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      <image:caption>The festive break may have been challenging for some employees, particularly those dealing with bereavement or caring responsibilities. A supportive check-in during the first weeks of January can make a significant difference.</image:caption>
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      <image:caption>Staff training often takes a back seat to daily demands, but equipping managers with the right tools reduces HR issues in the long term. Action Points: Schedule non-negotiable training sessions early. Focus on management-specific training (e.g., handling conduct, capability, and absence issues). Provide equality and anti-harassment training for all staff, ensuring employees understand how to report and address harassment concerns.</image:caption>
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      <image:caption>For organisations with a holiday year starting on 1 January, now is the perfect time to: Remind employees of their holiday entitlement and the importance of planning leave throughout the year. Review and remind staff of your holiday policy. Ensure your holiday pay calculations include all payments linked to work performance, such as overtime, commission, and other regular payments. If you have workers whose hours are ‘mostly or completely variable’ (i.e. irregular, casual or zero-hours workers) or workers who are contracted to work for only part of the year (e.g. seasonal workers or term-time only workers), and your holiday year renewed on or after 1 April 2024 (e.g. on 1 January 2025), these workers can now either: ·   accrue holiday entitlement as a bank of leave to take as holiday or ·  receive rolled-up holiday pay, provided you itemise any holiday pay separately on their payslips Irregular hour and part-year workers that receive 5.6 weeks statutory holiday entitlement will be calculated at 12.07% of actual hours worked in a pay period.</image:caption>
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      <image:caption>The Employment Rights Bill promises significant reforms, including the removal of the two-year qualifying period for unfair dismissal claims and restrictions on fire-and-rehire practices. On an immediate note, from 20 January 2025, tribunals can increase the level of any protective award by up to 25% where an employer has failed to follow the Code of Practice of Dismissal and Reengagement during collective consultation exercises. Action Points: Review onboarding processes and performance management systems to address potential risks arising from the removal of the qualifying period. If there are big changes you are planning, now is the time to consider your timelines and process plans to account for potential bans on termination and re-engagement practices. We will, of course, continue to update you on the Bill’s progress and its implications.</image:caption>
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      <image:caption>Organisations are increasingly expected to embrace strategies that support neurodivergent employees and individuals with disabilities. Action Points: Assess recruitment processes, physical environments, and manager training for inclusivity. Develop strategies to ensure equitable experiences for all employees.</image:caption>
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      <image:caption>2025 brings a continued focus on underrepresented topics that require proactive strategies: Menopause: Introduce or improve menopause-specific policies to support employees and reduce the risk of discrimination claims on the grounds of disability, age and/or sex. Fertility at work: Ensure policies address the growing recognition of fertility challenges. Transgender inclusion: Review policies, training, and culture to foster a supportive environment for transgender employees, whilst balancing the need to ensure freedom of speech for those with differing views on gender rights.</image:caption>
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      <image:title>Articles - HR PRIORITIES FOR 2025: Your To-Do List - 7. Holistic well-being</image:title>
      <image:caption>Mental health remains a priority in 2025. To address this: Consider more deep level initiatives by implementing burnout prevention strategies and robust mental health policies. Address life-stage-specific needs such as eldercare and menopause support.</image:caption>
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      <image:caption>AI adoption is growing, but organisations must balance its benefits with governance frameworks addressing concerns like data privacy and algorithmic bias. Action Points: Develop policies to ensure fairness and transparency in AI-driven decision-making. Consider whether training managers and employees on AI’s role and implications would be useful or role specific.</image:caption>
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      <image:caption>While hybrid working is here to stay, debates continue around balancing flexibility with workplace culture. Organisations must experiment and adapt to meet evolving employee expectations.</image:caption>
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      <image:title>Articles - HR PRIORITIES FOR 2025: Your To-Do List - 10. Employment Tribunals</image:title>
