DECEMBER NEWSLETTER 2025
SUPPORTING YOU, YOUR PEOPLE, AND YOUR BUSINESS
DECEMBER NEWSLETTER 2025
SUPPORTING YOU, YOUR PEOPLE, AND YOUR BUSINESS
DECEMBER NEWSLETTER 2025
SUPPORTING YOU, YOUR PEOPLE, AND YOUR BUSINESS
As we approach the end of another busy year, we want to extend our heartfelt thanks for your continued trust in F&B HR. It’s been a pleasure supporting your business throughout 2025, and we’re excited to continue working closely with you in the new year.
In this newsletter, we’re sharing a festive update on what we’ve been working on, an article on maintaining mental wellbeing at this time of year, and of course a timely reminder about Christmas party conduct.
WHAT WE'VE BEEN UP TO
The last couple of months have been full of exciting developments and client support activity, including:
- Performance & conduct training – Delivering sessions to help managers distinguish between performance issues and misconduct, and gain confidence in early, constructive conversations.
- End-of-Year appraisals & objective setting – Supporting several clients with refreshed performance frameworks, competency reviews, and setting up 2026 appraisal processes.
- Policy refreshes – Updating holiday, absence, and flexible working policies in line with legislative changes and best practice.
- Employee relations support – Providing guidance on grievance outcomes, probation extensions, and manager communications, ensuring consistent, fair, and people-centred practice.
- Planning for 2026 – Working with leadership teams on HR strategies, workforce planning, and capability development to set the year up for success.
READ MORE
-
December Newsletter -
Managing Mental Wellbeing during the Winter Workload -
July Newsletter -
"I don't belong here" - Let's talk about imposter syndrome at work -
Our March Newsletter
-
Sexual Harassment at Christmas Parties -
Crisis Management Dealing with Unrest -
Schools out for the Summer - Employing Young People -
Fire and Re-hire Code of Practice -
How can HR lead the change? -
Mental Health Awareness
As we approach the end of another busy year, we want to extend our heartfelt thanks for your continued trust in F&B HR. It’s been a pleasure supporting your business throughout 2025, and we’re excited to continue working closely with you in the new year.
In this newsletter, we’re sharing a festive update on what we’ve been working on, an article on maintaining mental wellbeing at this time of year, and of course a timely reminder about Christmas party conduct.
WHAT WE'VE BEEN UP TO
The last couple of months have been full of exciting developments and client support activity, including:
- Performance & conduct training – Delivering sessions to help managers distinguish between performance issues and misconduct, and gain confidence in early, constructive conversations.
- End-of-Year appraisals & objective setting – Supporting several clients with refreshed performance frameworks, competency reviews, and setting up 2026 appraisal processes.
- Policy refreshes – Updating holiday, absence, and flexible working policies in line with legislative changes and best practice.
- Employee relations support – Providing guidance on grievance outcomes, probation extensions, and manager communications, ensuring consistent, fair, and people-centred practice.
- Planning for 2026 – Working with leadership teams on HR strategies, workforce planning, and capability development to set the year up for success.
READ MORE
-
December Newsletter
-
Managing Mental Wellbeing during the Winter Workload
-
July Newsletter
-
"I don't belong here" - Let's talk about imposter syndrome at work
-
Our March Newsletter
-
Sexual Harassment at Christmas Parties
-
Crisis Management Dealing with Unrest
-
Schools out for the Summer - Employing Young People
-
Fire and Re-hire Code of Practice
-
How can HR lead the change?
-
Mental Health Awareness
As we approach the end of another busy year, we want to extend our heartfelt thanks for your continued trust in F&B HR. It’s been a pleasure supporting your business throughout 2025, and we’re excited to continue working closely with you in the new year.
In this newsletter, we’re sharing a festive update on what we’ve been working on, an article on maintaining mental wellbeing at this time of year, and of course a timely reminder about Christmas party conduct.
WHAT WE'VE BEEN UP TO
The last couple of months have been full of exciting developments and client support activity, including:
- Performance & conduct training – Delivering sessions to help managers distinguish between performance issues and misconduct, and gain confidence in early, constructive conversations.
- End-of-Year appraisals & objective setting – Supporting several clients with refreshed performance frameworks, competency reviews, and setting up 2026 appraisal processes.
- Policy refreshes – Updating holiday, absence, and flexible working policies in line with legislative changes and best practice.
- Employee relations support – Providing guidance on grievance outcomes, probation extensions, and manager communications, ensuring consistent, fair, and people-centred practice.
- Planning for 2026 – Working with leadership teams on HR strategies, workforce planning, and capability development to set the year up for success.
