Questions people often ask

Smaller businesses across the UK without an HR team of their own, in any sector.

Yes. I work remotely, and I'm based in Great Bookham, Leatherhead. I can visit businesses within 10 miles.

Confidentially and carefully. Helping with your people work means I'll see and use information about your employees: contracts, absence records, pay details, and sometimes health or wellbeing information. All of it stays yours, and here's how I treat it.

• Everything I see stays confidential. I don't discuss your people outside your business, and inside it only with those who need to know
• I only ask for what a task needs, and I work inside your own systems where I can
• All of your information is kept securely in my business account, never on a personal device
• Finished documents, such as contracts, letters and check records, come to you to keep
• If something goes wrong with your information, I'll tell you as soon as reasonably possible after finding out
• When our work together ends, I return or securely delete everything I hold about your people within 30 days, and confirm it in writing, unless the law requires me to keep something

Yes, and ideally that's how I like to work. Your records stay with you, in your HR system, a private Microsoft Teams or SharePoint site, or a shared Google Drive folder, protected by your own IT security. You give me access through my business email, limited to what my tasks need, and you can remove it at any time. If you don't have a suitable system, that's fine too. I'll set up a private SharePoint site just for your business in my Microsoft 365, which only you, me and the people you name can open, and send finished documents to you to keep. My business account is protected by two-step sign-in and Microsoft's business security, I'm registered with the ICO, and I hold cyber and data insurance with Hiscox, so your information is well looked after there too. We agree which way works best before I start.

You pay the same amount each month for a set number of my hours, and we agree together what they're used for. Bigger or less predictable jobs, or anything beyond your monthly hours, are Extras, agreed with you first. Informal mediation, grievances, disciplinaries and redundancy are always Extras. The Packages page shows the options and prices.

Yes. If you only need one job done, such as writing all your policies, there's no need for a monthly package. I'll give you an estimate of the hours first and charge my hourly rate for the time it takes. If it looks like running over, I'll tell you before I go on. The Packages page shows the rate.

If there's time left over in a month, I'll use it on something useful for your business, such as tidying records, reviewing a policy or getting ahead on what's coming up. If a month looks like it will run over, I'll tell you first, and we agree any extra time before I do it, charged as an Extra.

Many HR services give you advice and leave you to do the work. I do the work: the letters, the records, the dates and the documents, and the decisions stay yours. You also deal with the same person every time, someone who gets to know your business.

Yes. For your first three months, either of us can stop at any time, straight away, by letting the other know in writing. After that, either of us can end it with 30 days' notice. For example, notice given on 13 June means we finish on 12 July. Either way, your last month is charged pro rata by calendar day. I want this to work for you, so there's no pressure: give it a try and see how it feels.

No, I don't give employment law advice. I look after the practical HR work, and anything needing a legal view is one for a solicitor or an employment law adviser.

Yes. I'm insured with Hiscox, with £1 million professional indemnity, £1 million public liability and £100,000 cyber and data cover. If you'd like to see my certificate, just ask.

I can help with informal mediation early on, which is often where things get settled. If it does become a formal grievance or disciplinary, I can support you through the process, following the ACAS Code of Practice. Both are Extras, agreed with you first. Tribunals, and anything needing a legal view, are one for a solicitor.

I can help with the practical side of a redundancy process: the timeline, consultation letters and records. This is always an Extra, agreed with you first. Whether to make roles redundant, and the legal side, stays with you and your solicitor. TUPE is best handled by a specialist.

Yes. I can check, write or update your handbook and policies, working from the official guidance on GOV.UK and ACAS. The Services page lists the policies I can help with. I'll put a review date on each one so you can see when it was last looked at. Anything specific to your business will need your own final review.

Yes. I can help with right to work checks for every new starter, following the official GOV.UK guidance. I can also support you with basic, standard or enhanced DBS checks, depending on the role. You decide which check each role needs. Every employer does DBS checks a little differently, through GOV.UK, an online checking service or on paper, and I can work with whichever way you do it, or get you set up with an online checking service. A record of each check is kept with your employee records.

I've used HiBob and iTrent as an administrator, and I'm happy to learn other systems.

Book a free intro chat online, or send me a message first if you'd rather write. I'll normally come back to you within two working days. I can be flexible too, so if something's urgent or you've got a deadline to work to, just say and I'll do what I can to fit around it.