People Matter - November 2025
HR Dept
The power of a domestic abuse policy
Do a bit of digging on the subject of domestic abuse and the facts and figures are shocking.
In March 2022 it was estimated that 2.4 million adults (16+) experienced domestic abuse in the preceding 12 months. One in four women and one in six men will experience domestic abuse in their lifetime. On average in England and Wales, a woman is killed by an abusive partner or ex every five days. Ten percent of those abused said it continued at work, usually through abusive emails or phone calls. Nearly half of people experiencing abuse said the perpetrator had stalked them outside their workplace or shown up at their work.
It's far more common than many people would like to imagine; and the workplace may be the main place of sanctuary for those suffering. Few employers, we believe, would stand by and not help if they knew abuse was occurring. But how can you signpost that you will support your staff?
Carefully thinking about how you can help, and then putting it down in a policy is a great place to start. What you include is up to you. We can help you write a bespoke policy.
Some of the areas for consideration include: signposting that affected staff can talk to you or a manager in confidence; allowing flexible working arrangements that help them manage their own situation; publishing details of charities and shelters that offer professional support; reviewing lone working or public facing roles if relevant; and altering payment methods (as abuse often includes imposing financial control).
Going further, train yourself and managers in spotting the signs of domestic abuse. For instance, they should be alert to someone regularly having supposed accidents that result in injury, or changes in behaviour such as no longer contributing or attending events in the way that they used to.
They need to be aware of masking strategies of those being abused, and how to manage sensitive conversations. Sadly, the stigma attached to abuse may mean people are reluctant to talk about it. You need to compassionately give them the space to approach you when they are ready.
If ever you think there is an imminent threat, call 999.
At The HR Dept, we have partnered with Domestic Abuse Education and Domestic Abuse Alliance to create the Working It Out pledge, raising awareness of this issue and giving businesses who want to help a framework to do so. We also offer training on the topic. To find out more, please get in touch.
New mental health first aid standards coming
On 10th October – World Mental Health Day – a public consultation was launched by Mental Health First Aid (MHFA) England for input into the new standards they are formulating.
Not every organisation will have the resources to have a mental health first aider, but where you do, it can have real benefits. According to a Deloitte survey in 2024, for every £1 invested in this area, £6.30 was generated in ROI for employers.
If you would like to participate in the consultation, they are welcoming input from employers among other stakeholders. You have until 10th December and can get started here. The end purpose is to produce clear, evidence-based guidance on incorporating best practice mental health first aid in the workplace.
Poor mental health is the number one reason for long-term sickness in the UK. It has ballooned since the pandemic. If you are experiencing staffing problems because of this and do not have a mental health first aider in your business, it is something to look at.
Their role is to spot the early signs of distress, initiate supportive conversations, listen actively and reassure, assess risk where a rapid escalation of support may be needed – say if self-harm occurs or could happen, and signposting appropriate help.
They don’t diagnose conditions or provide therapy, but they can be used as an in-house champion of positive mental health to reduce stigma and make it easier for colleagues to address issues.
Our sister company, The Health & Safety Dept, provides mental health first aid training. Ask us if you would like to find out more.
A step in the wrong direction
The Government recently published The Employment Tribunals (Early Conciliation: Exemptions and Rules of Procedure) (Amendment) Regulations 2025 in draft form.
It’s of note that, within it, the Acas early conciliation window has been doubled from six to twelve weeks. In theory, more opportunity to solve disputes before a court hearing is to be welcomed.
However, there is concern that when combined with measures in the Employment Rights Bill to extend the primary tribunal time limit to six months, this could see claims remain hidden in the woodwork for nine months, giving an unpleasant surprise way down the line for you. In fact, owing to a backlog at Acas, it could be a full year until you become aware of a potential claim.
The change is due to go live at the start of December. If you don’t already use it, our retained Advice Line service provides vital protections should you be subject to an employment tribunal claim.
Back to Black Friday
While most shops start stocking Christmas goods the moment Halloween is over, Black Friday is when the floodgates to the festive season truly open. If you run a retail business or are part of the supply chain, make sure your staffing arrangements are in order before shoppers descend on stores and websites in a frenzy.
Making sure you have adequate numbers of staff is the first point; you don’t want to miss out on trade, or let down customers because you are short staffed. Have you got overtime set up, or access to temping agencies if necessary? That leads us on to the next issue for busy staff: their well-being. Ensure they are trained correctly, have adequate breaks, facilities and time off once the rush subsides.
And going further than well-being, sadly staff safety must also be mentioned. Irate customers, crowd control, not to mention the new heightened anti-harassment laws – they make it essential that you have delivered the right staff training and other mitigations to your team. Get in touch with us urgently if you do not think you are ready for the imminent rush.
Hangover effect
As we move into the festive season, alcohol consumption tends to go up – not least from work-related events. While we’re all for having a good time, proactive HR can fulfil an important role in ensuring you do not see significant productivity drops the morning after the night before.
In fact, new research from a think tank suggests a third of Brits have called in sick after a work night out – so not done any work at all; whilst 22% said they have worked with a hangover and 29% have witnessed colleagues being tired/sluggish after drinking.
There are several things that you can do to protect productivity the next day whilst still facilitating fun on a night out. Begin by making sure you set expectations, reminding people that a hangover is not an excuse for sickness absence. Ensure you have a policy which covers alcohol and drug misuse and that everyone is aware of it.
If you are in control of the party, do not wilfully encourage heavy drinking, see that non-alcoholic options are available and that there is a sensible finish time.
And if you still have problems, call us.
Shopping till they drop, whilst on the clock
Have you ever had a problem with employees doing their Christmas shopping online when they are supposed to be working? One boss fired an employee for shopping during working hours, only for the company to be penalised at an employment tribunal for more than £14,000. That did have more to do with not carrying out a proper investigation and fabricating evidence, though!
Actually, you have every right not to expect staff to be shopping on company time and equipment, although a little leeway may be given, especially if they are good workers. After all, full-time employees spend so much of their waking hours in the workplace.
Decide on what your boundaries are, ensure they are communicated to staff, and if there is a problem, follow required procedures!
