SOS-HR Limited

03/04/2026

Reform of Trade Union laws - Phase Two
Implementation date: 6 April 2026

The Government has indicated that the reform of trade union laws (Phase Two) and in particular the recognition process will be simplified on 6 April 2026. Phase Three will bring further reforms due in October 2026. For further HR guidance or advice with the Trade Union reforms, written policy and p

23/03/2026

Handling Grievances

We have noticed an increase in grievances being raised and the use of employees using AI to draft complaints. Grievances have now become more detailed, more legalistic and complex, this coupled with the Employment Rights Act (ERA) changes and easier access to employment rights information, the importance of a clear, robust and published grievance procedure is evident.

Our guidance is:

• Explore whether an informal resolution is possible
• Comply with the terms of your published procedure
• Deal with issues promptly
• Appoint an investigator and carry out an investigation
• Consider preparatory measures
• Make sure that meeting invitations are correctly worded
• Decisions to be given in writing with the right of appeal
• Retain appropriate records and the procedure followed

If you would like some guidance or assistance with handling grievances, require a written policy and procedure, please do let us know on: [email protected] or call 01473 276 170.

04/12/2025

https://www.sos-hr.co.uk/hr-news/seasons-greetings2025

12/09/2025

Employment Rights Bill – Autumn Update 2025

Whilst the resignation of the Deputy Prime Minister Angela Rayner and a reshuffle of senior government positions has caused concern about the future of the Employments Rights Bill and whether planned changes will be delayed or amended we wanted to share the latest position with you.

The Employment Rights Bill is expected to become law in Autumn 2025. This Bill will introduce amendments and additions to legislation including the Employment Rights Act 1996. The majority of changes will be phased in during 2026 and 2027. Below are those expected for Autumn 2025 and April 2026, so that you may consider and prepare for the changes.

Read more: https://www.sos-hr.co.uk/hr-news/employment-rights-bill-autumn-update-2025

If you would like some help to update your contracts of employment, policies and procedures, or have any questions about the Employment Rights Bill, please get in touch on 01473 276170 or email us at [email protected]

12/08/2025

Temperatures are rising….

If employees are saying it is too hot to work, that could be a sign that the working conditions aren’t comfortable or safe, especially if it’s affecting productivity and well-being. Here are some steps you can take:

1. Legal Position on Workplace Temperature (UK)
• No legal maximum temperature: Unlike the minimum (16°C or 13°C if work is physically demanding), the UK does not set a legal maximum temperature for workplaces. However, the Health and Safety at Work Act 1974 and associated regulations require employers to ensure the health, safety, and welfare of employees — which includes thermal comfort.
• HSE guidance: The Health and Safety Executive (HSE) says employers must maintain a “reasonable” temperature in indoor workplaces. What is “reasonable” depends on the work environment and type of work.
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2. Your Immediate Steps

Here is a practical action list to stay compliant and keep staff productive:

Check and Monitor Temperature
• Use a thermometer to monitor areas where complaints are coming from.
• If temps are above 24–27°C and rising, staff may be experiencing discomfort.
Conduct a Thermal Comfort Risk Assessment
Under the Management of Health and Safety at Work Regulations, you have to assess health and safety risks — including heat.
• Check factors like:
• Air temperature
• Humidity
• Air movement
• Type of work
• Clothing/PPE required

HSE Thermal Comfort Checklist
Take Reasonable Measures
• Improve ventilation (open windows, use fans or portable AC units).
• Allow more frequent breaks or create cooler rest areas.
• Provide cold water or hydration points.
• Relax dress codes where appropriate (within safety guidelines).
• Reschedule work to cooler times of day if possible (especially in physical or warehouse environments).
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3. Longer-Term Options
If high temperatures are a recurring issue:
• Review your building’s insulation, ventilation, or cooling systems.
• Consider blinds, films, or screens to reduce solar gain.
• Assess if remote work or flexitime could reduce exposure during peak heat.
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4. Communication Is Key
• Keep staff informed of what you are doing to address the heat.
• Ask for feedback or suggestions — this shows you are listening and being proactive.
• Let them know how to report symptoms of heat stress (e.g., headache, dizziness, confusion, dehydration).
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5. If You Do not Act…
Ignoring excessive heat complaints can lead to:
• Drops in productivity and morale
• Increased sick leave or health issues
• Formal grievances or HSE involvement if employees feel unsafe
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You can draft a short internal message to staff acknowledging the issue and outlining what steps you are taking.

If you have any temperatures issues in the workplace which are too hot to handle, please get in touch, on 01473 276170 or email us at [email protected]

08/08/2025

Happy international cat day 🐾

09/06/2025

SOS-HR is hiring…… Come join the team!

