The Jamie HR toolkit.

What employees are quietly worried about when AI shows up at work Not guesswork: what a national survey of employees actually says they worry about, and what a sensible employer does with that.

Recruitment is where AI tools have moved fastest, and where the risk of getting it wrong is best documented. Here is the practical line between the two.

Companion to the last piece: the legal detail behind why a human always needs to be able to change the outcome, and what actually changed for employers this February.

What your staff are entitled to during the day, between shifts and across the week, how the 48-hour opt-out really works, and the records you need to prove it.

Recruitment scoring, performance ratings, disciplinary outcomes, redundancy selection: four decisions where a plausible-sounding answer is not good enough.

The government wants views on how monitoring technology at work should be regulated. Here is what it actually proposes, and what a sensible employer does before the window closes.

Why social impact is turning into a retention lever, not just a nice-to-have New global workforce research puts a number on something HR teams have suspected for a while: a business's social impact is now part of why people join, and why they stay.

What a 9.4 day sickness absence rate actually means for a small employer UK sickness absence has just hit its highest level in over a decade. Here is what is actually driving it, and what a sensible employer does differently, rather than simply harder.

Across the UK, 61% of organisations now allow staff to use generative AI for work tasks, but only 31% have put together a formal policy on it in the past year (CIPD, Labour Market Outlook, autumn 2025). That gap is the real risk. It is not that AI is being used. It is that it is being used without anyone having said what is and is not allowed.

A short series on AI at work: what UK law already covers, where AI genuinely helps, and where it does not. Adoption has moved faster than the thinking around it.

Redundancy is a genuine reason for dismissal only when its tests are met. Fair selection, individual and collective consultation, the protective award, and how redundancy pay and notice work.