End-of-Year HR Checklist: A Year-End Review and Looking Ahead to 2026

As the year draws to a close, many organisations are balancing day-to-day operations with the natural slowdown that December brings.

At Craven, we often support businesses at this point in the year to pause, reflect and take stock — not to introduce major change, but to gain clarity before the new year begins.

An end-of-year HR review is not about adding to workloads. It is about understanding where things stand, identifying emerging risks, and considering what may need attention as the organisation moves into 2026.

This checklist is intended as food for thought, not a December to-do list.

Why an End-of-Year HR Review Matters

Throughout the year, organisations adapt quickly to meet operational demands. Processes evolve, responsibilities shift, and informal approaches often fill gaps where time or resources are limited.

When Craven works with organisations, we regularly see that without structured reflection this can result in:

• Inconsistency in people management

• Policies that no longer reflect how the business operates

• Increased risk around wellbeing, safety or compliance

• Managers feeling uncertain or unsupported

A year-end HR review provides a valuable opportunity to step back and consider whether current arrangements are still fit for purpose.

Employment Law: Awareness, Not Immediate Action

There has been considerable discussion in recent months around potential changes to UK employment law, including proposals within the Employment Rights Bill and wider reform.

At this stage, many of these changes are not yet in force, and there is no requirement for employers to take action now.

Craven advises organisations to take a proportionate approach:

• Remain aware of developments

• Understand the direction of travel

• Build this awareness into planning for 2026

Craven continues to monitor legal and regulatory developments closely and will provide clear, practical guidance as and when confirmed changes are introduced.

A Practical End-of-Year HR Checklist

A reflective review rather than an action plan

People and Culture

• Are people issues being addressed early and fairly?

• Do managers feel confident holding everyday people conversations?

• Is wellbeing discussed proactively rather than reactively?

Craven often finds that early, consistent conversations reduce the need for formal intervention later.

Policies and Documentation

• Do policies reflect how the organisation actually operates?

• Are managers clear on key procedures and expectations?

• Are contracts and job descriptions accurate and up to date?

At Craven, we frequently support businesses where policies exist but are not well understood or consistently applied.

Health, Safety and Environment

• Are risk assessments current and meaningful?

• Has stress and workload been considered as part of risk management?

• Are environmental responsibilities clear and proportionate?

Craven supports organisations to ensure health, safety and environmental arrangements are practical, compliant and embedded into everyday operations.

Training and Capability

• Where did issues arise this year that training may have prevented?

• Are managers equipped to manage absence, performance and conduct?

• Is there a clear development focus for the year ahead?

From our experience at Craven, investing in manager capability is one of the most effective ways to reduce people risk.

Systems and Processes

• Do HR and H&S systems support the business or create friction?

• Is information accurate, accessible and compliant?

• Are decisions and actions documented consistently?

Craven regularly helps organisations review whether their systems are enabling good decision-making or unintentionally increasing risk.

What an End-of-Year Review Is — and Isn’t

An end-of-year HR review is not about creating unnecessary work in December.

Craven encourages organisations to use this time to:

• Gain clarity

• Identify patterns and recurring issues

• Reduce future risk

• Set realistic, proportionate priorities for the year ahead

For many businesses, the outcome is simply a clearer understanding of what to focus on in January.

Looking Ahead to 2026

As expectations around employment practice continue to evolve, organisations are increasingly assessed on how well they support their people, manage risk and develop capability — not just on written policies.

Craven works with organisations to plan sensibly for the future, ensuring that people, safety, environment and training are aligned with business goals and growth plans.

How Craven Can Support

At Craven Consultancy Services, we act as a trusted partner across people, safety, environment and training.

We support organisations to:

• Review current arrangements

• Identify practical priorities

• Strengthen manager confidence

• Prepare for future change at the right time and in the right way

Our approach is always proportionate, pragmatic and tailored to the organisation.

Speak to Craven

If you would value support reviewing your HR, health and safety, environmental or training arrangements, or would welcome a structured conversation about priorities for 2026, Craven Consultancy Services can help.

Many organisations choose to begin the new year with a health check, manager support review or compliance refresh. An initial conversation with Craven can help clarify what support, if any, would be most beneficial for your organisation.

To speak to the Craven team, get in touch to arrange a confidential, no-obligation discussion.