Cooperative HR Ltd

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Cooperative HR Ltd We are your local, independent HR Partner enabling business owners to do business; not HR. We work

30/09/2026

Replacing an employee isn't cheap.

Recruitment, lost productivity, training and getting someone new up to speed can all add up quickly.

And sometimes, the warning signs that someone is thinking about leaving are there long before they hand in their notice. 👀

With International Week of Happiness at Work running from 21–25 September, it's a good time to take a proper look at your employee experience.

Ask yourself:

🗣️ Are your people actually talking to you?

If employees only speak up when they're ready to leave, you're finding out far too late.

👥 Do your managers know their teams?

Regular one-to-ones and genuine conversations can help you spot when someone is disengaged, frustrated or simply not feeling valued.

📈 Can people see a future with you?

Development doesn't have to mean expensive training or a promotion every year. Sometimes it's about giving people new responsibilities, support and opportunities to grow.

💬 Are you acting on feedback?

There's little point asking employees what they think if nothing ever changes afterwards.

❤️ Are you creating a workplace people actually want to stay in?

Retention isn't about keeping everyone happy all the time.

It's about creating a workplace where people feel valued, supported and able to do a good job.

You don't need a huge corporate retention strategy either.

We can help you build something practical that works for a small team — without the corporate fluff. 😉

Want to take a look at your employee retention? Get in touch for a free consultation call.

Do you know the current pay rates you’re legally required to meet?Statutory pay rates change regularly, and it’s surpris...
30/09/2026

Do you know the current pay rates you’re legally required to meet?

Statutory pay rates change regularly, and it’s surprisingly easy to carry last year’s figures forward without realising.

It might be an innocent mistake, but that doesn’t mean it can be ignored. Getting pay rates wrong can leave your business exposed to back-payments, penalties and other compliance issues.

So, make sure you’re working from the current rates and know when changes take effect.

Save this infographic so you’ve got the key figures to hand. 👇

And if you’re unsure whether your pay practices are up to date, we’re always happy to have a confidential chat.

Just get in touch — no jargon, no judgement, just practical HR advice.

Some interview questions can leave your business open to a discrimination claim — even when there was absolutely no inte...
29/09/2026

Some interview questions can leave your business open to a discrimination claim — even when there was absolutely no intention to discriminate.

That doesn’t mean you can’t get to know candidates or work out whether they’re the right person for the role.

It’s about asking the right questions.

A good rule of thumb is to focus on what’s relevant to the job: the skills, experience, availability and requirements of the role — rather than someone’s personal circumstances or protected characteristics.

We’ve put together 5 interview questions to avoid, and what you can ask instead. 👇

Save this for your next round of interviews — it could help you avoid an awkward question and an unnecessary HR headache.

And if you’re not sure what you can and can’t ask during recruitment, we’re happy to help.

28/09/2026

An employee tells you they've been diagnosed with cancer. What do you do next?

It can be difficult to know what to say or what you're legally required to do — especially in a small business where you may not have an HR team to turn to.

Under the Equality Act 2010, cancer is automatically treated as a disability from the point of diagnosis.

That means employers need to consider their responsibilities, including whether reasonable adjustments are needed.

Getting this wrong can create serious risks for your business.

❌ Trying to push someone out because their treatment may affect work

❌ Failing to consider reasonable adjustments

❌ Making assumptions about what they can or can't do

❌ Handling conversations without considering the impact on the employee

So what should you have in place?

🗣️ A supportive way to have the conversation

Give the employee space to explain what they need and avoid making assumptions.

🤝 A process for considering adjustments

These will depend on the individual and their role, but could include changes to hours, duties, workload or working arrangements.

📝 Clear records

Keep a record of discussions, agreed adjustments and review dates.

📅 A plan for keeping things under review

Someone's needs may change during treatment and recovery, so adjustments shouldn't necessarily be treated as a one-off conversation.

25 September is the Macmillan Coffee Morning — a good reminder to ask yourself whether your business would know what to do if an employee received a cancer diagnosis tomorrow.

You don't need to have all the answers.

But you do need to know where to get the right support.

If you're not sure what your responsibilities are, we're here for a confidential chat.

🥘 PAELLA, TAPAS, VIEWS… AND ONE HELL OF AN OPENING NIGHT! 🍷Oh, what a night! “Late December, back in ’63…” (or whatever ...
25/09/2026

🥘 PAELLA, TAPAS, VIEWS… AND ONE HELL OF AN OPENING NIGHT! 🍷

Oh, what a night!

“Late December, back in ’63…” (or whatever the song actually says! 😂) — but this was

late September in 26, and it was time to officially open the doors to the brand-new The Paella Fella hub!

And what a way to celebrate it.

Beautiful views, delicious tapas, outstanding paella and a fantastic atmosphere — honestly, what more could you want from an opening night?

Based at the beautiful Stone Building, Paella Fella are now taking bookings for team-building events, team meetings, private events and more.

And if you’re planning something further afield, they’ve got that covered too. Weddings, birthdays, celebrations, corporate events — whatever the occasion, they can bring the paella party to you! 🥘🎉

So, if you’ve got an event coming up and want great food, great service and something a little different, give Nick and the team a call.

