With July coming to a close and the first month of Q3 almost behind us, many organisations are balancing annual leave, holiday cover and business as usual while also looking ahead to the busy months ahead. Summer often brings a welcome change of pace, making it the ideal time to review the people practices, policies and culture that will support your organisation through the rest of the year.
In this edition, we're exploring what the proposed changes to gender pay gap reporting could mean for employers and how to start preparing now. We're also looking at why psychological safety is becoming a key ingredient of high-performing workplaces, and sharing our FREEHybrid Connection & Belonging Toolkit to help you strengthen engagement and connection across hybrid teams before small issues become bigger challenges.
Finally, we're pleased to share a little update from our own team as we're currently recruiting for a new HR Advisor to support our continued growth. As always, we hope you find something useful, practical and thought-provoking in this month's newsletter.
What We've Been Writing About
Gender Pay Gap Reporting in 2027: How employers should prepare
Gender pay gap reporting is set to evolve. Proposed changes under the Employment Rights Bill mean employers who are required to report their gender pay gap may also need to publish an action plan showing how they'll address any disparities.
Even if your organisation isn't currently required to report, now is a good time to review your pay practices and workforce data. Taking action early can strengthen employee trust, support future growth, and help you stay ahead of changing expectations.
Want to know what the proposed changes could mean for your organisation?
Our latest article explores practical guidance on preparing for 2027.
Psychological safety at work: Why it matters and how HR can help
A safe workplace is about more than policies and procedures. It's about creating an environment where people feel comfortable speaking up, sharing ideas and raising concerns without fear of judgement or negative consequences.
When psychological safety is missing, engagement, collaboration and performance can all suffer. But when it's embedded into your workplace culture, teams are more likely to innovate, communicate openly and thrive.
Our most recent article covers why psychological safety matters, the warning signs to look out for, and the practical steps HR can take to build a more open, supportive workplace.
When was the last time you measured team connection?
With around 28% of UK employees working in hybrid roles, this is one of the most common ways of working today. But when was the last time you gave your hybrid working structure a health check?
In hybrid and busy teams, connection rarely breaks all at once. It slips quietly: a cancelled check-in, an unclear office day, a new starter who takes too long to feel a part of the team. It might not always be obvious at first, but left unchecked, it shows up later as disengagement and people leaving.
That's why we've created our free Hybrid connection & Belonging Toolkit, designed to help you purposely add connection back in, without adding more meetings and admin.
It offers a quick review to spot where the pressure points are, an action planner to turn that into a focused plan, templates, checklists and guides to put to use straight away.
That's it for this month. If anything here prompts a question, or you'd like to talk through where your business stands, we're always happy to have that conversation.
