A Year in Review – and a Thoughtful Look Ahead to 2026

READ TIME - 4 minute read

Last weekend we had our team Christmas day out, and what an amazing time we had. I had the absolute pleasure of spending the day with my fantastic team, watching a show (very, very funny), seeing the Christmas lights and then a yummy Christmas meal.

Next week we will have our extended team annual quiz and buffet in the office before we finish for Christmas and a very well deserved break.

As we reach the end of the year, this felt like the right moment to pause, reflect, and look ahead. 2025 has been another year of significant change in the world of work, and if nothing else, it’s reinforced one thing: people strategy can no longer be reactive.

This final edition of the year brings together the key themes we’ve seen in 2025, what employers need to be thinking about now, and where 2026 is heading.

2025 in review - pressure, pace and preparation.

If we had to sum up 2025 in three words, they would probably be uncertainty, preparation and pressure.

Across the year we’ve seen:

· A growing gap between legislation and readiness – with many employers aware that change is coming, but unsure where to start or what “good” looks like in practice.

· Increased scrutiny of employment practices – not just from regulators, but from employees, candidates and the media.

· Managers under strain – expected to navigate complex people issues without always having the training, time or confidence to do so well.

One theme that’s come up repeatedly in our conversations with clients is this: knowing about upcoming changes isn’t the same as being ready for them.

Recent research shows that a majority of employers still feel unprepared for the reforms expected under the Employment Rights Bill. That uncertainty is already influencing decision-making, recruitment plans and risk appetite – even before the full detail is confirmed.

What needs to be firmly on your radar for 2026…

Here are some areas we recommend employers actively plan for now:

1. Employment Rights reforms – from awareness to action

Whether implementation dates land in 2026 or beyond, expectations are already shifting. Employers will increasingly need to demonstrate:

· Clear, fair and consistently applied processes

· Evidence of proactive compliance (not just policies on a shelf)

· Confident, capable managers who understand their role in risk prevention

This isn’t about doing everything at once – it’s about having a credible plan.

2. Workforce planning in a tighter talent market

Many organisations are still feeling the hangover from recruitment challenges of recent years, but a new issue is emerging: the shrinking pipeline of early-career talent.

Recent data highlights a worrying slump in youth employment, creating a long-term workforce challenge for employers. Fewer young people entering the workforce today means skills gaps, succession risks and resourcing problems tomorrow.

This isn’t just a societal issue – it’s a business one.

3. Developing managers, not just promoting them

We continue to see people promoted into management roles with good intentions but limited support. In 2026, the organisations that thrive will be those that:

· Equip managers early

· Normalise learning and asking for help

· Treat management capability as a business-critical investment, not a “nice to have”

Why apprenticeships deserve a fresh look in 2026 (and a free event for you)

That youth employment slump is exactly why apprenticeships need to be back on the agenda. Done well, apprenticeships can:

· Build loyal, skilled talent from the ground up

· Support workforce and succession planning

· Improve diversity and social mobility

· Create a sustainable pipeline for hard-to-fill roles

But many employers tell us the same thing: “We’d love to explore apprenticeships… we just don’t know where to start.”

That’s why our January Lunch & Learn is focused on apprenticeships, with a brilliant expert panel to share their knowledge and experience and take questions. As readers of this newsletter you can come along for free - just make sure you use promo code IAAP to come along for free, you can book here.

👉 If apprenticeships are even a ‘maybe’ for 2026, this session is well worth an hour of your time.

A thank you – and a pause

As this is my last weekly email of the year, we want to say a genuine thank you for reading, sharing, replying and engaging with It’s All About People in 2025.

In early January we will be moving to a new platform for the newsletter, but it is still the same great content so do look out for it.

We’ll be taking a short break over the festive period – practising what we preach when it comes to rest, balance and switching off – the first edition of the newsletter will be with you on 8th January with fresh insights, practical guidance and support for the year ahead.

Until then, we wish you a restful Christmas and a positive start to 2026.

Best wishes,
Emma

P.S. Want to attend all next year’s events, including lunch and learns and HR Masterclasses (worth over £1000) for free? Become a Hub member and get your first month for free. HR Hub free for a month here.

P.P.S. All our events (lunch and learns, HR Masterclasses and HR Clinics) for 2026 are now planned and in the calendar. Take a look here and get booking your places. 

Events to join in the coming weeks

🎥 Free Webinar- Managing Sickness Absence - — understanding the real costs, reducing absenteeism, and preparing for the 2026 changes.

🎥 Free Webinar- Managing Conflict - recognising conflict, understanding the causes and how to manage conflict when it occurs.

🎥 Free Webinar on The Value of Values - why painting them on the wall is not the answer, true values drive business performance.

🎥 LinkedIn Live on Sexual Harassment Legislation and How to Be Complaint - Click on re-watch it.

🌟 Our Referral Program!

Do you know someone who would benefit from reading this weekly newsletter? Once a quarter we do a prize draw with all those who have referred this newsletter in with the chance of winning a £250 voucher! The more referrals you make, the higher your chances of winning – let’s spread the word and help even more people navigate HR with confidence. 💌🎁