OUR CHRISTMAS OPENING HOURS
We will be taking a short break over the festive season to recharge and spend time with our families. Please see below for our Christmas availability:
Last working day – Tuesday 23rd December
Office Closed – 24th December to 1st January
Reopening – Friday 2nd January
For urgent HR matters during the closure period, please email nicola@fandbhr.co.uk or Jennie@fandbhr.co.uk with ‘URGENT’ in the subject line, or call 07852 268236 (Nic) 07342 611661 (Jen) and someone will get back to you as soon as possible.
OUR CHRISTMAS OPENING HOURS
We will be taking a short break over the festive season to recharge and spend time with our families. Please see below for our Christmas availability:
Last working day – Tuesday 23rd December
Office Closed – 24th December to 1st January
Reopening – Friday 2nd January
For urgent HR matters during the closure period, please email nicola@fandbhr.co.uk or Jennie@fandbhr.co.uk with ‘URGENT’ in the subject line, or call 07852 268236 (Nic) 07342 611661 (Jen) and someone will get back to you as soon as possible.
OUR CHRISTMAS OPENING HOURS
We will be taking a short break over the festive season to recharge and spend time with our families. Please see below for our Christmas availability:
Last working day – Tuesday 23rd December
Office Closed – 24th December to 1st January
Reopening – Friday 2nd January
For urgent HR matters during the closure period, please email nicola@fandbhr.co.uk or Jennie@fandbhr.co.uk with ‘URGENT’ in the subject line, or call 07852 268236 (Nic) 07342 611661 (Jen) and someone will get back to you as soon as possible.
INTRODUCING OUR NEWEST PARTNER - THE EVOLVE CO.
As F&B continues to grow and expand, we’re curating the perfect list of approved partners for when business needs fall outside the HR department.
As part of this, we’re please to announce the Evolve Co. has teamed up with F&B to deliver leadership coaching and development.
Their team brings world-class expertise from the military, elite sport, and business, combining proven discipline and performance strategies with cutting-edge leadership development
INTRODUCING OUR NEWEST PARTNER - THE EVOLVE CO.
As F&B continues to grow and expand, we’re curating the perfect list of approved partners for when business needs fall outside the HR department.
As part of this, we’re please to announce the Evolve Co. has teamed up with F&B to deliver leadership coaching and development.
Their team brings world-class expertise from the military, elite sport, and business, combining proven discipline and performance strategies with cutting-edge leadership development
INTRODUCING OUR NEWEST PARTNER - THE EVOLVE CO.
As F&B continues to grow and expand, we’re curating the perfect list of approved partners for when business needs fall outside the HR department.
As part of this, we’re please to announce the Evolve Co. has teamed up with F&B to deliver leadership coaching and development.
Their team brings world-class expertise from the military, elite sport, and business, combining proven discipline and performance strategies with cutting-edge leadership development
UK EMPLOYMENT LAW UPDATES - WHAT YOU SHOULD KNOW
As we move into 2026, there are several important developments in UK employment law that employers should be aware of:
- Already in place:
- Holiday pay & irregular-hours workers – For leave years beginning on or after 1 April 2024 (or 1 January 2025 if you run a calendar-year holiday scheme), employers now have the option to pay “rolled‑up” holiday pay to part‑year or irregular‑hours workers, rather than waiting until they take leave. Holiday entitlement for those workers may be calculated as 12.07% of hours worked.
- Updated definition of “normal renumeration” for holiday pay – Holiday pay must now take into account not only basic pay but also regular overtime, commission, commission‑based bonuses, seniority payments or other recurring payments, if they are a contractual or regular feature.
- Coming up:
- Statutory Sick Pay (SSP), Paternity and Parental Leave & Carer’s Leave changes under the upcoming Employment Rights Bill – As part of wider reforms expected in April 2026, statutory entitlements related to sick pay, leave rights (including parental leave), and protections around whistle‑blowing and unfair dismissal are being expanded.
- Shorter qualifying period for unfair dismissal protection from 6 months’ service – Under proposals in the Employment Rights Bill, employees could qualify to bring unfair dismissal claims after just six months’ continuous service instead of current two‑year threshold.
- Higher statutory redundancy pay cap & tribunal card adjustments (as of April 2025) – Weekly pay cap used to calculate redundancy pay has risen meaning redundancy payouts and basic awards in unfair dismissal cases have increased.
UK EMPLOYMENT LAW UPDATES - WHAT YOU SHOULD KNOW
As we move into 2026, there are several important developments in UK employment law that employers should be aware of:
- Already in place:
- Holiday pay & irregular-hours workers – For leave years beginning on or after 1 April 2024 (or 1 January 2025 if you run a calendar-year holiday scheme), employers now have the option to pay “rolled‑up” holiday pay to part‑year or irregular‑hours workers, rather than waiting until they take leave. Holiday entitlement for those workers may be calculated as 12.07% of hours worked.
