HR teams across industries are grappling with a growing set of pressures, evolving employment laws, widening skills gaps, increased integration of AI, and a rise in workplace disputes. In the UK, tribunal cases have surged by 36% since 2024, with ACAS reporting an additional 13,000 disputes. These challenges sit atop ongoing responsibilities around talent retention and employee engagement.

Line managers sharing insights to ease HR workloads in 2026.

Looking at 2026, these pressures will persist. Yet there is a powerful, underutilised resource that can significantly lighten HR workloads: line managers.

Line managers are often the first point of contact for both positive and negative workplace experiences. When they are equipped with proper training, managers are better positioned to:

• Identify and address issues early, reducing the need for HR intervention.
• Communicate clearly and consistently, helping to apply policies fairly across teams.
• Delegate effectively, improving team capacity and reducing bottlenecks.
• Provide constructive feedback and support performance development, boosting engagement and retention.

Investing in line manager training helps to shrink HR workloads by empowering managers to handle common people-related challenges themselves. Key benefits include:

• More consistent policy application and decision-making across the organisation.
• Improved manager confidence in addressing performance, conduct, and conflict.
• Early issue resolution, which can prevent disputes from escalating to HR or tribunals.
• Enhanced retention through strong leadership, supportive cultures, and clearer development paths.
• Reduced risk by aligning managers with current employment laws and internal procedures.

Even with time and budget constraints, organisations can implement effective line manager training without a heavy lift. Consider a practical, scalable approach that offers:

• Short, focused modules for first-time managers, team leaders, and new managers.
• Core topics such as performance management, effective communication, delegation, and giving feedback.
• Hands-on tools, templates, and practical checklists that managers can apply immediately.
• Flexible delivery options, including online formats that respect busy schedules and bandwidth.

A recommended approach is to provide a freely accessible, self-guided training hub for line managers. By sharing a curated link to practical courses, organisations can encourage participation without requiring formal budget approvals or time allocations. Managers can engage at their own pace, building a foundation of essential skills that reduces HR intervention and strengthens team performance.

Key outcomes to target

• Higher-quality, consistent leadership across the organisation.
• More proactive issue resolution at the line level.
• Improved retention and engagement as managers feel better equipped to support their teams.
• Lower HR load from routine inquiries and escalations, freeing HR to address strategic priorities.

Next steps for HR teams

• Identify core training needs for line managers based on your current policies and common escalation points.
• Curate or develop concise modules focusing on performance management, communication, delegation, and feedback.
• Provide practical tools and templates that managers can implement immediately.
• Establish a simple, accessible delivery method (e.g., an online hub) and promote it across teams.
• Track participation and gather feedback to refine the program and demonstrate impact on HR workload and employee outcomes.

By equipping line managers with practical training, organisations can build a more resilient leadership layer, reduce HR intervention, and create a productive, compliant, and engaged workplace.

If you would like to find out more about, contact Tick HR Solutions and let’s talk about how our Evolve Hub training could help your business.

Call our team on 01522 448 181