First published on Wednesday, June 25, 2025
Last updated on Wednesday, June 25, 2025
Welcome to HR Heartbeat, where we take a look at the week’s 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.
Back to the office. But where’s my desk?
HSBC is reportedly considering a three-day-a-week return-to-office (RTO) mandate. But there’s a catch. Their new UK HQ may be short by 7,700 desks. The move comes as the bank downsizes from its Canary Wharf base to a smaller space near St. Paul’s.
A RTO policy is fine, but whatever happened to practical planning? It’s not just about furniture, either. Mandating office attendance without a clear purpose, or even enough space; causes chaos, resentment, and serious legal risk.
I fully support RTO if it’s better for your business. But before you roll it out, pause and plan. Think about how your people work, and what they need to do that work well.
Especially as many people have made personal commitments and life changes based around remote work. The very least you could do? Give them a desk to return to. If this story has you rethinking your RTO plans, consider tools like Blip, a clocking-in app that supports flexible working across multiple locations.
The 9-5 is dead. Long live the 6-10
Microsoft says the workday is expanding. Their latest report shows that 40% of employees check emails by 6am, and a third are back online at 10pm.
Oh, and weekends? Not safe either. One in five are online before midday, with Sunday evening inbox checks creeping in too. You might think this shows diligence, but trust me, this “infinite workday” is dangerous, and incredibly draining.
It starts at the top. Business owners, we need to be a role model for healthy boundaries for our workforce. Then, I’d recommend building policies that make it clear that employees are not expected to be “always on”.
HR is the one to lead the charge here. Work hand-in-hand with your people and you can reduce this creep of responsibilities and expectations that do more harm than good.
Gen Z are struggling, but they can’t afford to stop
New research by the Work Foundation shows that 43% of workers aged 16-24 say their health could affect their ability to stay in work. But 41% also say they can’t afford to quit, even if they wanted to.
Mental health, unsurprisingly maybe, is the key issue here. 23% report poor mental wellbeing, and a third say their job is making it worse. Add in insecure gig roles, zero hour contracts, and the post-pandemic isolation for those early in their careers, and you’ve got a generation who are quietly under increasing pressure.
HR can’t solve every problem. But on this one, we can (and should) do more. start with better access to support. Train managers to have meaningful conversations with staff. And build a culture where it’s okay so say, “I’m not okay”.
If we want young people to stay and thrive in work, we have to give them a working world that puts something back in.
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!
