The Month That Feels Like a Second January
September has a unique way of sneaking up on us.
After the summer holidays, many of us return to work expecting life to become calmer and more organised. Instead, diaries fill up overnight, inboxes overflow, children go back to school, budgets come under pressure, and employers start focusing on the final quarter of the year.
For employees, September can feel like a fresh start mixed with a healthy dose of stress.
For employers, it can be a crucial opportunity to reset priorities, support wellbeing, and prepare for important employment law changes.
In many ways, September feels less like autumn and more like a second January.
Why September Can Feel So Overwhelming
There is a common assumption that everyone returns from summer refreshed and ready to go.
The reality is often very different.
Many employees are juggling:
- New school routines
- Childcare arrangements
- Financial pressures after the summer
- Increased workloads
- End-of-year targets
- Career goals and development plans
Even employees without children often experience the pressure of transitioning from a more relaxed summer schedule to a busier and more structured routine.
As the Mental Health Foundation explains:
“Stress is our body’s response to pressure. Many different situations or life events can cause stress.”
https://www.mentalhealth.org.uk/explore-mental-health/a-z-topics/stress [mentalhealth.org.uk]
The challenge is that many of these life events happen simultaneously in September.
A Good Time for a Workplace Reset
While January is often associated with resolutions, September can be an ideal time for employers and employees to reflect on what’s working and what isn’t.
Questions worth asking include:
For employees:
- Is my work-life balance where I want it to be?
- Am I aware of my workplace rights?
- Do I feel supported by my employer?
- Is my wellbeing being prioritised?
For employers:
- Are our policies up to date?
- Have managers been trained properly?
- Are we prepared for upcoming legal changes?
- Are employees aware of the support available to them?
This year, those questions are particularly important because of the ongoing implementation of the Employment Rights Act 2025.
What Is the Employment Rights Act 2025?
The Employment Rights Act 2025 received Royal Assent on 18 December 2025 and introduces a series of employment law reforms being implemented throughout 2026 and 2027. https://www.acas.org.uk/employment-rights-act-2025 [acas.org.uk]
According to Acas:
“The Act will introduce additions and amendments to existing legislation.”
https://www.acas.org.uk/employment-rights-act-2025 [acas.org.uk]
The changes affect businesses of all sizes and sectors, making September a sensible time to start preparing.
Flexible Working: What Employers Need to Know
Flexible working remains one of the most important issues for UK employees.
Employees already have a day-one right to request flexible working arrangements. However, future reforms under the Employment Rights Act 2025 will require employers to demonstrate greater transparency and consultation when refusing requests. https://www.gov.uk/government/publications/employment-rights-bill-factsheets and https://www.eversheds-sutherland.com/en/united-kingdom/insights/family-friendly-rights-changes-including-flexible-working [gov.uk], [eversheds-…erland.com]
Current Position
Employers can refuse flexible working requests where valid business reasons apply.
Future Position
Employers will be expected to:
- Consult more fully with employees
- Explain why a refusal is reasonable
- Follow a more transparent decision-making process
Example
An employee requests adjusted hours to manage school drop-offs.
Previously, a simple refusal may have been sufficient if based on business grounds.
Going forward, employers will need to show meaningful consultation and explain why refusal is considered reasonable. [eversheds-…erland.com], [gov.uk]
Sexual Harassment: The Law Is Getting Stronger
One of the most significant changes under the Employment Rights Act 2025 relates to sexual harassment.
Sexual harassment has been a legal issue under the Equality Act 2010 for many years. However, employers’ responsibilities are becoming more proactive.
Current Law
Employers currently have a duty to take “reasonable steps” to prevent sexual harassment in the workplace. [acas.org.uk], [legislation.gov.uk]
New Law
From 30 October 2026, employers will be required to take“all reasonable steps” to prevent sexual harassment. Employers will also have a duty to protect employees from harassment by third parties such as customers, clients and visitors. https://www.acas.org.uk/employment-rights-act-2025/harassment-law-changes/sexual-harassment [acas.org.uk], [business.gov.uk]
This is a significant shift.
It means employers cannot simply react when incidents occur.
They must actively identify risks and take preventative action.
Example
A retail employee experiences inappropriate comments from customers.
Under the future rules, employers will be expected to demonstrate that they have taken all reasonable steps to minimise such risks, including policies, training, reporting systems and management action. [acas.org.uk], [business.gov.uk]
What Employers Should Be Doing Now
September provides the perfect opportunity for organisations to audit their current practices.
Review Policies
Ensure policies covering:
- Sexual harassment
- Bullying and harassment
- Flexible working
- Whistleblowing
reflect current legal obligations and upcoming changes.
Train Managers
Many managers want to support employees but lack confidence when handling difficult conversations.
The CIPD highlights the importance of training managers to support wellbeing and have sensitive discussions effectively.
https://www.cipd.org/uk/knowledge/factsheets/well-being-factsheet/ [cipd.org]
Carry Out Risk Assessments
Particularly in relation to sexual harassment risks, employers should assess:
- Customer-facing environments
- Lone working arrangements
- Social events
- Online communication channels
Communicate with Employees
Employees should understand:
- How to raise concerns
- What support is available
- Their workplace rights
- What standards of behaviour are expected
What Employees Should Do
September is also a good time for employees to understand their rights and responsibilities.
Employees should:
✅ Familiarise themselves with workplace policies
✅ Speak up if they experience or witness inappropriate behaviour
✅ Consider whether flexible working arrangements could help improve work-life balance
✅ Access available wellbeing support
✅ Talk to managers if workloads become unmanageable
Organisations such as Mind provide excellent guidance on managing workplace stress and maintaining wellbeing:
https://www.mind.org.uk/workplace/ [mind.org.uk]
Final Thoughts
September often arrives with the promise of a fresh start.
But alongside the motivation and energy that a new season can bring, it can also bring pressure, uncertainty and change.
For employees, it’s an opportunity to focus on wellbeing, work-life balance and understanding workplace rights.
For employers, it’s the ideal moment to prepare for the ongoing implementation of the Employment Rights Act 2025, review policies, strengthen compliance, and ensure managers are equipped to support their people.
Because while September may feel like a second January, perhaps that’s not such a bad thing.
After all, every fresh start is an opportunity to build a healthier, safer and more supportive workplace for everyone. 💛
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog How Managers Can Support Working Parents.
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