      <image:caption>New Practice Directions on the presentation of tribunal claims and responses are due to come into force imminently (i.e. by the end of January). The Practice Directions will (among other matters) preclude respondents from submitting ET3 response forms by email save in exceptional circumstances. If you do need to submit a claim or response, let us know and we can ensure this is submitted to the tribunal using an appropriate method.</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Thirty Seventh Edition</image:title>
      <image:caption>Welcome to the 37th edition of HR Matters as we celebrate another milestone at Horsfield Menzies - 3 Years since our first HR Matters eNews was published! Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Thirty Second Edition</image:title>
      <image:caption>Welcome to the 32nd edition of HR Matters. It’s now too late to say Happy New Year but Happy 2024! Forget “Dry January”. Rather, congratulations are in order for doing “January” (where the aim is just to get to the end of January). Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Twenty Fifth Edition</image:title>
      <image:caption>Welcome to our June newsletter! As the country has been baked by blistering heat over the last few weeks, the temperature has simultaneously been turned up on a number of significant HR issues, each of which we report on in this sizzling edition of HR Matters. Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Twenty Third Edition</image:title>
      <image:caption>Welcome to our April edition of HR Matters. In this edition we have insight into how workplaces can be better (spoiler alert: follow ACAS guidelines, get some up-to-date employment law training for managers etc…) along with a salutary tale from one of the recent high-profile examples of an organisation that got things wrong in spectacular fashion… Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Eighteenth Edition</image:title>
      <image:caption>Welcome to our 18th edition of HR Matters. November has seen the launch of the FIFA World Cup Qatar 2022. As a result, football is dominating our TV and news feeds, but please be assured that it’s not dominating this newsletter… Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Fourteenth Edition Welcome to July’s HR Matters.</image:title>
      <image:caption>In this edition, we report on some important case law developments relating to fire and rehire, wellness in the workplace and holiday pay. We also consider the hot topics of neonatal leave and gender identity policies. Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Ninth Edition Welcome to our second HR Matters of 2022. As we go to press, we are dismayed by the developing situation in Ukraine and our thoughts and prayers are with the Ukrainian people and their leaders at this horrific time. Let’s hope that peace prevails, and soon. In the meantime, employers must be mindful and sympathetic towards employees with Ukrainian connections. They can be forgiven for being distracted or anxious. There is also evidence in some quarters of a backlash against Russian employees simply because they are Russian…more Click HERE to read</image:title>
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      <image:title>HR Matters ENews</image:title>
      <image:caption>HR Matters - Eighth Edition Hello and welcome to our first edition of HR Matters for 2022. We trust that you have had a good start to the year and are embracing our new found freedoms! This month we take a look at: 1. Time limits in discrimination claims – the impact of grievances. 2. The Great Reshuffle – a different take on the Great Resignation 3. What's New in '22? A brief summary of some interesting HR Matters to kick-off the New Year. Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Fourth Edition</image:title>
      <image:caption>Hello and welcome to the fourth edition of HR Matters. This time we offer an introduction to our forthcoming series of free webinars and, of course, offer some further insights into what we consider to be important topics in the workplace. 1. Our Autumn Series of Free Webinars 2. Social Media 3. No jab, no job 4. Discrimination and "hypersensitivity" Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Third Edition</image:title>
      <image:caption>In our third edition of HR Matters we take a look at the following topics: 1. Changes to the rules on self isolation for those double jabbed - what do employers need to know? 2. Introducing Sarah Marrow 3. Key considerations for employers when deciding whether to dismiss 4. UK right to work 5. Hybrid working Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - Second Edition</image:title>
      <image:caption>This time we take a look at: 1. Requirement to work flexible or unsociable hours can be discriminatory against working mothers 2. Pandemic Panic - automatically unfair dismissals 3. Belief that "sex is immutable" is a protected belief under the Equality Act: what this means (and what it does not mean) 4. Meet Chris Dias, our immigration expert. Click HERE to read</image:caption>
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      <image:title>HR Matters ENews - HR Matters - First Edition</image:title>
      <image:caption>Hello! We are excited to welcome you to our first newsletter! In this edition we take a look at: 1. Working from home 2. Fire and rehire 3. Gig Economy 4. Sleep-ins 5. Line of Duty? Click HERE to read</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:title>Workplace Investigations - CATEGORY 1</image:title>
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      <image:title>Workplace Investigations - CATEGORY 2</image:title>
