Category: HR

Google is great for recipes and DIY hacks, but not HR advice. 

Here’s why. 

1. HR law changes constantly 

Blogs from 2017 won’t reflect today’s legislation. 

2. You don’t know the source 

Some articles are written by non-experts. 

3. Generic advice doesn’t fit your situation 

HR is context-dependent, business size, history, contracts, policies… 

4. Bad advice can be costly 

A mishandled grievance or dismissal can lead to expensive claims. 

5. You waste time searching 

A 10-minute call with an HR Partner is often faster than an hour of Googling. 

Get trusted answers with the HR Partner package.  

Your onboarding and offboarding processes shape how employees feel about your business, from day one to their last (and beyond). 

Here’s why they matter. 

1. A great onboarding experience boosts productivity 

A great induction process, clear expectations, access to tools, and a warm welcome mean: 

  • Faster ramp-up time 
  • Fewer mistakes 
  • Higher confidence 

2. Poor onboarding creates risk 

Common issues include: 

  • No contracts signed 
  • Missing documents 
  • No policy awareness 
  • Unclear expectations 
  • Lack of system access 

These create confusion and, at times, even legal exposure. 

3. A structured leaver process protects your business 

Without a process, and an exit checklist, things get missed: 

  • Equipment return 
  • Access removal 
  • Final payments 
  • References 
  • Knowledge transfer 

A leaver leaving with system access is a serious risk. 

4. Small businesses benefit the most 

With small teams, the experience of one person has a huge impact on culture. 

That’s why the HR Confidence package includes a full review of your onboarding and leaver processes. And why HR Assist can manage your monthly admin for you.  

If your business is growing and you’ve hired a few employees, an HR audit is one of the smartest investments you can make. 

Here’s what an audit is, and why it matters. 

What is an HR Audit? 

It’s a structured review of your HR documents, processes and compliance. For SMEs, it usually includes: 

  • Employment contracts 
  • Policies & handbook 
  • Onboarding and offboarding 
  • HR admin (tracking holidays, absences) 
  • Record keeping 

Why do small businesses need one? 

1. Laws change, and templates quickly become outdated 

A contract from 2019 may no longer meet current requirements. 

2. Policies drift away from reality 

Businesses evolve, but policies often stay frozen. 

3. Growth exposes gaps 

What worked for 3 employees may not work for 12. 

4. It prevents costly mistakes 

Issues like grievances or disputes are much easier to manage when your documents are strong and compliant. 

What happens afterwards? 

You get: 

  • Updated, compliant HR documents 
  • Clear processes 
  • Confidence that you’re doing things right 
  • A more professional experience for employees 

Exactly what the HR Confidence package delivers.  

Ready for clarity and compliance? 

➡ Explore HR Confidence 

Hiring your first employee is an exciting step, but there are a few legal and practical things you must do before they start. Here’s the simple checklist small businesses rely on. 

1. Confirm the job details 

Before you recruit, be clear on: 

  • Job title 
  • Hours 
  • Pay 
  • Responsibilities 
  • Location or hybrid terms 

This clarity helps attract the right candidate and reduces future misunderstandings. 

2. Do your right-to-work checks 

This is a legal requirement for all employers. 

Make sure you copy and securely store the documents. 

3. Issue an offer letter 

Short, simple, professional, this confirms key details like: 

  • Salary 
  • Hours 
  • Start date 
  • Conditions of offer 

4. Prepare the employment contract 

You must issue this on or before day one of employment. 

A compliant contract protects both you and your new hire, setting clear expectations from the start. 

5. Share your employee handbook 

Give your new employee the essential policies, such as: 

  • Sickness 
  • Holidays 
  • Conduct 
  • Data protection 
  • Grievance and disciplinary 

Even small businesses need these. 

6. Set up payroll 

Register the employee with HMRC and organise payroll software or support. 

7. Create a new starter checklist 

This helps you remember: 

  • Emergency contact details 
  • Equipment access 
  • System logins 
  • Induction meeting 
  • Policy sign-offs 

You’ll find one included in HR Foundations.  

Ready to hire with confidence? 

Our HR Foundations package includes all the templates and documents you need, plus a consultation to guide you. 

➡ See HR Foundations 

➡ Book a free HR call 

You don’t need HR advice every day, but when you do, you really need it. Here are the moments it’s essential to call an expert. 

1. When an employee raises a grievance 

Even informal complaints need careful handling. 

2. When you’re unsure how a policy applies 

Sickness, leave, flexible working… 

One wrong interpretation can create inconsistency. 

3. When someone’s performance is slipping 

You need to handle this carefully, fairly, and legally. 

4. When conduct becomes an issue 

Lateness, behaviour, attitude? Get advice early. 

