't have a clear process, it probably feels like more than it should. It's always down to you to scramble for cover and manage who should be working when.

Get it wrong and it can quickly become part of a bigger grievance. What feels like a minor scheduling issue can escalate when an employee feels that they've been treated unfairly.

But don't worry. A few simple changes can take the hassle out of it.

Below are 5 ways to get your holiday process working properly.

Take a look and if you need help with your holiday requests, we're always here to help.

Address

Basingstoke

Website

http://www.zesthr.co.uk/

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