Hiring staff from overseas, tackling work related stress, and knowing what makes your staff feel angry!
Today we review the government’s recent announcement to reform the immigration system to see how it may affect workers. We also take a deep dive into HSE’s plan to support employees in tackling work related stress, and review a survey by ACAS revealing what gets under the collar of staff in the workplace.
New Immigration Changes: What Businesses Need to Know
The government announced major changes last week to the immigration system as part of its plan to reduce net migration and encourage more home-grown skills. If you run a business, even if you don’t currently recruit from overseas, it’s worth understanding what’s changing and how it could affect your future hiring plans.
Here are the key points and what they might mean for your business.
Hiring from overseas will get harder
If your business sponsors skilled workers from outside the UK – or you’ve considered doing so – it’s about to become more difficult and more expensive.
- The definition of a ‘skilled worker’ is being tightened. Roles will now need to be at graduate level or above to qualify and the minimum salary levels will go up.
- A special list that allowed some roles to be hired at lower salaries is being scrapped.
- From now on, only jobs facing long-term shortages – and where there’s a plan to train UK workers – will be allowed to bring in overseas staff.
In short, unless the role is highly skilled and in short supply, filling it through immigration is likely to become a challenge.
No more social care recruitment from overseas
If you run a care business or provide care services, this one is especially important. The government plans to stop new overseas recruitment for social care roles. Those already here on care visas can stay for now, but no new applications will be allowed. This change will be phased in by 2028, but it’s a clear signal that care businesses need to start planning for UK-based recruitment now.
There may be more pressure to train locally.
The government has said the measures will include new requirements to boost domestic training.
Fewer international graduates staying after their studies?
If you employ graduates, the government is planning to reduce the ability for graduates to remain in the UK after their studies to a period of 18 months. Universities will also face stricter rules for sponsoring students.
This may mean fewer international graduates entering the local job market, something to keep in mind if your business has hired from this group in the past.
Support for high-growth, high-skill businesses
On a more positive note, if your business is in a science, tech, or design-related field, you may benefit from plans to make it easier for top global talent to come to the UK.
What can businesses do now?
Even if your business doesn’t hire from abroad, these changes are part of a wider shift in how recruitment and workforce planning will work in the UK. Here’s what you might consider:
- Think local: Look at how you can train, promote or support current staff before looking externally.
- Review your hiring plans: If you’re growing your team, consider the impact of fewer overseas candidates and a more competitive domestic market.
- Keep an eye on updates: These changes will roll out over the coming months and years, so it’s worth keeping informed.
If you’re not sure how these changes apply to your business or want to discuss your workforce plans, please get in touch. We’re happy to help.
See: https://www.gov.uk/government/news/immigration-white-paper-to-reduce-migration-and-strengthen-border
New Free HSE Tool Helps Employers Tackle Work-Related Stress
Last week was Mental Health Awareness Week, and to mark the occasion, the Health and Safety Executive (HSE) launched a free online learning module to help employers better understand and manage work-related stress in their teams.
The new resource is part of HSE’s Working Minds campaign, which aims to help businesses take practical steps to improve workplace mental health and meet their legal obligations.
Why does this matter to your business?
According to HSE, around half of all work-related ill health is down to stress, depression or anxiety. That’s a significant figure, and one that many business owners are likely to recognise – whether it’s seen in staff absence, reduced productivity, or just a general drop in morale.
Importantly, managing stress at work isn’t just good for your people – it’s also something the law expects employers to take seriously. As Kayleigh Roberts from HSE puts it: “Preventing work-related stress isn’t just the right thing to do for your workers – it’s also a legal requirement”.
The new module offers guidance in conducting effective risk assessments, identifying the root causes of work-related stress and implementing solutions.
Six key areas to watch
The HSE has identified six main areas that can cause stress at work if they’re not managed well: demands, control, support, relationships, role, and change.
A simple framework: The 5Rs
The module also builds on the Working Minds campaign’s 5Rs, a straightforward approach to managing stress:
- Reach out and have conversations
- Recognise the signs and causes of stress
- Respond to risks by agreeing on action points
- Reflect on the actions taken
- Make it Routine to check in regularly
Next steps
If you’re an employer, especially in a small business where everyone wears multiple hats, this is a helpful, free tool that can make a real difference to how you support your team.
To access the online learning module, you can register here.
Thinking About Your Tax Return?
H M Revenue and Customs have reported that a record number of people- nearly 300,000 – have already filed their 2024–25 tax return, just weeks into the new tax year. While the deadline isn’t until 31 January 2026, it’s worth thinking about it sooner rather than later.
Filing early can have a few helpful benefits:
- More time to budget: Knowing what you owe means you can plan ahead or spread the cost through regular payments.
- Faster refunds: If you’ve overpaid, you’ll get your money back sooner.
- Less pressure later on: Getting things sorted now avoids the January rush.
If you think you may need to file a return, or you’re not sure, just get in touch and we’ll help you work it out. And if you’re ready now, feel free to send over your information – we’re happy to get a head start.
ICO Consulting on Updated Guidance on Encryption
The Information Commissioner’s Office (ICO) has launched a consultation on its draft updated guidance on encryption.
The questions in the survey are split into four sections, as follows:
- Section 1: About you and your organisation.
- Section 2: Your views on our approach to encryption and data protection law.
- Section 3: Questions about the encryption scenarios that the guidance includes.
- Section 4: Any additional comments about the guidance.
The consultation will be running until Tuesday, 24 June 2025.
To access the draft guidance, see here.
To respond to the consultation, see here.
What’s Making Employees Angry at Work – and What Employers Can Do About It
A recent ACAS survey has revealed what’s really getting under employees’ skin at work and the results may strike a chord with many business owners.
Top of the list? Nearly half of workers (49%) said the thing that angers them most is seeing colleagues who aren’t doing their job properly. Not far behind, 44% resent it when others take credit for their work, and 39% said an over-demanding boss causes the most frustration. Rude behaviour, whether from customers or other staff, also made the list at 37%.
These types of workplace tensions are more than just minor irritations. Left unchecked, they can affect morale, productivity, and ultimately, your bottom line. According to ACAS, workplace conflict is estimated to cost UK organisations £30 billion a year.
So, what can businesses do?
Stewart Gee from ACAS says the key is to address issues early, before they escalate: “Anger over a lack of recognition, rudeness, their boss or a colleague seen as not pulling their weight can impact productivity and escalate to conflict if left unresolved at work”.
Often, a quiet word or informal conversation is enough to clear the air. Encouraging open communication and setting clear expectations can go a long way. Where issues persist, mediation or support from an HR professional may help avoid the need for formal processes.
Some practical steps for employers could include:
- Encourage early conversations before frustrations build up
- Lead by example in how you treat staff and handle conflict
- Offer clear training and inductions so expectations are understood
- Check in regularly with your team, especially in busy periods
Taking a thoughtful, proactive approach to resolving workplace frustrations can help foster a more positive and productive environment for everyone. Sometimes, simply making space for honest conversations is the best place to start.
See: https://www.acas.org.uk/colleagues-not-doing-jobs-properly-makes-staff-angriest-at-work