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August Newsletter
September Planning: Your HR Priorities for Q4 Success
Published August 2025 | 8-minute read
Summer’s winding down and September is just around the corner. If you’re like most business leaders, you’re already feeling that familiar September energy, the sense of a fresh start and the final push towards year-end goals.
But here’s the thing: the most successful businesses don’t wait until September to start planning. They use August as their strategic planning month, setting themselves up for a strong finish to the year.
Why September Matters for your Business
There’s something uniquely powerful about September. Summer holidays are over, your team is back in full swing, and you’ve got one final quarter to make your year count. It’s also when employee behaviour patterns shift and smart HR planning can make or break your retention efforts.
Three Critical Questions Every Business Leader Should Ask Right Now
Before you dive into the autumn rush, take a step back and ask yourself these fundamental questions:
Your September HR Action Plan
Based on our experience supporting of small business owners in Sussex and Surrey, here are the three HR priorities that should be on your radar this autumn:
When did you last review your contracts, policies, and employee handbook? If you can’t remember, it’s time for a comprehensive HR Audit.
Why this matters: Employment law changes regularly, with more to come as we head into 2026, further details can be found here in our Employment Rights Bill July 2025 update and outdated policies can leave you legally vulnerable. We’ve seen businesses face costly tribunals simply because their documentation wasn’t up to scratch.
What to focus on:
Here’s something most business owners don’t realise: sickness absence typically spikes in November. The combination of winter bugs, seasonal affective disorder, and year-end stress creates a perfect storm.
The cost of poor absence management: A recent study found that unmanaged absence can cost UK businesses up to £29 billion annually. For SMEs, just one prolonged absence can significantly impact productivity.
Action steps:
Post-summer is resignation season. Along with January as it’s when employees are most likely to hand in their notice. The good news? Proactive engagement strategies can significantly improve retention.
Why employees leave after summer:
Retention strategies that work:
Latest Employment Law Updates: What You Need to Know
Parental Leave: The Hidden Cost of Statutory-Only Policies
Recent research has revealed a stark reality: women on statutory maternity pay face an average £6,230 annual shortfall, even when sharing household expenses. This financial pressure is forcing many new mothers to return to work earlier than planned.
The business case for enhanced maternity pay: 74% of employers now offer enhanced maternity benefits, and they’re seeing measurably stronger staff loyalty as a result.
If enhanced pay isn’t feasible, consider these alternatives:
Management Burnout: The Hidden Threat to Your Team
Alarming new research shows that nearly 60% of leaders are completely exhausted by day’s end, with 65% displaying clinical burnout symptoms. This isn’t just a personal problem it’s a business risk.
The ripple effect: When managers are overwhelmed, their teams suffer. We see increased staff turnover, reduced performance, and higher absence rates across entire departments.
The solution: Targeted leadership coaching. Our experience shows that even brief management training programmes can dramatically improve both leader wellbeing and team performance.
Employment Tribunal Alert: The £24,000 Redundancy Mistake
A recent tribunal case serves as a costly reminder about the importance of proper procedure. An employee was made redundant during a surprise video call on her day off, with the employer labelling it a ‘catch-up meeting’.
The result: £24,000 compensation awarded to the employee.
The lesson: Good intentions don’t override legal requirements. Even when trying to be kind by delivering difficult news quickly, proper process must always be followed.
Best practice for redundancies:
Practical HR Solutions: Your Questions Answered
Handling Heat-of-the-Moment Resignations
Scenario: An employee storms out of a meeting declaring, “That’s it, I quit!” Is this legally binding?
The legal position: For a resignation to be valid, it must be clear, voluntary, and genuine. Emotional outbursts during conflicts typically don’t meet this standard, but context matters more than exact words.
Best practice response:
The follow-up conversation: “Yesterday was clearly a difficult situation. Did you genuinely intend to resign, or were you expressing frustration?”
This approach provides face-saving opportunities while protecting your legal position.
Contract Variations and Pay Rises
Question: Do I need to issue new contracts every time someone gets a pay rise?
Answer: No, but documentation is crucial. A simple variation letter or email confirmation is sufficient. For example: “Following our discussion, your salary will increase to £X from [date].” This creates a clear record and prevents future confusion.
Reducing Hours During Quiet Periods
Question: Can I legally reduce someone’s hours when business is slow?
Answer: Not without their agreement. Unilateral hour reductions constitute a breach of contract and can lead to constructive dismissal claims.
Alternatives to consider:
Always seek professional advice before implementing changes to protect both parties’ interests.
Managing Workplace Relationships
Question: How should I handle employees who are in a relationship?
Answer: Workplace relationships are legal and natural. The key is managing potential conflicts of interest professionally.
When to be cautious:
Recommended approach:
Need Expert HR Support?
Navigating employment law and HR best practices can be complex, especially for growing businesses. Whether you need help with policy reviews, absence management, or handling sensitive employment situations, professional guidance can save you time, money and legal complications.
Ready to get your HR house in order for the final quarter? Contact us for a confidential consultation about how we can support your business through the challenges ahead.
If you’d like to discuss your HR challenges or explore how we can support your business, contact us at MJV Consulting on 01403 916727 or email us at info@mjvconsulting.co.uk. We’re here to help small businesses across Sussex, Surrey and London build teams that thrive.
