Agile HR Newsletter March 2026

Outplacement Support – Why Does it Matter?

Redundancy is never an easy decision. Whilst organisational change is sometimes necessary, the way a company supports employees through that transition can have a lasting impact on both individuals and the company culture.

Outplacement support offers a practical and compassionate way to help employees move forward after redundancy.

What Is Outplacement Support?

Outplacement support is a service provided by employers to help departing employees secure new opportunities. Usually delivered by HR/ Career coaches, it provides guidance, tools and coaching to help individuals navigate the job market with greater confidence.

Typical support includes:

• Career coaching and goal setting
• CV writing and LinkedIn profile optimisation
• Interview preparation
• Job search strategy and networking advice

By offering structured guidance during a difficult time, outplacement support helps employees take positive steps towards their next role.

Why It Matters for Organisations

• Protecting employer brand
  How a company handles redundancies can shape how it is viewed by current employees, future candidates and the wider market. Offering professional support demonstrates respect and responsibility.
  
• Maintaining trust within the workforce
  Redundancies affect the wider team as well as those leaving. Supporting departing employees with care reassures remaining staff that the organisation values its people.
  
• Helping employees move on faster
  Professional career coaching and job search support can significantly reduce the time it takes individuals to find new roles.

• Supporting People Through Change
  At its heart, outplacement support is about treating people with dignity during organisational change. By providing meaningful transition support, organisations help employees move forward with confidence while reinforcing a culture built on respect and integrity.

If you would like more information on Outplacement Support, please contact [email protected]

Handling Short-Term Absence: A Practical Guide for Employers

Short-term absence is something every organisation faces – whether it’s a seasonal illness, a last-minute childcare issue, or an unexpected personal matter. While occasional absence is normal, how you manage it can make a real difference to productivity, team morale, and employee wellbeing.

1. Set Clear Expectations

Start with a simple, well-communicated absence policy. Employees should know who to contact, by when, and what information they need to provide. Clarity reduces ambiguity and helps managers respond consistently.

2. Focus on Patterns, Not Instances

A single day off is rarely a concern. However, repeated short-term absences – especially around weekends or busy periods – may indicate a deeper issue. Train managers to spot patterns early and address them sensitively.

3. Use Data as a Guide — Not a Decision Maker

Tools like the Bradford Factor can be helpful in highlighting patterns of frequent short-term absence by giving greater weight to repeated instances rather than total days off. However, it’s important to treat this as just one indicator, not a definitive measure. Over-reliance on any single metric can lead to unfair or overly rigid decision-making. Always combine data with professional judgement and an understanding of individual circumstances.

4. Have Supportive Conversations

When someone returns to work, a brief return-to-work meeting can be invaluable. Check they’re fit to return, ask if anything contributed to the absence, and identify any support they may need. This approach shows care while reinforcing accountability.

5. Equip Your Managers

Line managers play a key role in managing absence. Make sure they are confident in handling conversations, applying policies fairly, and knowing when to escalate concerns. Consistency across the business is critical.

6. Balance Compassion with Consistency

It’s important to take a fair and human approach – employees will remember how they were treated during difficult moments. At the same time, policies should be applied consistently to maintain trust across the team.

7. Know When to Take Further Action

If absence becomes frequent or problematic, it may be appropriate to move to a more formal process. This should always be handled in line with your policy and with clear documentation.

Managing short-term absence effectively isn’t about eliminating it – it’s about creating a fair, supportive framework that keeps your business running smoothly while looking after your people.

If you’d like support reviewing your absence policies or training your managers, Agile HR is here to help.

Contact – [email protected]

The Importance of Up-to-Date Contracts

In fast-moving businesses, it’s easy for employment contracts to fall down the priority list. But outdated contracts can create real legal, financial, and operational risk. For your business, ensuring contracts are current isn’t just best practice – it’s essential protection.

We advise reviewing and updating your contract (and other documents such as the employee handbook) annually, or when there are specific:

• Changes in employment law
• Evolving business needs  
• Changes in company policy
• New ways of working (remote, hybrid, flexible)
• Organisational growth or restructuring

Why Up-to-Date Contracts Matter

Legal Compliance – employment legislation in the UK evolves regularly. If your contracts don’t reflect current law, you may be exposed to claims or penalties.

Clarity and Certainty – clear, current terms reduce ambiguity and confusion. This helps prevent disputes around pay, working hours, notice periods, and responsibilities.

Protection of Business Interests – clear, relevant and up-to-date clauses around confidentiality, intellectual property, and restrictive covenants are critical – especially for exiting employees.

Stronger Employee Relations – employees who understand their terms are less likely to feel misled or disengaged.

A Practical Approach

Updating contracts doesn’t have to be challenging. Agile HR can support you with a structured approach, including:

• Reviewing existing contracts
• Ensuring your contract is compliant with UK legislation
• Identifying gaps or risks
• Aligning contracts with current business strategy and policies
• Communicating changes clearly to employees
• Implementing updated templates for future hires

If you would like support with your documentation please do reach out [email protected]