First published on Friday, March 20, 2026
Last updated on Friday, March 20, 2026
Welcome to HR Heartbeat, where we take a look at the most pressing HR and employment law stories. With over 18 years’ experience in employee relations, I give my opinion on current trends impacting your business, as well as my own personal commentary on all things HR and legal.
Government to unlock 200,000 jobs for under-24s
The government has announced a major employment drive geared towards young people. A new Youth Jobs Grant of £3,000 will be available for businesses hiring a young person aged 18-24 who has been on Universal Credit and looking for work for six months. And 50,000 more apprenticeships will be created, halting the 40% decline in take-up since 2015. Small businesses taking on an employee aged 16-24 will receive a £3,000 Apprenticeship Incentive.
This is great news for employers and young people. It supports small businesses, and levels the playing field for youths who are looking for careers outside the traditional university route. With new apprenticeships in AI, clean energy, and construction, this is an opportunity to build a long-term career, and will help small businesses grow their skilled workforce. You can read more about hiring apprentices in our blog here.
64% of frontline rotas have no audit trail
And without an audit trail, that 64% won’t comply with the Employment Rights Act 2025. In a UK survey, a third of workers received rota updates through WhatsApp, text or email, and over a quarter relied on paper or verbal briefings.
From 2027, this just won’t fly. Under the Employment Rights act, cancelled shifts could cost you more from next year. If you don’t give reasonable notice of changes to shifts, you could end up paying twice if a shift is cancelled, cut short, or moved.
So, why not prepare now? Take a look at shifts and rotas software for true flexibility. Say goodbye to the wall planner in the staff room, and hello to instant notifications for you and your teams.
Unsuccessful interviewee awarded £7k for lack of reasonable adjustments
It’s a reminder that reasonable adjustments apply even before someone is employed by you. The employee in question had disclosed that she had a mental health condition, which impacted her interview performance. When she was assessed against another candidate, the interview scores weren’t reviewed in light of her disability disclosure. Reasonable steps can include offering another interview and keeping records of decision making in case of a legal challenge.
Even if you’re trying to fill a position quickly, sometimes you need to take a step back and consider if your process is sound. More than ever, mental health is in the spotlight. And there’s (thankfully) less stigma surrounding mental ill health. So, candidates are more likely to make disclosures in the recruitment process. Make sure your interview process is legally compliant, and your hiring managers have had the appropriate training. If you’re not sure, get advice from the experts.
And that’s a wrap from me. Tune in next time for my take on the latest headlines and employment law stories, helping keep your business ahead!
