The HR Dept Highlands, Islands and Moray

02/09/2026

This week we are tackling the very difficult subject of addiction. This is a fairly regular topic which our team supports our clients with. The impact of addiction on a small business can be crippling.

When you're a large organisation, it may be easier to absorb the impact of increased absence, reduced productivity or workplace disruption. In a small business, however, the effects are felt immediately.

One recent situation our team advised on involved an employer struggling with the management of a situation involving addiction. For their business it meant increased sickness absence, performance concerns, mistakes, strained team relationships and health and safety risks. Colleagues were picking up additional work which created pressure across the wider team.

The challenge for employers is finding the right balance between supporting an individual who may be experiencing a genuine health issue and maintaining expected standards of attendance, conduct and performance.

Early intervention, clear workplace policies and a supportive culture can make a real difference. The sooner concerns are identified and appropriate support is offered, the greater the chance of a positive outcome for both the employee and the business.

We discuss this topic in greater detail in this month's blog. The HR Dept Highlands, Islands and Moray team deal with the trickiest of people challenges, helping you safely navigate your way through them to protect your business. We're local, we are experts in our field and we can help you identify the right way forward.

https://www.hrdept.co.uk/knowledge-hub/blog/what-should-you-do-if-an-employee-is-suffering-from-addiction

02/09/2026

Would you like to help shape the future of young people in Forres?
Are you passionate about making a real difference in your community? The Gaff is looking for an enthusiastic Development Officer to help create safe, welcoming and inspiring opportunities for young people aged 11-16 across Forres and the surrounding area. This is a unique opportunity to work alongside young people, volunteers, trustees and community partners to build meaningful programmes that support local young people to thrive.

As a growing youth charity, The Gaff offers the chance for a Development Officer to play a key role in shaping its future and leaving a lasting legacy for young people in the area. If you're an experienced relationship builder with a passion for youth work, community development and creating positive change, they'd love to hear from you. Join them and help build something special for the young people of Forres.

The application deadline is 21st September for this exciting opportunity.

25/08/2026

Did you spot this fantastic opportunity to join the talented team at The Gaff Forres? There’s only a short time left to apply before applications close on 4th September. Don’t miss your chance to positively impact local young people.

Are you passionate about supporting young people to thrive? The Gaff is looking for an enthusiastic and committed Youth Worker to join their team and help create safe, welcoming and inspiring opportunities for young people aged 11-16 across the Forres area.

This flexible, part-time role offers the chance to make a genuine difference in the lives of local young people while working as part of a supportive and community-focused team. If you have experience working with young people and share their commitment to inclusion, wellbeing and safeguarding, they'd love to hear from you.

25/08/2026

This is one of those moments that feels a little bittersweet. As HR Consultants, our goal is to help businesses grow, navigate challenges, and build strong foundations. Sometimes that journey leads to an exciting milestone where our support is no longer needed.

One of the best calls we can receive from a client isn't always about a new project or a complex HR challenge.

Sometimes it's a client telling us they've successfully sold their business.

Of course, it means they may no longer need our HR and employment law support, but that's exactly why we're celebrating.

We've had the privilege of supporting many businesses through periods of growth, change and challenge. Seeing our clients achieve their goals, whether that's expanding, attracting investment, or securing a successful exit, is what it's all about.

While it's always a little sad to say goodbye, there's something incredibly rewarding about knowing we've played a small part in their journey.

So, here's to the business owners taking their next step, and to all the clients who've trusted us along the way. Here's to your success and the exciting steps coming next.

18/08/2026

Are you passionate about supporting young people to thrive? The Gaff is looking for an enthusiastic and committed Youth Worker to join their team and help create safe, welcoming and inspiring opportunities for young people aged 11-16 across the Forres area.

This flexible, part-time role offers the chance to make a genuine difference in the lives of local young people while working as part of a supportive and community-focused team. If you have experience working with young people and share their commitment to inclusion, wellbeing and safeguarding, they'd love to hear from you.

13/08/2026

This week's HR head-scratcher and one we receive quite regularly was
"Do I need to pay my employee if they have a medical appointment during working hours?"

Like many HR questions, the answer isn't quite as straightforward as employers might hope. The first reaction is often: "Well, if they're not working, surely I don't have to pay them?" In our experience some employers tackle this by requiring the time to be worked back, while others take a more flexible approach.

Legally, there is generally no obligation to pay employees for time taken to attend routine medical appointments. However, consistency is key. Paying one employee for their appointment while refusing another can quickly create problems you'd rather avoid. Always check your approach is fair, practical and legally compliant.

As always, we're here to help with the tricky questions, the awkward questions and the questions nobody thought they'd need to ask

07/08/2026

Our Advice Line team deal with a huge variety of questions every week from our clients.

