Bearman HR Consultancy Ltd

Bearman HR Consultancy Ltd Commercially driven HR solutions supporting start-up & SME businesses achieve growth:

📍Kent & London
📧 [email protected]
Empowering Business.
(1)

Enriching Community. Transforming Workplaces.

𝐃-𝐃𝐚𝐲 𝟔𝐭𝐡 𝐉𝐮𝐧𝐞 𝟏𝟗𝟒𝟒Today we remember those who landed in Normandy and the generations who stood together against tyranny...
06/06/2026

𝐃-𝐃𝐚𝐲 𝟔𝐭𝐡 𝐉𝐮𝐧𝐞 𝟏𝟗𝟒𝟒

Today we remember those who landed in Normandy and the generations who stood together against tyranny and evil.

Britain, the Commonwealth and Allied nations united around shared values, duty, courage and service. Different people, one common purpose.

In an increasingly divided world, those shared values remain as important today as they were in 1944.

D-Day reminds us that unity, belonging and a commitment to something greater than ourselves are powerful forces for good.

🌹𝐋𝐄𝐒𝐓 𝐖𝐄 𝐅𝐎𝐑𝐆𝐄𝐓🌹

Collective redundancy rules have changed…One of the more technical (but high-risk) changes under the Employment Rights A...
05/06/2026

Collective redundancy rules have changed…

One of the more technical (but high-risk) changes under the Employment Rights Act 2025 is now in force and affects when collective redundancy consultation is triggered.

Since April 2026:

1. Redundancy numbers may need to be assessed across the whole business, not just one site – where multiple sites apply

2. Employers may need to consult earlier than they were previously expected to

3. Enforcement and scrutiny have increased, even where there is no employee complaint

For many businesses, this will not be an everyday issue. But when restructures do happen, getting the process wrong can be expensive, disruptive, and time-consuming.

In our latest blog, we have broken down:

• What has changed
• What has stayed the same
• What employers should be doing in light of the new rules

Read the full blog here: https://www.bearmanhr.co.uk/post/collective-redundancy-changes-in-2026-what-employers-need-to-know

As with many of the recent employment law reforms, preparation remains key. Employers who understand the changes and review their processes now will be in a much stronger position if restructuring becomes necessary.

Whistleblower protections changed in April 2026 under the Employment Rights Act 2025.The changes expand protected disclo...
27/05/2026

Whistleblower protections changed in April 2026 under the Employment Rights Act 2025.

The changes expand protected disclosures to include areas such as:

• Sexual harassment
• Environmental concerns
• Human rights issues
• Wider public interest matters

For employers, this is not just a policy update.

It is about ensuring employees feel safe raising concerns, managers understand how to respond appropriately, and reporting processes are clear, confidential, and trusted.

The strongest whistleblowing frameworks are not built on fear. They are built on consistency, clarity, and culture.

We’ve broken down:
✔ What’s changing
✔ What employers need to review
✔ Practical steps businesses should be taking now

Read the full blog here:
https://www.bearmanhr.co.uk/post/whistleblowing

23/05/2026

Haven’t posted for a while so thought I’d give a bit of an update.

128% growth last financial year.

4 months into this one and somehow we’re already tracking at double numbers again.

Honestly though...the bigger shift has been personal.

I wasn't massively spiritual … but too many things have happened lately for me to keep calling it coincidence.

Feels like life has been taking me somewhere whether I planned it or not.

I’ll share more over the next week 👀

Bruiser's HR Surgery“Tom has been off sick for 5 weeks now… can’t we just sack him?”We hear this more often than you’d t...
26/03/2026

Bruiser's HR Surgery

“Tom has been off sick for 5 weeks now… can’t we just sack him?”

We hear this more often than you’d think.

The short answer is ❌ it’s not always that simple.

Sickness absence needs to be handled carefully, fairly, and with the right process, otherwise you are opening the door to serious risk.

So, what should you be doing instead?

✔️ Stay in regular, appropriate contact
✔️ Understand the reason for the absence
✔️ Get the right medical input where needed
✔️ Follow a fair and consistent process

It is not just about how long someone’s been off sick, when it comes to a tribunal claim, it is about what you have done as an employer during that time.

Act too quickly, outside of policy or without a strategic plan of action, and it can cost you far more than 5 weeks’ absence ever would.

HR is not about knee-jerk decisions or making things more complicated than it needs to be, it is about getting it right and protecting your business.

📩 If you are dealing with a situation like this and are not sure what the next step is, that is where we come in. Get in touch to talk it through.

Bearman HR, here when you need us.

This week, we are continuing, and concluding, our focus on our first pillar of people strategy: Attraction. So far, we h...
24/03/2026

This week, we are continuing, and concluding, our focus on our first pillar of people strategy: Attraction.

So far, we have explored:

• The impact of role clarity
• The balance between skill and fit

Now we are looking at another common challenge in recruitment - speed vs structure.

In many organisations, hiring needs to happen quickly. Vacancies create pressure, workloads increase, teams feel the strain. So, decisions are often made at pace, sometimes relying on instinct rather than a consistent process.

