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TDA HR
TDA HR was established in 2012 and is a specialist HR consultancy that offers an innovative and tailored approach to HR Recruitment. With previous careers as qualified HR professionals, our consultants will offer valuable insight and a deep understanding across all facets of HR.
We partner with clients and candidates for permanent and interim HR Solutions, through contingent or executive search mandates and support clients’ specific diversity objectives, ensuring fair and inclusive recruitment practices.
TDA HR specialises in the recruitment of HR professionals for Financial Services, Commodities, FinTech and Professional Services companies globally.
The cornerstones of our business are trust, delivery and building long-standing partnerships with our clients and candidates.
What We Do
We recruit across all levels and disciplines of HR and specialise in Permanent, Interim and Executive Search across the following business areas:
- Business Partnering
- Learning & Development
- Talent Management
- D&I
- Employee & Industrial Relations
- Recruitment
- HR Systems
- Reward & Analytics
- Change
- Global Mobility
- International HR
- HR Operations
Industry News
The government has announced that any ‘detriment’ suffered by striking workers will be prohibited under reforms in the Employment Rights Act 2025, rather than ministers creating a prescribed list of prohibited disadvantages.
The Department for Business and Trade has now published its response to the consultation it launched in February, and has chosen its preferred option of prohibiting all detriments that workers may face when they go on strike or take other forms of industrial action.
Of the 72 total responses, 57% agreed with this option, primarily respondents who were employees and trade unions. One-third (33%) of employers also agreed, but 82% of trade bodies disagreed.
It means that any detriment that a worker can be subjected to for “the sole or main purpose of penalising, preventing or deterring them from taking industrial action” will be prohibited from October 2026. The change applies to England, Scotland and Wales.
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Ministers had also sought views on whether to create a list of prohibited detriments, and what such a list would include.
The government said it is committed to ensuring workers get full protection against detriment when they take industrial action, so they can exercise their right to take industrial action without fear of repercussions.
“We believe that full protection against detriment will enable trust and stronger relations to be built between employers and workers,” said ministers.
“Responses to this consultation have shown that, of the two options, respondents feel that prohibiting all detriments and removing fear of any unfair or punitive measure is the most effective way to offer protection and build trust.”
It noted respondents’ fears that protections could be undermined if a list of prohibited detriments were created, as it would “allow bad-faith employers to exploit” detriments not prohibited by the list, adding that they might become outdated as working environments change.
Background to the law changeSection 146 of the Trade Union Labour Relations Consolidation Act 1992 (TULRCA) states that a worker has the right not to be subjected to any detriment by their employer for the purpose of penalising, preventing or deterring them from being a trade union member, taking part in trade union activities at an appropriate time, making use of trade union services, or compelling them to be a trade union member.
However, the Supreme Court found in Secretary of State for Business and Trade v Mercer in 2024 that TULRCA did not protect workers who take part in industrial action. It found this to be incompatible with Article 11 of the European Convention on Human Rights – the right to free assembly and association.
The court considered whether Ms Mercer, who was suspended for taking part in a lawful strike, was protected under section 146, focusing on the definition of “at an appropriate time”.
Because she had abandoned her shift to participate in the strike, the court found this was not “at an appropriate time”, and so section 146 did not provide protection from detriment.
The Employment Rights Act 2025 fixes this incompatibility by inserting a new section 236A into TULRCA, which states: “A worker has the right not to be subject as an individual to detriment of a prescribed description by an act, or any deliberate failure to act, by the worker’s employer, if the act or failure takes place for the sole or main purpose of preventing or deterring the worker from taking protected industrial action, or penalising the worker for doing so.”
Case law defines “detriment” broadly to mean any disadvantage, which can be as a result of an employer’s actions or inactions. Deductions from pay when someone strikes are not seen as a detriment, and the government did not propose to change this.
Whether or not an employer’s action or inaction takes place for “the sole and main purpose” of deterring or preventing industrial action, or penalising an employee for taking part, will be decided by the employment tribunal.
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After Sir Keir Starmer’s resignation as Labour Party leader, and an expectation that Andy Burnham’s will be prime minister within weeks, what would a government led by the former mayor of Manchester mean for employers?
With Wes Streeting now backing Andy Burnham, and only a slim possibility that any other Labour MP would garner the backing of 81 colleagues to challenge him, the “King of the North” could be in Number 10 by 17 July.
Can Burnham create the conditions needed by business to drive growth while addressing the tax and spending challenges? Or will his appointment as PM – the UK’s seventh PM in a decade – just create further uncertainty and inertia?
Neil Carberry, chief executive of the Recruitment and Employment Confederation (REC), said: “More change in Whitehall could be a challenge to the stability firms need, but business are adept at getting on with it. Whoever is prime minister, one thing will remain true though: only private sector growth can address the fiscal challenges the government faces and put money in the pockets of people across the country.
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“What firms really need is a government that will back them to deliver growth, rather than making trading more difficult by heaping up ever more regulatory and taxation costs.
“That means making sure that government works with business to achieve its aims, rather than imposing solutions that sound good to Westminster think-tanks and more radical union leaders, but do not help ordinary workers and companies who are trying to drive the country forward.”
Burnham has already committed a future government to the current administration’s fiscal rules, allaying some fears that he could spook foreign investors by borrowing more.
