Employee experience & insight
Understand what work feels like for your people, then translate the insight into meaningful priorities. A purposeful approach to listening, inclusion and employee experience.
What you can commission
- Employee surveys and listening exercises
- Engagement and wellbeing strategy
- Inclusion reviews and action planning
- Employee journey and experience mapping
What the work can deliver
We agree the final outputs in your brief. Depending on the assignment, these can include:
- A listening plan with clear questions and purpose
- An agreed approach to confidentiality and reporting
- Findings with practical priorities for action
- An action plan and follow-up measurement approach
Questions employers ask.
Short, sourced answers on the issues that most often lead to this kind of work.
All answers- Do employers need a hybrid working policy?No law requires a standalone hybrid working policy, but Acas says employers should have one. It helps managers handle requests consistently under the statutory flexible working rules, explains how hybrid arrangements work, and links to health and safety, data protection and contract terms. Flexible working changes under the Employment Rights Act 2025 are expected in October 2027.
- How should employers handle flexible working requests?Employees can make a statutory flexible working request from day one, up to twice in any 12 months. Employers must handle it reasonably, consult the employee before refusing, and decide within 2 months, including any appeal. Refusal must rest on a listed business reason. A stricter reasonableness test is expected from October 2027.
- What should employers do about menopause at work?Menopause is not itself a protected characteristic, but less favourable treatment because of menopause symptoms can be age, sex, disability or gender reassignment discrimination. Employers should assess workplace risks, consider adjustments and train managers. Employers with 250 or more employees can publish a voluntary menopause action plan now, and this is expected to become mandatory in 2027.
- How can employers support neurodivergent employees?Neurodivergence is not a protected characteristic in its own right, but Acas says it will often amount to a disability under the Equality Act 2010, bringing protection from discrimination and a right to reasonable adjustments. Employers should offer support with or without a diagnosis, agree individual adjustments and make recruitment, management and policies neuroinclusive.
- Can employers monitor their staff?Yes, but the ICO says monitoring must be lawful, fair and transparent under data protection law. Employers need a clear purpose, a lawful basis, the least intrusive method that achieves it, and must tell workers about it. A data protection impact assessment is required for high-risk monitoring, and covert monitoring is justified only in exceptional circumstances.
- What does the duty to take all reasonable steps to prevent sexual harassment mean for employers?From 30 October 2026, employers in Great Britain must take all reasonable steps, not just reasonable steps, to prevent sexual harassment of their employees. The same date brings a new duty not to permit harassment of employees by third parties such as customers. What counts as reasonable depends on the employer's size, sector, working environment and resources.
What tribunals are seeing
Tribunal tracker- Disability discrimination
- 227 decisions
- Sex discrimination
- 70 decisions
- Flexible working
- 4 decisions
Employment tribunal decisions published on GOV.UK in September 2026, by category. A decision can carry several categories.
A good question.
Commissioning through a procurement process? Use our buyer route to structure your requirement and request supporting information.
How will employee confidentiality be handled?
Before collecting information, the brief defines access, reporting groups, retention and confidentiality. Small groups and free-text responses need particular care to avoid inadvertently identifying individuals.
Let’s give the work a clear next step.
Tell us what’s happening and what a good outcome would look like. You don’t need to have every answer.