But, when speed replaces structure, risk increases. Inconsistent interviews, missed red flags and subjective decisions can all lead to expensive hiring mistakes.

Structure doesn’t mean unnecessary process or corporate red tape, it means creating a clear, consistent approach that supports better decision-making.

Here, we explore why balancing speed with structure leads to stronger, more reliable hiring outcomes.

⬇️ Swipe through to learn more.

At Bearman HR, we support organisations to put practical, proportionate structure around their recruitment processes, helping you make confident, well-informed hiring decisions.

If you’re planning to hire and want to strengthen your approach, feel free to get in touch.

Next week, we will be moving onto the second pillar: Engagement.

Most hiring mistakes do not necessarily look expensive at first.It’s only later:- When time is lost- Teams are stretched...
19/03/2026

Most hiring mistakes do not necessarily look expensive at first.

It’s only later:

- When time is lost
- Teams are stretched, and
- Performance drops

that the real cost shows up.

And for SMEs, that cost hits even harder.

One bad hire doesn’t just impact one role… it affects your time, your team, and your growth.

We see it all the time.

If you’re planning to hire this year, it’s worth understanding what’s really at stake, and how to avoid turning it into an expensive lesson.

Have a read and let us know what you think 👇

If you want support getting your next hire right, feel free to drop us a message or reach out directly.

Last week we started exploring the first pillar of successful people strategy: Attraction. We looked at how a lack of ro...
11/03/2026

Last week we started exploring the first pillar of successful people strategy: Attraction.

We looked at how a lack of role clarity can create recruitment challenges before the hiring process has even begun.

This week, we are focusing on another common hiring risk for growing businesses: hiring for skill over fit.

Of course, capability matters. Every role requires the right level of experience and technical knowledge. But, in smaller teams, behaviour, attitude and values alignment often matter just as much.

Because in a team of six, one person’s approach to communication, accountability or collaboration can influence the entire working environment.

The wrong hire in a small team doesn’t just affect performance… it impacts culture, relationships and momentum.

In the carousel below, we explore why balancing skill and fit is one of the most important decisions businesses can make when hiring.

⬇️ Swipe through to learn more.

At Bearman HR, we support organisations through the full recruitment process, helping define roles, design job adverts, screen candidates and support effective interview and selection decisions.

If you're planning to hire and would like to discuss how we can help you attract and select the right people for your business, we would love to hear from you so get in touch.

Last week we shared the four core pillars of successful people strategy.At Bearman HR, we believe strong businesses buil...
05/03/2026

Last week we shared the four core pillars of successful people strategy.

At Bearman HR, we believe strong businesses build their people strategy on four core foundations:

- Attraction
- Engagement
- Development
- Retention

When these pillars are aligned, organisations don’t just fill roles, they build capability, stability and long-term growth.

But like any structure, if one pillar is weak, the whole strategy becomes unstable.

Over the next few weeks, we will drill down into each pillar, starting with the first: Attraction.

Most recruitment challenges do not actually start with a lack of candidates. They start with a lack of clarity.

In the carousel below, we explore one of the biggest hidden recruitment risks for growing businesses, which is undefined roles.

⬇️ See below to learn more.

At Bearman HR, we support businesses with the full recruitment journey, from defining the role and designing the advert through to CV screening, interview support and offer management.

If you're planning to hire and would like to discuss how we can support you in attracting and selecting the right people for your business, please get in touch.

People strategy isn’t a “nice to have”. It’s the foundation of sustainable business success.Yet UK businesses are losing...
26/02/2026

People strategy isn’t a “nice to have”. It’s the foundation of sustainable business success.

Yet UK businesses are losing an estimated £30 billion each year due to employee turnover - through recruitment costs, lost productivity, and the drain of valuable organisational knowledge.

When people management isn’t proactive, the risks build quietly:

❗ Higher attrition
❗ Disengagement
❗ Leadership time lost to avoidable staffing issues

At Bearman HR, our approach to people management is built on four core pillars:

🔹 Attraction – getting the right people through the door
🔹 Engagement – creating commitment, performance and momentum
🔹 Development – equipping them to grow with your business
🔹 Retention – protecting knowledge, skills and organisational memory

When these pillars are aligned, businesses don’t just fill roles, they build capability, stability and long-term growth.

When they’re not, businesses often find themselves stuck in costly recruitment cycles and reactive people management.

If you’re unsure whether your people strategy is protecting or exposing your business, now is the time to review it.

Book a no-obligation people strategy review today and see where your risks. and opportunities, really lie.

📩 Email: [email protected]
📞 Call: 07956 466247
🌐 Visit: https://www.bearmanhr.co.uk/

Let’s strengthen your people foundations before problems start costing you.

Because when people thrive at work, businesses grow.

Address

The Joiners Shop, Historic Dockyard
Wainscott
ME44TZ

Opening Hours

Monday 8am - 5pm
Tuesday 8am - 5pm
Wednesday 8am - 5pm
Thursday 8am - 5pm
Friday 8am - 5pm

Telephone

+447956466247

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