He will set out his plans for economic growth next week, but he is already facing calls for him to balance better Labour’s commitment to strengthen workers’ rights with the need to preserve the flexibility that has long characterised the labour market, flexibility that is currently the focus of a consultation on regulations for guaranteed hours.
Carberry said: “Pragmatism on the unworkable approach to guaranteed hours set out by the Employment Rights Act would be a good first step in working out whether any new Prime Minister really has growth and prosperity at the heart of their plan.”
Angela Rayner, previously deputy prime minister, and the lead architect of Labour’s reforms to “Make Work Pay”, was a vocal opponent to Starmer’s decision to block Burnham from running in the Gorton & Denton by-election.
She is likely to return to Burnham’s cabinet, joining Jonathan Reynolds, another pioneer of the Employment Rights Act, who has been tipped to return to his former role as business and trade secretary.
Both are unlikely to water down the government’s zero-hours reforms, particularly in the face of pressure from the trade unions.
Shifting wealth and powerAndrea Egan, Unison’s general secretary, said: “The next prime minister has an opportunity to break with tinkering around the edges and deliver a complete transformation of this country, permanently shifting wealth and power to working-class people.
“That means full implementation of the plan to Make Work Pay, a massive programme of public investment and insourcing to repair our public services, and national public ownership of utilities.”
Rain Newton-Smith, CBI chief executive, said: “With geopolitical tensions high, the country now needs stability, confidence and a clear path to growth. The UK’s economic challenges will not disappear with a change of prime minister. The economy won’t fix itself while politicians look inwards. And you cannot tackle the cost-of-living without addressing the cost of doing business.”
She added: “Business will want their voice to be heard and for the needs of our economy, the ability to invest and create jobs throughout the UK, to be at the forefront of any decisions. It’s a competitive game to capture global investment and one in which the UK needs to stay ahead.
“We look forward to working with the government on the transition and with the next prime minister, who must move quickly to reassure businesses and investors, protect living standards, and set out a credible, deliverable plan for growth.”
NationalisationWhile Starmer was considering his future at Chequers over the weekend, allies of Burnham published The Productive State: A Framework for Manchesterism, a policy paper outlining an economic approach for Burnham to scale up nationally what he has achieved in Manchester.
It examines how public control can be reasserted through direct engagement in public investment, provision, ownership and coordination. It criticises the long trend of privatisation of utilities, saying this is at the heart of the UK’s growth and productivity struggles, since loss of control over the basics has made life more expensive.
The publication does not, however, advocate for blanket nationalisation but argues for a framework for greater state intervention to protect the public from soaring costs.
Tax and NICsIn his Makerfield campaign, while wishing to focus on local politics rather than national policy, Burnham did say he would consider cutting some employers’ national insurance contributions and cutting business rates for pubs and small businesses.
In an interview with the BBC’s Newsnight, Burnham said: “I have said that I thought the weight of the burden on employers’ national insurance wasn’t the right decision. However, it was the decision.
“There is more that needs to be done to listen to the voice of small business, and as I’ve gone around this constituency, I’m hearing it a lot. People just feel they are at the kind of limits of what they can do.”
Whether this thinking could also apply to bigger businesses remains to be seen. The only thing we know for sure is that Starmer’s leadership is over. While the Conservatives and Reform UK call for a general election, employers will once again adapt to yet another period of relative instability.
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Thursday 25 June 2026, 2:00pm BST
Most companies treat engagement and performance as separate ideas, but that’s a mistake. To succeed over time, employees need to feel both connected to their work and confident that the company will do well.
Sustainable high performance needs an engaging culture and performance confidence. Measure those two and you get a clear, forward‑looking read on whether your culture will deliver results.
This Personnel Today webinar, in association with Culture Amp, examines the people and culture platform’s research from more than 1,800 global companies, as it introduces its Performance Culture Quadrant, a data-backed framework that transforms insights into a strategy for success.
Editor Rob Moss is joined by Sarah Muljiani, senior people scientist at Culture Amp, who will show you a simple way to measure engagement and performance confidence, identify where you are today and take practical steps to move your culture forward.
Register now to learn about:
The ROI of Peak Performance and the psychological link between culture and performance Practical, people science-backed strategies to propel your organisation onto a path to sustainable high performance The Performance Culture Diagnostic, a new tool designed to pinpoint the state of your workplace culture and bridge the gap between engagement and performance.This free 60-minute webinar includes an in-depth presentation on Culture Amp’s global data insights and an audience Q&A.
Reserve your place on the webinar now
About our speaker
Sarah Muljiani is a senior people scientist for Culture Amp in the EMEA region, with a strong focus on Middle East & Benelux customers. She has a BSc in Psychology from University of Birmingham and an MSc in Industrial/Organisational and Business Psychology from University College London. In her role, Sarah partners with customers in collecting, understanding, and taking action on employee feedback through industry best practice and applied I/O psychology concepts. Prior to Culture Amp, she has worked in a professional services firm and a Canadian-based Pension Fund specialising in all things HR, Talent Management, Engagement, Assessment and Selection across a range of industries in Dubai, and more recently in London. Sarah’s main areas of interest include Employee Wellbeing, Leadership Development, People Consulting and Mental Health.
This webinar was originally planned for 21 May 2026 and has been rescheduled
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