We always aim to select one of the most interesting questions or conundrums every week and share the advice with our network connections. It can often help with a similar situation or it can help for the future.

The range of topics we help our clients navigate never fails to amaze me which is one of the reasons why I love working in Human Resources.

Our question this week is "How long should I wait before progressing to a disciplinary process for an employee who has gone AWOL and made no contact?"

In this instance our client believed the employee had effectively resigned since three days had passed with no contact. However, absence from work alone doesn't usually amount to a resignation. Employers should avoid making assumptions and ensure they follow a reasonable procedure before reaching any conclusions.

Before considering disciplinary action, employers should make reasonable attempts to contact the employee using all available methods, aim to establish the reasons for the absence, check whether there could be an underlying medical, welfare or personal issue and invite the employee to explain their absence if contact is eventually made.

There can be many legitimate reasons for a period of unexplained absence, including ill health, hospitalisation, family emergencies or communication problems.

If the employee remains uncontactable despite reasonable efforts, and there is no satisfactory explanation, the matter may become a disciplinary issue and could ultimately result in dismissal following a fair process.

Try and avoid a knee jerk reaction at all costs, there may be a reasonable explanation for the absence. Oh... and remember and call The HR Dept Highlands, Islands and Moray and we can coach you through options and best practice approaches.

Our clients find our Advice Line solution invaluable support when they need to sense check a situation, check for the safest way forward or simply need a steer in making the right decision for their business. HR advice is unlimited and our clients tell us we are a reassuring presence in their leadership armour.

As always, if you're facing a similar challenge in your organisation, feel free to reach out to The HR Dept Highlands, Islands and Moray for a confidential chat about your options.

25/07/2026

If you've missed this opportunity, there's still time to apply but only just.

For the past few weeks, we've been searching for an exceptional leader to take the helm of one of the Highlands' most respected mental health organisations. If this opportunity passed you by the first time, now is the moment to take a closer look.

This is a rare opportunity to lead a values-driven organisation that is transforming mental health outcomes across the Highlands. We're looking for a strategic, inspiring and purpose-led leader who can combine strong financial acumen with a passion for making a difference in people's lives.

As CEO, you'll have the chance to shape the future of mental health provision across the region, lead a dedicated and high-performing team, drive sustainable growth and organisational impact, work closely with trustees, stakeholders and partners to deliver meaningful change and importantly make a lasting difference to individuals, families and communities across the Highlands

The closing date is fast approaching. If you've been considering your next leadership move, now is the time to act. We don't want talented candidates to miss out on what could be a truly rewarding and career-defining opportunity.

Please help us reach outstanding leaders by sharing this post with your network.

Apply by submitting your CV and covering letter to [email protected]

24/07/2026

One of the things I've learned working with business owners is that people issues rarely arrive at a convenient time.

It might be an ongoing performance concern, a difficult conversation you've been avoiding, conflict within the team, an absence issue, or simply uncertainty about the right next step.

And too often, those challenges end up following business owners home on a Friday afternoon.

Instead of switching off and enjoying the weekend, they're carrying the weight of an unresolved people issue, replaying conversations in their head, and worrying about what Monday will bring.

Here's my advice; don't let it hang over you.

Most people challenges become bigger and more stressful the longer they sit unresolved. Talking it through with someone who understands HR, employment law, and the realities of running a business can often bring clarity, confidence, and a practical way forward.

You don't have to have all the answers yourself.

So, if there's a people challenge sitting on your desk today that's threatening to spoil your weekend, reach out. Sometimes a short conversation is all it takes to turn a problem into a plan.

Weekends are for recharging, not worrying about Monday.

21/07/2026

I love a day out on the road, especially in our recent lovely weather. Driving to see clients made me think that the best solutions rarely come from a single conversation. They come from long established relationships.

One of the most rewarding parts of working in HR and employment law consultancy is partnering with clients over time and seeing how their businesses evolve.

Organisations don't stand still. Strategies change, growth accelerates, markets shift, and new challenges emerge. What worked six months ago may not be the right approach today.

That's why regular conversations matter and one thing The HR Dept Highlands, Islands and Moray is good at is having good conversations.

By staying connected with our clients, listening to their priorities, understanding their changing direction, and discussing the challenges they're facing, we're able to continually fine-tune how we deliver our services.

It's not about applying the same solution every time; it's about adapting our support to meet the needs of the business as they develop.

The strongest working relationships are built on trust, openness, and a shared commitment to finding the right outcome. When clients see us as a partner rather than simply a provider, we can work together to anticipate issues, navigate change, and create practical people solutions that support their wider business goals.

The best results come when we work together. Let's work together.