The Human Inside: Balancing AI and People in HR

From Fire And Rehire To Menopause Plans: What Employers Must Change By 2027

Big changes are landing across UK employment law, and we break them down into clear actions leaders can take now. Joined by Joanna Sutton from Nockolds, We start with October 2026, where attempts to change core contractual terms via fire and rehire face strict limits, signalling a cultural shift toward genuine consultation and fair process. We then open up the hard bit: third‑party harassment liability returning for customers, clients, and contractors. That means training, strong reporting routes, and updated client terms if you want to stay compliant and protect your people. From there, we zoom in on the practical ripple effects of doubling tribunal time limits from three to six months. It’s a sensible move for access to justice, but it will reward organisations that resolve issues early and document decisions well. The centrepiece arrives in early 2027: unfair dismissal will become available after six months’ service, with the existing compensation cap flagged for removal. We explain how to use probation properly, setting expectations in week one, holding regular reviews, recording support provided, and making timely, fair calls, so managers don’t stumble into avoidable claims. We also dive into the future of zero hours work. Contracts aren’t going away, but predictability is coming: guaranteed hours after a 12‑week lookback, reasonable notice for shifts, and compensation for late cancellations or curtailment. Expect an admin lift and plan for better forecasting, smarter scheduling systems, and transparent standby practices. Finally, large employers will need equality action plans that at minimum address gender pay and menopause, moving beyond reporting to accountable action that keeps experienced talent in work and narrows pay gaps. Throughout, we highlight where the details are still being shaped by consultations and how to stay ahead. If you lead HR, run an operations team, or advise on workforce strategy, this conversation gives you a practical roadmap. Subscribe for more clear guidance, share this with a colleague who needs to prep their policies, and leave a review to tell us what change you want decoded next. 📬 Stay in the know: https://www.haylohr.com [https://www.youtube.com/redirect?event=video_description&redir_token=QUFFLUhqa01mczY2bTkyQzhEemVQMjJxT3N2Q3BKaDN0d3xBQ3Jtc0tsUVM4bDZBYXRPcU9GN1Zxd2JLWUtXZkZqcnJDYTR5dlNMWmp0ektRUHZ1a19ZczRzN2tObzVEWDk1aEtyeUZXczQzcWkyckIyY3ktMXhiNGYzcm00Nk5BV21IZGRjSWRqSEl5NDNuUFRFQm9YaHNKQQ&q=https%3A%2F%2Fwww.haylohr.com%2F&v=S-Ndst_iels] 📱 Follow us: Twitter/X: @haylohr TikTok: @trishinhr Instagram: @haylo_hr GET IN CONTACT https://www.haylohr.com/ [https://www.youtube.com/redirect?event=video_description&redir_token=QUFFLUhqbVpfdW52STl6MmJWMktHMnQ1VVlCZnYtSTFaZ3xBQ3Jtc0ttRkFTTVR2RWJGMXRlRXJaT25Jc1hpdnJkQXdkUmxxQ0MyaGw5U2NaQ245b1pBOGxQVzJuRnVnMXZ0ZFI4b25BQW02ZUZuSlVGWUZxRllGLTNuaE1YWS1sa1ZoOTJKeTVfMkNyNWZySmZYNmUxak9jdw&q=https%3A%2F%2Fwww.haylohr.com%2F&v=S-Ndst_iels] Contact Joanna here-    / joannaesutton [https://www.youtube.com/redirect?event=video_description&redir_token=QUFFLUhqbE1mMHNvMzFZNUM4MHdaeW1peE1iU1Q2YVYyd3xBQ3Jtc0tuU3BCQXNETnJhdi1rWmFEZVFQUGthNHItakNka24xd0ZvcFJsVDJUREkyQ1pZOTZjOGk2VnJMZFEzZnpFWUZldkthdEpiNjlzdWtpNUNBQXpiRXMxdVdPa05rc01ZMjM0ak1sQ1J3YV9tb3d0bTFqRQ&q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fjoannaesutton%2F&v=S-Ndst_iels] IMPORTANT INFORMATION: This audio is published by Trish Hewitt of Haylo HR. The information in this video is for general guidance only and, although the presenter believes it was correct at the time it was recorded (January 2026), the law may have changed since then. You should always seek your own legal advice. This advice adheres to employment law within England, Scotland and Wales.