      <image:caption>More complex disciplinary or grievance investigations including discrimination and/or whistleblowing aspects.</image:caption>
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      <image:title>Workplace Investigations - CATEGORY 3</image:title>
      <image:caption>Investigations involving the commission of a suspected criminal offence and/or serious reputational risk to the organisation.</image:caption>
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      <image:title>Workplace Investigations - Anthony Lawler HR CONSULTANT</image:title>
      <image:caption>Anthony is a strategically focussed Human Resources Director with broad expertise in both strategic and operational HR activities, including Employee Engagement, Talent Management, Reward, Organisational Development/Design, Learning &amp; Development, Equality &amp; Inclusion and Safeguarding. Anthony has over 37 years’ HR experience gained across both the private and public sectors, with the significant majority being at senior and executive level in the Sporting Sector at Manchester United Football Club Limited.</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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    <image:image>
      <image:loc>https://images.squarespace-cdn.com/content/v1/5f42343757c03572d8c55422/eec2248b-7cc9-41df-89d0-c6f28fb5778d/HM+Manchester+New+Offices+May+25+2.jpg</image:loc>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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    <image:image>
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      <image:title>Careers - Make it stand out</image:title>
      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
    </image:image>
    <image:image>
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      <image:title>Careers - Make it stand out</image:title>
      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
    </image:image>
    <image:image>
      <image:loc>https://images.squarespace-cdn.com/content/v1/5f42343757c03572d8c55422/95cdeb0e-7e54-41a8-b40a-6b34a51e1d9b/HM+Manchester+New+Offices+May+25+25.jpg</image:loc>
      <image:title>Careers - Make it stand out</image:title>
      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
    </image:image>
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  <url>
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      <image:title>Rachel Yorke #2 2025 - Make it stand out</image:title>
      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:title>Employment Tribunal 2025 - Make it stand out</image:title>
      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
    </image:image>
  </url>
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    <loc>https://www.horsfieldmenzies.com/senior-executives-2025</loc>
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    <priority>0.75</priority>
    <lastmod>2026-03-24</lastmod>
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      <image:loc>https://images.squarespace-cdn.com/content/v1/5f42343757c03572d8c55422/c8585eb2-d700-4b88-9ce2-404c7b26db4c/HM+SMALL+Angus+Menzies+Headshot+2026.jpg</image:loc>
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    <priority>0.75</priority>
    <lastmod>2026-03-24</lastmod>
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      <image:title>Advisory 2025 - Make it stand out</image:title>
      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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  </url>
  <url>
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    <changefreq>daily</changefreq>
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      <image:title>Services</image:title>
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    <image:image>
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      <image:title>Services</image:title>
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      <image:title>Services</image:title>
    </image:image>
    <image:image>
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      <image:title>Services</image:title>
    </image:image>
    <image:image>
      <image:loc>https://images.squarespace-cdn.com/content/v1/5f42343757c03572d8c55422/3fbb9501-fa91-4982-93c0-a3f642a335e2/Manchester+SMALL+AdobeStock_558978025+2.jpeg</image:loc>
      <image:title>Services</image:title>
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    <image:image>
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      <image:title>Services</image:title>
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      <image:title>About</image:title>
    </image:image>
    <image:image>
      <image:loc>https://images.squarespace-cdn.com/content/v1/5f42343757c03572d8c55422/32d6c71a-9214-402e-abc5-ad7b9e5fe035/HM+Manchester+New+Offices+May+25+6.jpg</image:loc>
      <image:title>About</image:title>
    </image:image>
    <image:image>
      <image:loc>https://images.squarespace-cdn.com/content/v1/5f42343757c03572d8c55422/c453354d-a75a-413a-b51a-65f4e7a675ec/HM+Manchester+New+Offices+May+25+21.jpg</image:loc>
      <image:title>About</image:title>
    </image:image>
    <image:image>
      <image:loc>https://images.squarespace-cdn.com/content/v1/5f42343757c03572d8c55422/975484a0-89f6-4a7b-9685-271674816580/HM+Manchester+New+Offices+May+25+23.jpg</image:loc>
      <image:title>About</image:title>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:title>Rachel Rigg #2 2025 - Make it stand out</image:title>
      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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