5. When someone requests adjustments 

You’ll want to balance support with clear boundaries. 

6. When an employee relationship feels “tricky” 

A neutral expert helps you respond calmly and objectively. 

7. When you feel unsure 

If you’re thinking, “Should I check this with HR?”, the answer is yes. 

The HR Partner package gives you access to experienced HR support in 15-minute segments, so you get exactly the help you need, when you need it.  

When you hear “employee handbook” you might imagine a heavy folder collecting dust on a shelf. But for small and growing businesses, your handbook doesn’t need to be complicated, in fact, it’s better if it isn’t. 

A simple, clear handbook gives your employees clarity and protects your business. Here’s why getting it right matters more than making it long. 

1. A Simple Handbook Reduces Confusion 

Your employees should be able to understand quickly: 

  • How holidays work 
  • What to do when they’re sick 
  • How their data is handled 
  • What standards of behaviour are expected 

If it requires an HR degree to interpret, it’s not helpful. 

2. It Makes Managing People Easier 

When small businesses don’t have policies, every decision becomes a “one-off”. That leads to inconsistency, and inconsistency leads to complaints. 

A clear handbook ensures: 

  • Everyone knows the rules 
  • You have something to refer to when issues arise 
  • You can handle problems fairly and confidently 

3. It Protects You Legally 

Some policies are required by law, including: 

  • Disciplinary and grievance 
  • Health and safety 

     

  • Data protection/privacy 

Even small teams need these written down. If something goes wrong, having them in place can significantly reduce risk. 

4. It Helps New Starters Settle in Faster 

A new employee wants to feel confident and informed. Your handbook gives them all the basics in one place, making their first week smoother and less stressful. 

5. It Doesn’t Need to Be Long 

Your handbook should be: 

  • Clear 
  • Concise 
  • Easy to navigate 
  • Focused on the essentials 

That’s why the HR Foundations package includes a simple, practical handbook designed for small businesses, with all the core policies you need, and none of the fluff.  

Need help creating or updating yours? 

We keep things human, friendly and flexible, exactly how HR support should feel. 

➡ Explore HR Foundations 

➡ Book a free consultation 

 

SME owners ask HR a lot of great questions. Here are the ones we hear most frequently. 

1. “How does my leave policy work when an employee has caring responsibilities?” 

Answer: You may need emergency leave, parental leave, or compassionate leave. 

2. “Do I need to do anything if someone is often off sick?” 

Answer: Yes, pattern reviews, return-to-work notes, and possibly adjustments. 

3. “How do I run a good appraisal?” 

Answer: Keep it structured, collaborative and forward-focused. 

4. “Can I change someone’s hours?” 

Answer: Only with consultation and agreement. 

5. “What do I say when someone complains about a colleague?” 

Answer: Acknowledge, document, and follow your grievance process. 

All of these situations, and many more, are covered through the flexible support of the HR Partner package. 

As your business grows, your HR documentation should grow with it. Out-of-date contracts, policies and processes create risk and can lead to issues when you least expect them. 

Here’s what every SME should review once a year. 

1. Employment Contracts 

Ask yourself: 

  • Do they reflect current salary and benefits? 
  • Have working hours or hybrid arrangements changed? 
  • Are they still legally compliant? 

Contracts become outdated faster than you think, especially as laws and practices evolve. Contract updates are inevitable and essential.

2. Policies and Handbook 

Check that your policies match how your business actually operates. Common updates include: 

  • Hybrid/remote working 
  • Sickness and absence 
  • Equality and diversity 
  • Data protection 

If your handbook still reflects a pre-growth business, it’s time for a refresh. 

3. Onboarding and Leaver Processes 

Growing businesses often realise: 

  • New starters aren’t getting consistent inductions 
  • Leavers’ documents or access aren’t handled correctly 
  • Holiday and absence records fall behind 

A quick review can prevent mistakes and improve employee experience. 

4. Your HR Tracker 

If you’re using spreadsheets for holidays, absences or training, make sure they’re: 

  • Up to date 
  • Legible 
  • Used consistently 

A simple HR tracker (included in HR Confidence) reduces admin headaches.  

Want a complete HR documentation audit? 

Our HR Confidence package includes: 

  • Full HR documentation review 
  • Updated contracts & policies 
  • Onboarding and leaver process review 
  • HR tracker template 
  • 1-hour follow-up consultation 

Perfect for SMEs with 5–20 employees who want reassurance and readiness for growth. 

➡ Explore HR Confidence 

Hiring your first employee is a huge milestone, but it’s also one of the most significant areas where small businesses accidentally slip into HR trouble. Not because they mean to, but simply because they haven’t hired before. 

The good news? With a bit of preparation, you can avoid the most common pitfalls and start your employer journey with confidence. 

