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British HR Awards 2027: Nominations Close on 5 February

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British HR Awards 2027 nominations open on 30 November 2026 and close on 5 February 2027. Choose your category and prepare evidence of a better people experience.

Last checked against official sources: 2 November 2026

* Dates and timings are subject to change, please check directly with the awards organisers.

Nominations for the British HR Awards 2027 close on 5 February 2027. They open on 30 November 2026, so you can use the time before the form opens to choose the right category and gather evidence of the difference your people initiatives have made.

New Possible's programme recognises individuals, teams and suppliers delivering a world-class people experience. Its previous entrants have ranged from start-ups and not-for-profits to global businesses. If your organisation is considering entering, start with the achievement you can prove rather than the category title you would most like to win.

Dates to Plan Around

  • Nominations open: 30 November 2026.
  • Nominations close: 5 February 2027.
  • Finalists announced: 3 March 2027.
  • Winners announced: 21 April 2027.

The organiser does not specify a closing time or timezone on the programme page. Confirm those details before relying on a last-day submission. Until nominations open, the page offers registration of interest for the 2027 edition.

Choose the Right Race

The published category list spans overall, people, supplier and sector-specific awards. Options include Employee Wellness Initiative of the Year, L&D Initiative of the Year, AI Initiative of the Year, Leader of the Year and Recruitment Partner of the Year. People Team of the Year has separate employee-size bands, so check the full category list before choosing your route.

Best Overall People Experience is described as being decided by employee feedback captured on New Possible. If that is your target, ask the organiser how the feedback process fits into your timetable rather than preparing only a written entry.

Prepare Evidence Before the Form Opens

Build your story around a clear problem, the action your team took and the resulting improvement. Gather relevant before-and-after measures alongside employee feedback that explains what changed in practice. A retention figure means more when readers can understand the people experience behind it.

Give each claim a source and an owner inside your organisation. Once the entry requirements are available, match that evidence to the exact questions and allow time for approvals and a fresh pair of eyes. Your strongest entry is the one that makes its impact easy to understand, not the one with the longest list of activities.

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