We have the following vacancies:

1. General HR Administrator

-Permanent, Part Time 22.5 hours pw Monday-Wednesday

-£14,500.00 - £15,500.00 per annum for part time working subject to experience

-Benefits: Health Care cash plan scheme (with Healthshield) after successful probationary period. Contributory Pension

-31 days holiday inclusive of 8 bank holidays, pro-rata for part time working

-Home based / Home office, with very occasional travel to Ransomes Europark, Ipswich, Suffolk, IP3 9FJ

-Computer and mobile telephone provided (for work use only)

The post holder is required to provide a general HR administration service in line with Company procedures and must be proficient in Microsoft Office, Outlook, Word & Excel. They must be able to communicate in a clear and customer-friendly way on the telephone, email and via video link. There is a high level of accuracy, concentration, attention to detail and self-discipline required.

2. Human Resources Advisor/Consultant

-Permanent, Part Time 22.5 hours pw Monday - Wednesday

-£17,500.00 - £19,500.00 for part time working subject to qualifications and experience

-Benefits; Health Care cash plan scheme (with Healthshield)

-31 days holiday inclusive of 8 bank holidays, pro-rata for part time working

-Home working with travel to client sites within Suffolk/Norfolk/Essex.

-Must have dedicated home office space.

-Computer/Screens/Printer/Mobile Phone will be provided for Company use only

-Vehicle travel paid @ 45p per mile must comply with company policy

-CIPD level 5 (minimum) or equivalent

-Full UK driving licence / own transport / able to travel

The post holder will provide a comprehensive Human Resources advisory and consultancy service to clients from a wide range of industries. The post holder will manage operational Human Resources related issues, including the development and communication of policies and procedures.

Will be required to work as part of a team but with the ability to work on their own initiative to deliver high quality and professional HR service. This will include providing home-based Helpdesk support, following up client enquiries via telephone, email and letter as well as working in the field. This will entail delivering services at the client’s own premises as required.

Will work under the direction of the HR Director to develop all service areas of the Company.

For further details and the full job description please email [email protected].

Further to review of the full job description if you would like to apply, please forward your CV and covering letter outlining any relevant experience for the role to [email protected]

07/06/2025

We're hiring a General HR administrator and Human Resources Advisor/Consultant 2025, Ipswich, Suffolk

17/04/2025

HR Management Software Solution

Let’s get HR organised….

Our HR software will make your business more efficient.

New technology is changing the way we work every day.

Whilst HR has been and always will be about the human touch and strong staff relationships, progressive, modern businesses are now embracing cloud-based tech to manage their workforce’s more accurately and consistently. They are also making significant cost savings and improving their business bottom line by using HR management software.

Our HR software solution is secure and organised.

Its easy-to-use dashboard gives you access to an array of invaluable HR tools.

It includes the following key features, benefits and system functionality:
Staff Development & Tracking
• Appraisals, training, and performance reviews
• Holiday and absence management
• Current and past job history
Human Resource Reporting Tools
• Ability to create & export specific employee reports
• Payroll, time-tracking, billing, and staff expenses.
• Employment contract remuneration details
More secure than a filing cabinet, more organised than a spreadsheet and mobile device compatible.

Take a tour of our software system today and improve your HR efficiency and staff management. Software Solution — SOS-HR

https://www.sos-hr.co.uk/hr-news/hr-management-software-solution

10/04/2025

Neonatal care leave is available to all employees who are parents of a child born on or after 6 April 2025. To qualify, the child must have received neonatal care within a period of 28 days (starting from the day after their date of birth) and the neonatal care must have lasted seven days or longer without interruption (the seven days are counted from the day after the neonatal care started). There are other specific conditions that an employee will need to meet to be entitled to take neonatal care leave.

SOS-HR have recently drafted a Company Neonatal Care Leave (SNCL) Policy and Procedure. This Neonatal Care Leave includes pay and policy of your Company’s commitment to supporting employees who need additional time off work when their new-born baby requires neonatal care. Eligible parents are entitled to take statutory neonatal care leave (SNCL) with statutory neonatal care pay (SNCP), subject to certain conditions and requirements.

People professionals and management should note that the right to neonatal care leave is a statutory day one right. However, the right to statutory neonatal care pay will require 26 weeks of continuous service and earnings on average of £123 a week (£125 a week from 6 April 2025).

Please do get in touch if you need a SNCL for your business or organisation. If you would like written policies or procedures, HR assistance or help managing an employee situation please get in touch on 01473 276170 or email us at [email protected]

https://www.sos-hr.co.uk/hr-news/neonatal-care-leave-april-2025