Here are the mistakes we see most often, and how to avoid them. 

1. Rushing the process because you’re busy 

Most founders hire when they’ve already reached breaking point. The pressure to “just get someone in” can lead to unclear job roles, mismatched expectations, or hiring someone who isn’t the right fit. 

Avoid it: 

 Write a simple but clear job description. Be realistic about the hours, skills, and responsibilities. Clarity now prevents headaches later. 

2. Not issuing a contract on time 

By law, employees must receive a written statement of terms on or before their first day. 

Many new employers don’t realise this or rely on an old template that no longer meets legal requirements. 

Avoid it: 

Use an up-to-date, legally compliant employment contract that reflects your business and the role. 

3. Skipping the basics, like right-to-work checks 

When you’re new to hiring, it’s easy to forget the administrative steps. But missing a right-to-work check can lead to serious penalties. 

Avoid it: 

Have a new starter checklist so nothing slips through the cracks. 

4. Having no policies or handbook in place 

If issues arise, such as lateness, absence, or conduct, you need policies to refer to. Without them, it’s hard to act reasonably or legally. 

Avoid it: 

A simple employee handbook with core policies (sickness, holiday, conduct, grievance) is all you need at this stage. 

5. Assuming onboarding “just happens” 

Onboarding isn’t just paperwork, it’s your employee’s first impression of your business. Without structure, you risk confusion, mistakes, or a poor experience. 

Avoid it: 

Share your policies early, organise access to tools and systems, and give your new hire a strong, confident start. 

6. Trying to handle HR alone 

Google can’t tell you what’s right for your business, and mistakes can be costly. A friendly, knowledgeable HR professional can save you time, stress, and risk. 

Start hiring with confidence.

Our HR Foundations package gives small businesses everything they need to hire their first employees professionally and properly: 

  • 30-minute HR consultation 
  • Customised employment contract 
  • Offer letter template 
  • Basic employee handbook, including a set of core HR policies 
  • New starter checklist 

Simple, flexible, and stress-free. 

➡ Explore HR Foundations 

➡ Book your free consultation 

 

Hiring your first employee is an exciting milestone. It means your business is growing and you’re ready for extra support. But it also means stepping into the world of HR, and that can feel overwhelming if you’re not sure what’s legally required. 

The good news? You don’t need a huge HR department to stay compliant. But you do need a few key documents in place before your new team member starts. 

Here are the five essential HR documents every small or new employer must have. 

1. A Legally Compliant Employment Contract 

Every employee must receive a written statement of terms and conditions on or before their first day. This is usually provided as an employment contract. 

A clear, up-to-date contract protects both you and your employee. It sets expectations, reduces misunderstandings, and ensures you’re meeting legal obligations around pay, hours, leave, benefits, and notice. 

Many small businesses rely on outdated templates or copy something from the internet, but an inaccurate contract is one of the most common HR risks. A tailored contract gives you peace of mind from day one. 

2. An Offer Letter 

The offer letter confirms the basics: job title, salary, working hours, and start date. It also sets a positive, professional tone and helps your new employee feel confident joining your business. 

It’s also useful if someone needs written proof of employment before their contract is finalised. 

3. Core HR Policies 

You don’t need a full suite of policies at this stage, but you do need the basics in writing, including: 

  • Disciplinary and grievance 
  • Equality and diversity 
  • Health & safety 
  • Data protection/privacy notice 

These are required by law and form the backbone of your HR compliance. They are also a key part of your employee handbook… 

4. A Basic Employee Handbook 

A handbook doesn’t need to be long or complicated; it simply outlines how things work in your business. The essentials usually include: 

  • Sickness and absence 
  • Holiday and time off 
  • Data protection 
  • Health & safety 
  • Code of conduct 
  • Basic well-being or workplace expectations 

This gives employees clarity and ensures consistency. It also helps you, as the employer, handle issues fairly and legally. 

Think of it as the “how we do things around here” guide. 

5. A New Starter Checklist 

When you’re new to hiring, it’s easy to forget the small but essential steps. A checklist helps you stay organised and cover things like: 

  • Right-to-work checks 
  • Payroll setup 
  • Collecting emergency contacts 
  • Sharing company policies 
  • IT or system access 

It also gives your new employee a smooth, structured onboarding experience, which boosts confidence from day one. 

Need Help Getting These in Place? 

Many new employers don’t realise these documents are required or worry about getting them wrong. That’s where our HR Foundations package can help. 

It includes: 

  • A 30-minute HR consultation 
  • Customised employment contract template 
  • Offer letter template 
  • Basic employee handbook, including a set of core HR policies 
  • New starter checklist 

Everything you need to hire confidently, professionally, and legally, without the stress. 

➡ Find out more about HR Foundations 

➡ Book a free HR consultation