Why The Employment Rights Act Will Reshape Work For Years To Come

A sweeping reform of workplace law is here, and the practical impact arrives sooner than many expect. We sit down with employment law expert Joanna Sutton to unpack what actually changes, why the politics got so heated, and how employers can prepare without getting lost in legal jargon. The headlines are big: stronger protection during industrial action, statutory sick pay from day one, day one access to paternity and parental leave, and a sharp rise in penalties when collective consultation is mishandled. We start by tackling the real-world implications of a tribunal system already at capacity and an anticipated rise in claims. Joanna explains why the government’s phased roadmap matters, where uncertainty still sits pending regulations, and how small businesses will feel the compliance burden most. From there, we dig into industrial action: the repeal of minimum service levels and the end of the 12-week protection window.  April becomes the crunch point. Sick pay shifts to day one and the lower earnings limit disappears, bringing more workers into eligibility and increasing costs for employers that rely on statutory minimums. Family rights also move, with day one access to paternity and parental leave, a change that demands clear manager guidance even if entitlements stay the same. On restructuring, protective awards for collective redundancy failures are set to double, turning process shortcuts into expensive mistakes. And we clarify why sexual harassment complaints will be clearly protected as whistleblowing, reinforcing the need for credible reporting, prompt investigations, and prevention-focused training. 📬 Stay in the know: https://www.haylohr.com [https://www.youtube.com/redirect?event=video_description&redir_token=QUFFLUhqa01mczY2bTkyQzhEemVQMjJxT3N2Q3BKaDN0d3xBQ3Jtc0tsUVM4bDZBYXRPcU9GN1Zxd2JLWUtXZkZqcnJDYTR5dlNMWmp0ektRUHZ1a19ZczRzN2tObzVEWDk1aEtyeUZXczQzcWkyckIyY3ktMXhiNGYzcm00Nk5BV21IZGRjSWRqSEl5NDNuUFRFQm9YaHNKQQ&q=https%3A%2F%2Fwww.haylohr.com%2F&v=S-Ndst_iels] 📱 Follow us: Twitter/X: @haylohr TikTok: @trishinhr Instagram: @haylo_hr GET IN CONTACT https://www.haylohr.com/ [https://www.youtube.com/redirect?event=video_description&redir_token=QUFFLUhqbVpfdW52STl6MmJWMktHMnQ1VVlCZnYtSTFaZ3xBQ3Jtc0ttRkFTTVR2RWJGMXRlRXJaT25Jc1hpdnJkQXdkUmxxQ0MyaGw5U2NaQ245b1pBOGxQVzJuRnVnMXZ0ZFI4b25BQW02ZUZuSlVGWUZxRllGLTNuaE1YWS1sa1ZoOTJKeTVfMkNyNWZySmZYNmUxak9jdw&q=https%3A%2F%2Fwww.haylohr.com%2F&v=S-Ndst_iels] Contact Joanna here-    / joannaesutton  [https://www.youtube.com/redirect?event=video_description&redir_token=QUFFLUhqbE1mMHNvMzFZNUM4MHdaeW1peE1iU1Q2YVYyd3xBQ3Jtc0tuU3BCQXNETnJhdi1rWmFEZVFQUGthNHItakNka24xd0ZvcFJsVDJUREkyQ1pZOTZjOGk2VnJMZFEzZnpFWUZldkthdEpiNjlzdWtpNUNBQXpiRXMxdVdPa05rc01ZMjM0ak1sQ1J3YV9tb3d0bTFqRQ&q=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fjoannaesutton%2F&v=S-Ndst_iels] IMPORTANT INFORMATION: This audio is published by Trish Hewitt of Haylo HR. The information in this video is for general guidance only and, although the presenter believes it was correct at the time it was recorded (January 2026), the law may have changed since then. You should always seek your own legal advice. This advice adheres to employment law within England, Scotland and Wales.

