In the first of our series of hypothetical HR dilemmas for financial firms, we explore what to do if you discover something about one of your traders that creates legal or reputational risk for your business. Imagine the scenario: You are the COO of a hedge fund. You have just found out that one of your traders was fired from a previous role for trading irregularities. What should you do? Immediate actions:   All situations are different, of course, but you may choose to keep

Recent announcements from the Government have created fresh uncertainty for HR professionals and employers. While some proposals have been scaled back, several points within last week’s press release suggest that the employment landscape will continue to shift over the coming years.

While most people are honest about their background and credentials, it’s critical that you check. To protect against legal, reputational and even financial risk to your business, you need to carry out thorough vetting during recruitment and then on an ongoing basis. Here are FeMan Consulting’s four ‘R’s of background screening – and insight into how we remove worry from the process.   1.   Regulation In regulated industries, it’s not enough to treat background checks as a ti

Effective human resources can be the making of a small business.  But from hiring, onboarding and employee documentation through to performance reviews and employee benefits, there is much to master within the HR domain. And that’s before you consider the more challenging aspects of being an employer, such as redundancies or handling poor performance. UK businesses will soon be grappling with a significant overhaul of employment law. The first elements of the Employment Right

Screening is expected for regulated firms. It is complex and time-consuming to carry out in-house, though, and taking shortcuts should never be an option.

Most leaders can’t afford to pour their time and energy into human resources: handling employee grievances, updating contracts and managing performance issues. Navigating HR tasks requires knowledge of ever-changing legislation – and often superhuman levels of tact.

Yesterday (1st July 2025) the Government published their “roadmap for delivering change” outlining the current proposed timings for implementation of various measures in the Employment Rights Bill.

Regulatory changes and increasing salary expectations are steadily driving up employment costs. On top of this, the ongoing challenge of...

The recent resignation of Arvind Balan, Chief Financial Officer (CFO) of Wood Group - a British oilfield services and engineering company...

Fake employment reference mills, also known as ‘reference houses’, are companies that sell fraudulent job references to job seekers....

The UK didn’t fare well in the Gallup State of the Global Workforce Report 2024 , ranking as one of the lowest countries in Europe with...

Since the publication of the Employment Rights Bill (ERB) in October 2024 (which we explored here),  there have been many reactions...