Summer is here – Mid year check in

Well, when did June get here? I must have blinked and missed the last 6 months!

Well, when did June get here?  I must have blinked and missed the last 6 months!

In this month’s blog, we’re rounding up the year so far, highlighting key HR challenges and wins, and offering some timely advice to help you navigate the summer dynamics.

I hope you have some nice trips and holidays planned for getting away this summer, to wind down and recharge the batteries.  Talking of getting away, with schools breaking up, summer is the peak season for annual leave, and I often find that businesses can struggle to manage this balance as they need to ensure continuity for their customers. Here are a few ways to manage it effectively:

• If you haven’t already reviewed your leave policy this year, now’s the time.  Ensure they are easy to access and understand, aligned with your operational needs and are 100% clear about blackout periods, notice requirements and how leave is approved.

• Encourage managers to reinforce expectations early to reduce last-minute conflicts.

• Having a centralised system for tracking requests can also help avoid confusion.  I know that sounds obvious, but you’d be surprised of the number of businesses who don’t track annual leave and soon get muddled and frustrated of who is supposed to be off work and when.

• Be consistent with approvals, and if you need to decline a request, explain why.  Transparency will foster trust, even in disappointment.

• Don’t forget to model good practice too, and make sure that you take your own leave. 

• It will also be worth checking who has not taken any annual leave and speak to them about ensuring this is taken.  It will avoid end of year scrambles or overbookings at the end of the year.

Trends and shifts so far in the workplace continues to evolve in response to broader economic, technological, and social forces.  Here’s what we’ve observed in the first half of the year:

Increased Focus on Mental Health

Employee wellbeing remains top of the agenda, especially with ongoing uncertainty in the economy and rising burnout rates. We’ve seen more employers offering mental health days, on-demand counselling or Employee Assistance Programmes and training for managers on psychological safety.

Rise of the 4-Day Week

Several UK pilot schemes and private sector trials are continuing to show strong productivity results. While not mainstream yet, interest is growing.

If you’re not ready for a full 4-day model, consider experimenting with half-day Fridays or compressed hours in quieter summer months.

AI and HR Tech Integration

From recruitment screening tools to chatbot-powered employee self-service, HR tech is rapidly advancing. While AI adoption still varies by company size and sector, now is the time to audit your processes for automation opportunities.

Your Mid-Year HR Checklist

Now’s the ideal time to take stock. Use this checklist to ensure you’re on track for the second half of the year:

Annual Leave Audit

• Are leave records up to date?
• Are there team members with excessive carryover?
• Do you have contingency plans for key staff leave?

Policy & Compliance Review

• Do your policies reflect the 2024 legislative updates?
• Have you briefed managers on their responsibilities?
• Is your employee handbook current?

Performance & Development

• Have you conducted mid-year reviews?
• Are development plans aligned with business goals?
• Is there a pipeline for internal promotions?

Employee Engagement

• Have you run a pulse survey this year?
• Are hybrid/remote policies still fit for purpose?
• Are wellbeing resources being used?

Planning for 2026

1. Budget conversations often start in Q3—get involved early.
2. What initiatives do you want to invest in next year?
3. What data do you need to make your case?

Final Thoughts

Mid-year is a natural moment for HR to pause, reflect, and recalibrate. The first half of 2025 brought challenges, from talent shortages to regulatory changes, but also progress and opportunity.  As we head into summer, managing time off fairly and efficiently while staying compliant with evolving laws will help your teams stay energised, productive, and supported.

And remember: your role isn’t solving today’s problems. It’s also about shaping the future of work for your organisation.

I hope you enjoy the photo of an early morning dog walk last week!