- Updated definition of “normal renumeration” for holiday pay – Holiday pay must now take into account not only basic pay but also regular overtime, commission, commission‑based bonuses, seniority payments or other recurring payments, if they are a contractual or regular feature.
- Coming up:
- Statutory Sick Pay (SSP), Paternity and Parental Leave & Carer’s Leave changes under the upcoming Employment Rights Bill – As part of wider reforms expected in April 2026, statutory entitlements related to sick pay, leave rights (including parental leave), and protections around whistle‑blowing and unfair dismissal are being expanded.
- Shorter qualifying period for unfair dismissal protection from 6 months’ service – Under proposals in the Employment Rights Bill, employees could qualify to bring unfair dismissal claims after just six months’ continuous service instead of current two‑year threshold.
- Higher statutory redundancy pay cap & tribunal card adjustments (as of April 2025) – Weekly pay cap used to calculate redundancy pay has risen meaning redundancy payouts and basic awards in unfair dismissal cases have increased.
UK EMPLOYMENT LAW UPDATES - WHAT YOU SHOULD KNOW
As we move into 2026, there are several important developments in UK employment law that employers should be aware of:
- Already in place:
- Holiday pay & irregular-hours workers – For leave years beginning on or after 1 April 2024 (or 1 January 2025 if you run a calendar-year holiday scheme), employers now have the option to pay “rolled‑up” holiday pay to part‑year or irregular‑hours workers, rather than waiting until they take leave. Holiday entitlement for those workers may be calculated as 12.07% of hours worked.
- Updated definition of “normal renumeration” for holiday pay – Holiday pay must now take into account not only basic pay but also regular overtime, commission, commission‑based bonuses, seniority payments or other recurring payments, if they are a contractual or regular feature.
- Coming up:
- Statutory Sick Pay (SSP), Paternity and Parental Leave & Carer’s Leave changes under the upcoming Employment Rights Bill – As part of wider reforms expected in April 2026, statutory entitlements related to sick pay, leave rights (including parental leave), and protections around whistle‑blowing and unfair dismissal are being expanded.
- Shorter qualifying period for unfair dismissal protection from 6 months’ service – Under proposals in the Employment Rights Bill, employees could qualify to bring unfair dismissal claims after just six months’ continuous service instead of current two‑year threshold.
- Higher statutory redundancy pay cap & tribunal card adjustments (as of April 2025) – Weekly pay cap used to calculate redundancy pay has risen meaning redundancy payouts and basic awards in unfair dismissal cases have increased.
What this means for employers
- If you rely on irregular working hours, zero-hours contracts, part-time or seasonal staff, these reforms are particularly relevant. Now is a good time to review how holiday pay is calculated and whether you want to adopt “rolled-up” holiday pay for simplicity.
- Ensure payroll and HR systems correctly recognise all elements of “normal remuneration” including regular overtime or commission when calculating holiday pay and other entitlements.
- When planning redundancies, dismissals or restructures, be aware that compensation and protections are rising. Correct documentation, fair process and robust performance management have never been more important.
- With the proposed reductions in the qualifying period for unfair dismissal and broader protections, performance management and disciplinary processes should be handled carefully, fairly, and in line with updated best practice.
- Consider updating contracts, employee handbooks and internal policies (holiday entitlement, pay structure, sick pay, leave rights) which we can help you with, to align with the new and upcoming law changes and communicate these clearly to staff.
- The way you manage probation periods will need to be effective and documented. It should not be a surprise for someone at the end of their probation period whether you extend or end their employment. You need to be managing expectations a lot more.
What this means for employers
- If you rely on irregular working hours, zero-hours contracts, part-time or seasonal staff, these reforms are particularly relevant. Now is a good time to review how holiday pay is calculated and whether you want to adopt “rolled-up” holiday pay for simplicity.
- Ensure payroll and HR systems correctly recognise all elements of “normal remuneration” including regular overtime or commission when calculating holiday pay and other entitlements.
- When planning redundancies, dismissals or restructures, be aware that compensation and protections are rising. Correct documentation, fair process and robust performance management have never been more important.
- With the proposed reductions in the qualifying period for unfair dismissal and broader protections, performance management and disciplinary processes should be handled carefully, fairly, and in line with updated best practice.
- Consider updating contracts, employee handbooks and internal policies (holiday entitlement, pay structure, sick pay, leave rights) which we can help you with, to align with the new and upcoming law changes and communicate these clearly to staff.
- The way you manage probation periods will need to be effective and documented. It should not be a surprise for someone at the end of their probation period whether you extend or end their employment. You need to be managing expectations a lot more.