Five Generations, One Workplace

Five generations now share the same workplace—and the headlines say we’re in constant conflict. We take a scalpel to that narrative with Matt Cook, co‑founder at culture consultancy The Shift, and trace where friction really comes from: life stage, economic context, and mismatched signals of value, not innate differences in work ethic. From the ancient “youth are lazy” gripe to today’s debates about remote work and Slack etiquette, we unpack the myths and get to the mechanics of how modern teams actually function. Matt walks us through the changing markers of ambition in a digital world where output can be created in bursts and presenteeism is a poor compass. We explore the power flip inside organisations—formal authority often sits with senior leaders while crucial digital expertise lives with newer hires—and how that tension can either stall progress or spark innovation. The key, we argue, is to legitimise where the expertise is, grant decision rights to match, and remove the blockers that keep good ideas from moving. Communication becomes the proving ground. We offer a simple framework: define what each channel means, set response expectations, and write the full ask up front to support asynchronous work. We also address the post‑pandemic soft‑skills gap and share practical ways to rebuild confidence in phone calls, direct feedback, and difficult conversations. Rather than adding rigid policies, we advocate for clear principles and flexible application, so teams can honour different needs without losing coherence. To make the benefits real, we highlight reverse mentoring as a two‑way learning engine and the role of storytelling in spreading evidence of intergenerational wins—from enterprise examples to research‑led breakthroughs. The takeaway is straightforward: see the person, not the stereotype, while staying alert to the contexts that shape them. Subscribe for more candid, practical conversations on culture, and tell us: what’s one principle you’d set to make collaboration across ages easier? 🌐 https://theshift.company/about 📬 Stay in the know: https://www.haylohr.com 📱 Follow us: Twitter/X: @haylohr TikTok: @trishinhr Instagram: @haylo_hr GET IN CONTACT https://www.haylohr.com/ IMPORTANT INFORMATION: This video is published by Trish Hewitt of Haylo HR HR. The information in this video is for general guidance only and, although the presenter believes it was correct at the time it was recorded (September 2025), the law may have changed since then. You should always seek your own legal advice. This advice adheres to employment law within England, Scotland and Wales.

The Science of Productivity: Harnessing Flow States for Maximum Impact

Have you ever looked up from your work to find hours have passed in what felt like minutes? That magical state of total immersion, what psychologists call "flow", might be the key to unlocking your greatest potential and reclaiming your life from digital distraction. In this enlightening conversation, former Hollywood executive and Academy Award winner Steven Puri shares his remarkable journey from visual effects producer to productivity expert. After working on blockbusters like Independence Day and holding executive positions at DreamWorks and 20th Century Fox, Steven discovered a common thread among high performers across creative and technical fields: their ability to harness flow states for extraordinary results without sacrificing their wellbeing. Drawing from the groundbreaking research of Mihaly Csikszentmihalyi, Steven reveals practical strategies for entering these heightened states of productivity where "the river magnifies your effort." You'll discover why identifying your "one thing" each morning creates momentum, how understanding your chronotype can revolutionise your workday, and why protecting your attention has become an urgent battle against trillion-dollar companies designed to "steal your life." This conversation goes beyond typical productivity advice to address a profound question: "We all have something great inside us, are we going to get it out or not?" Steven challenges us to consider whether we'll reach old age lamenting all we could have created, or whether we'll harness flow states to bring our unique gifts into the world. Whether you're struggling with constant distractions, feeling overwhelmed by competing priorities, or simply seeking to do deeper, more meaningful work, this episode offers both inspiration and actionable techniques to transform how you work and live. The difference between finishing your day fulfilled or frustrated often comes down to one decision, are you ready to make it? 00:00 Introduction and Guest Welcome 00:41 Steven Purry's Background and Career Journey 01:19 Transition to Film and Digital Effects 03:00 Success in Hollywood and Starting a Company 04:39 Failures and Lessons from Startups 05:58 Discovering Flow States 09:38 Practical Tips for Achieving Flow 13:22 The Suka Company and Its Mission 17:50 Daily Practices for Productivity 23:11 Balancing Grand Plans and Daily Focus 25:56 Understanding Procrastination 28:29 The Role of AI in Productivity 31:01 The Future of Work with AI 33:10 Achieving Flow State in Business 40:32 Chronotypes and Productivity 44:57 Final Thoughts and Resources You can contact Steven Here: https://www.linkedin.com/in/steven-puri/ 🌐 https://www.thesukha.co/ 📬 Stay in the know: https://www.haylohr.com 📱 Follow us: Twitter/X: @haylohr TikTok: @trishinhr Instagram: @haylo_hr GET IN CONTACT https://www.haylohr.com/ IMPORTANT INFORMATION: This video is published by Trish Hewitt of Haylo HR HR. The information in this video is for general guidance only and, although the presenter believes it was correct at the time it was recorded (September 2025), the law may have changed since then. You should always seek your own legal advice. This advice adheres to employment law within England, Scotland and Wales.

