Strategic HR Digest Newsletter | 4-Day Workweek: What HR Teams Can Actually Learn

AI isn’t just changing HR—it’s transforming it at lightning speed. In this short but powerful video from Avado Learning, Simon McCaskill—Google facilitator and speaker—explores how AI is already making a significant impact on recruitment, performance management, and employee engagement.

Simon shares practical insights on:

AI presents both opportunities and challenges for HR. Understanding how to harness it effectively could be the key to building a more agile, future-ready team.

In today’s workplace, inclusion isn’t a side initiative—it’s a core strategy. With the UK government moving to reform disability and sickness benefits, including scrapping the Work Capability Assessment and introducing a “right to try” work guarantee, the expectation is clear: employment should be accessible by design.

This isn’t just a shift in policy—it’s a shift in mindset. Long-term health conditions and disability are no longer seen as fixed barriers to work, but as part of a dynamic talent landscape. For HR leaders, this opens the door to rethinking recruitment, role flexibility, and long-term workforce planning.

What’s often overlooked is the upside. Evidence from models like the Shaw Trust’s IPS program shows that inclusive employment—especially when backed by early, personalised support—delivers higher retention, stronger wellbeing outcomes, and significant cost savings for employers.

Businesses that adopt inclusive practices report lower attrition and higher team engagement. And in a tight labour market, underutilised talent pools like disabled or long-term sick workers represent a key competitive advantage.

So what should HR leaders do now?

Rebuild job design around flexibility: Shift from rigid roles to adaptable structures that support different ways of working, including phased returns and remote options.

Prioritise inclusive onboarding: Partner with occupational health providers or disability specialists to support new hires with tailored pathways into work.

Track inclusion metrics: Go beyond hiring targets. Monitor progression, satisfaction, and wellbeing across your workforce—and use the data to close equity gaps.

As policy reforms gain traction, inclusive employment will become a baseline expectation. The organisations that embed it into culture—not just compliance—will unlock resilience, trust, and sustainable growth.

AI IN HR

AI is reshaping HR by automating recruitment, personalising employee engagement, and predicting attrition risks, leading to efficiency and cost-saving benefits. This integration allows companies to enhance decision-making, streamline operations, and improve workforce management. Businesses must embrace AI to build a more agile, data-driven HR environment.

CORPORATE DISPUTE

Ben & Jerry's has filed a complaint against Unilever for allegedly dismissing CEO David Stever due to his commitment to the company's social activism, which they claim violates their merger agreement. The dispute highlights tension over Unilever's policies on political statements, including prohibitions on content related to the Gaza conflict and social justice initiatives. This case underscores the challenges of maintaining brand integrity within corporate structures, especially when activism intersects with business interests.

CAREER MANAGEMENT

Block lists, though legal, present ethical issues by silently hindering employees' rehiring without transparency, impacting their career mobility. These lists are common across industries, with companies justifying them as risk management tools, yet critics argue they unfairly penalise employees. The opaque nature of block lists raises questions about fairness and potential bias in employment practices.

WORKWEEK INNOVATION

IKEA Belgium's decision to implement a four-day workweek in 2024 aimed to address burnout and improve psychological detachment among retail workers. This initiative reflects an emerging workplace trend that prioritises employee well-being and challenges traditional work structures. Organisations pursuing similar paths can expect both benefits and obstacles, highlighting the need for thoughtful planning and analysis.

AI IN HR

AI is central to HR transformation, shifting focus from automation to enhancing talent strategies and future-proofing goals. Organisations are embracing AI-driven talent intelligence for skills-based workforce development while addressing employee concerns about bias and ethics. Integrating AI is crucial for creating agile, future-ready workforces.

Measuring company culture is essential as it impacts employee retention, engagement, and productivity. Use a framework to assess alignment with core values, employee sentiment, behavioural insights, and diversity, employing tools like surveys and AI-driven analysis for accurate insights. This enables organisations to adapt, ensuring cultural alignment drives business success.