What this means for employers
- If you rely on irregular working hours, zero-hours contracts, part-time or seasonal staff, these reforms are particularly relevant. Now is a good time to review how holiday pay is calculated and whether you want to adopt “rolled-up” holiday pay for simplicity.
- Ensure payroll and HR systems correctly recognise all elements of “normal remuneration” including regular overtime or commission when calculating holiday pay and other entitlements.
- When planning redundancies, dismissals or restructures, be aware that compensation and protections are rising. Correct documentation, fair process and robust performance management have never been more important.
- With the proposed reductions in the qualifying period for unfair dismissal and broader protections, performance management and disciplinary processes should be handled carefully, fairly, and in line with updated best practice.
- Consider updating contracts, employee handbooks and internal policies (holiday entitlement, pay structure, sick pay, leave rights) which we can help you with, to align with the new and upcoming law changes and communicate these clearly to staff.
- The way you manage probation periods will need to be effective and documented. It should not be a surprise for someone at the end of their probation period whether you extend or end their employment. You need to be managing expectations a lot more.
CHRISTMAS PARTY REMINDER - KEEPING CELEBRATIONS POSITIVE
Many organisations celebrating the festive season with team lunches, parties, or after-work drinks. It’s a great way to recognise the hard work of your staff, but a gentle note on conduct can help keep events enjoyable and issue-free.
Here are key reminders to share with teams:
- Enjoy responsibly – Festive events are still work-related functions. Employees should behave professionally, even when alcohol is involved.
- Respect boundaries – Inappropriate jokes, comments, or physical contact may seem “light-hearted” at the time but can easily cross the line. Remind staff to be mindful and respectful of others.
- Look after each other – Encourage employees to check in on colleagues, ensuring no one is left in vulnerable situations or travelling home alone if unsafe.
- Represent your organisation positively – Even at social events, employees are ambassadors for your brand. A reminder of expected standards helps set the tone for a safe and enjoyable evening.
If you need help drafting a Christmas party communication for your team, we’re happy to send a template.
CHRISTMAS PARTY REMINDER - KEEPING CELEBRATIONS POSITIVE
Many organisations celebrating the festive season with team lunches, parties, or after-work drinks. It’s a great way to recognise the hard work of your staff, but a gentle note on conduct can help keep events enjoyable and issue-free.
Here are key reminders to share with teams:
- Enjoy responsibly – Festive events are still work-related functions. Employees should behave professionally, even when alcohol is involved.
- Respect boundaries – Inappropriate jokes, comments, or physical contact may seem “light-hearted” at the time but can easily cross the line. Remind staff to be mindful and respectful of others.
- Look after each other – Encourage employees to check in on colleagues, ensuring no one is left in vulnerable situations or travelling home alone if unsafe.
- Represent your organisation positively – Even at social events, employees are ambassadors for your brand. A reminder of expected standards helps set the tone for a safe and enjoyable evening.
If you need help drafting a Christmas party communication for your team, we’re happy to send a template.
CHRISTMAS PARTY REMINDER - KEEPING CELEBRATIONS POSITIVE
Many organisations celebrating the festive season with team lunches, parties, or after-work drinks. It’s a great way to recognise the hard work of your staff, but a gentle note on conduct can help keep events enjoyable and issue-free.
Here are key reminders to share with teams:
- Enjoy responsibly – Festive events are still work-related functions. Employees should behave professionally, even when alcohol is involved.
- Respect boundaries – Inappropriate jokes, comments, or physical contact may seem “light-hearted” at the time but can easily cross the line. Remind staff to be mindful and respectful of others.
- Look after each other – Encourage employees to check in on colleagues, ensuring no one is left in vulnerable situations or travelling home alone if unsafe.
- Represent your organisation positively – Even at social events, employees are ambassadors for your brand. A reminder of expected standards helps set the tone for a safe and enjoyable evening.
If you need help drafting a Christmas party communication for your team, we’re happy to send a template.
A FINAL FESTIVE MESSAGE
We’d like to wish you, your teams, and your families a warm and joyful Christmas, and a happy, healthy, and successful 2026.
Thank you for choosing F&B HR. We appreciate every conversation, every project, and every partnership.
See you in the new year!
F&B HR Team
A FINAL FESTIVE MESSAGE
We’d like to wish you, your teams, and your families a warm and joyful Christmas, and a happy, healthy, and successful 2026.
Thank you for choosing F&B HR. We appreciate every conversation, every project, and every partnership.
See you in the new year!
F&B HR Team
A FINAL FESTIVE MESSAGE
We’d like to wish you, your teams, and your families a warm and joyful Christmas, and a happy, healthy, and successful 2026.
Thank you for choosing F&B HR. We appreciate every conversation, every project, and every partnership.
See you in the new year!
F&B HR Team