A huge thank you to Nick and the Paella Fella team for such a brilliant evening. It was fantastic to see the new hub officially open, and we wish you all the very best for this exciting next stage of growth.

Here’s to plenty more celebrations, events and, of course… PAELLA! 🥘🔥

It’s National Inclusion Week (14–20 September), so let’s talk about what inclusion actually means.It’s not simply about ...
25/09/2026

It’s National Inclusion Week (14–20 September), so let’s talk about what inclusion actually means.

It’s not simply about having a diverse workforce.

Inclusion is about creating a workplace where everyone has a fair opportunity to contribute, develop and succeed — regardless of their background, characteristics or circumstances.

And it’s good for your people and your business.

When employees feel included, they’re more likely to feel engaged, valued and committed to their work. That can mean stronger performance, better retention and fewer recruitment headaches.

A genuinely inclusive workplace can also help reduce the risk of workplace conflict, discrimination complaints and costly employment disputes.

Put simply, when people feel they belong, businesses benefit too.

Our graphic below covers 5 reasons why creating an inclusive workplace should be on every employer’s radar. 👇

Not sure where to start? We can help you look at your workplace practices, policies and culture and identify where there are opportunities to improve.

If you need a hand with anything HR-related, just get in touch. We’re always happy to have a chat.

24/09/2026

The qualifying period for unfair dismissal protection is changing.

From January 2027, employees are expected to qualify for ordinary unfair dismissal protection after six months' service, rather than two years.

That means the way you manage performance issues now matters.

If someone in your team isn't performing, don't wait until you're ready to dismiss them before you start documenting what's happening.

You should be able to show:

🗣️ What you've discussed

If you've had conversations about performance, keep a clear record of what was discussed.

📝 What you've asked them to improve

Be specific about the issue, what needs to change and what good performance looks like.

📅 What support you've given

Make sure the employee has had a reasonable opportunity to improve and understands what support is available.

🔍 What happened next

Keep records of follow-up conversations, agreed actions and progress.

A quick conversation in the corridor might feel like enough at the time.

But if the situation escalates later, "we've spoken to them loads of times" isn't much of a paper trail. 👀

Q4 is coming.

If there are performance conversations you've been putting off, now is the time to deal with them properly.

We can help you put a practical performance management process in place that works for a small business — without turning your HR into a mountain of paperwork.

Get in touch if you'd like to talk it through.

A formal grievance is one of those things most business owners don’t think about until one lands on their desk.And when ...
23/09/2026

A formal grievance is one of those things most business owners don’t think about until one lands on their desk.

And when it does, how you respond matters just as much as what’s being raised.

Get the process wrong and you could be facing escalation, damaged trust and potentially an employment tribunal claim.

With employment law changes coming in October 2026, it’s more important than ever to make sure you understand your responsibilities and act promptly when an employee raises a concern.

The good news? The grievance process itself doesn’t have to be complicated.

It’s often the basics that matter most: listen, investigate properly, follow a fair process and keep everyone informed.

Skipping steps — or trying to deal with a formal grievance too casually — is where employers can come unstuck.

Our carousel takes you through what to do from the moment a grievance is raised, step by step. 👇

Save it for when you need it — hopefully you won’t, but it’s much better to have a plan before a grievance lands on your desk.

And if you’re dealing with one now and aren’t sure what to do next, get in touch before taking action.

22/09/2026

Two people doing the same job, but one is being paid less?

That could create an equal pay risk for your business.

And unlike many employment claims, there's no cap on compensation for successful equal pay claims.

With International Equal Pay Day on 18 September, it's a good opportunity to take a closer look at how you're paying your people.

Because pay differences aren't automatically unlawful — there can be legitimate reasons why two employees doing similar work are paid differently.

But you need to be able to explain and justify those differences.

So, ask yourself:

💷 Are people in comparable roles being paid consistently?

📊 Do you have clear salary ranges or pay structures?

🔍 Can you explain why someone is paid more or less than a colleague?

📈 Are pay decisions based on objective factors such as experience, skills, performance or responsibilities?

📝 Do you have records to support those decisions?

It's much better to identify a potential pay issue yourself than have an employee identify it for you. 👀

A pay audit can help you spot inconsistencies, understand where the risks are and put things right before they become a bigger problem.

If you haven't reviewed your pay structure recently, we can help.

Get in touch if you'd like to talk through how a pay audit works.

From October 2026, employers face two important changes when it comes to harassment at work.The duty to prevent sexual h...
21/09/2026

From October 2026, employers face two important changes when it comes to harassment at work.

The duty to prevent sexual harassment is being strengthened — employers will need to take all reasonable steps, rather than simply reasonable steps.

And there will also be greater protection around third-party harassment, meaning employers can face liability for harassment by people such as customers, clients and contractors.

The important question is: could you demonstrate that you've done everything reasonably possible to prevent it?

We’ve put the key requirements into a simple 6-step checklist, so you can quickly see where you stand. 👇

If you can’t tick all six, now is the time to take a closer look.

We carry out harassment prevention reviews to identify the gaps, explain what needs to change and help you get things in place before October.

Don’t wait for a complaint to find out what you’ve missed.

Address

Littlehampton
BN177TL

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

Telephone

01903 868502

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