The Human Inside: Balancing AI and People in HR

What happens when artificial intelligence meets human resources? That's the fascinating question at the heart of my conversation with Amanda Arrowsmith, former People and Transformation Director at the CIPD and a transformation specialist with over three decades of experience in HR. Amanda brings a refreshing perspective to AI in the workplace – seeing it not as a threat, but as a powerful tool that can enhance human capabilities when used thoughtfully. "AI is a tool, like Excel is a tool," she explains, drawing a practical comparison that grounds our discussion in reality rather than science fiction. The most exciting possibilities? Personalisation tops Amanda's list. Just as Netflix customises content based on our viewing habits, AI can tailor workplace experiences to individual needs, potentially revolutionising both inclusion and performance. Add to this the automation of repetitive tasks and real-time insights into workforce patterns, and the potential for HR transformation becomes clear. But Amanda's enthusiasm comes with important caveats. Her three golden rules for HR professionals using AI – people first, transparency, and continuous auditing for bias – frame a thoughtful approach to implementation. The "human inside" must remain central, particularly for high-impact moments like redundancies or disciplinary conversations where empathy and nuance are irreplaceable. We explore the shifting landscape for entry-level HR roles, the importance of cross-functional governance (which Amanda brilliantly likens to "Avengers assembling"), and the growing need for data literacy among HR professionals. Throughout our conversation, Amanda balances technological optimism with a deep commitment to human-centred practice. Whether you're an HR professional curious about AI's implications for your role, a leader navigating technological change, or simply interested in how work is evolving, this episode offers valuable insights into maintaining humanity in an increasingly automated world. Listen now to discover how to harness AI's power while keeping people at the heart of HR. 00:00 Introduction and Guest Welcome 00:21 Amanda's HR Journey 01:37 Exciting AI Applications in HR 03:10 AI for Repetitive HR Tasks 04:10 Golden Rules for AI in HR 05:26 Transparency in AI Usage 07:44 Addressing Bias in AI 11:48 Future of AI in HR 15:20 Red Flags in AI Usage 17:48 The Impact of AI on Company Reputation 18:10 Governance and Responsibility in AI Usage 18:50 The Role of IT and HR in AI Implementation 19:09 Ethics and Compliance in AI 19:54 The Avengers Analogy for AI Governance 24:00 Balancing AI and Human Learning in HR 27:12 The Future of Entry-Level HR Roles 29:16 Engaging with AI Tools for Personal and Professional Use 31:31 Concluding Thoughts and Future Discussions 📩  Want to contact Amanda? 👉🏾 https://www.linkedin.com/in/amandaarrowsmith/ 📬 Stay in the know: https://www.haylohr.com 📱 Follow us: Twitter/X: @haylohr TikTok: @trishinhr Instagram: @haylo_hr GET IN CONTACT https://www.haylohr.com/ IMPORTANT INFORMATION: This video is published by Trish Hewitt of Haylo HR HR. The information in this video is for general guidance only and, although the presenter believes it was correct at the time it was recorded (August 2025), the law may have changed since then. You should always seek your own legal advice. This advice adheres to employment law within England, Scotland and Wales.