Questions I get asked
FAQ
People usually have a few questions before they decide to work with me. I have pulled together the most common ones here to help you get the answers you need.
Getting Started
My Services
Fees & Terms
Legal
What kind of support do you offer for SMEs?
I provide HR guidance in line with ACAS, with hands-on HR support tailored specifically for your growing business.
How do I book a discovery call?
Click the button in my header to schedule a free 30-minute discovery call with me to discuss your specific HR needs.
What happens after I book a call?
I will have a 30-minute chat where I learn about your business and challenges, and I will explain how I can help you move forward.
Do you handle disciplinary and grievance procedures?
Yes, I manage fair procedures, conduct investigations, and provide representation for workplace disputes to ensure your team remains compliant.
Can you help with employment contracts and handbooks?
Absolutely. I draft bespoke employment contracts and staff handbooks that protect your business and clearly communicate your expectations.
Do you offer training for managers?
Yes, I provide management training on HR essentials, from handling difficult conversations to understanding employment law basics.
How do you charge for your services?
I offer flexible options including project-based fees or monthly retainers, depending on the level of support my client requires.
What industries do you work with?
I work with small and medium-sized businesses across various sectors including retail, hospitality, professional services, care, and technology.
Do you partner with any HR software?
Yes, I am a certified Breathe HR partner and can help my clients implement and manage this software to streamline their people processes.
Are your services compliant with UK employment law?
Yes, all my advice and documentation are strictly aligned with current UK employment legislation and ACAS best practices.
Can you provide legal representation at tribunal?
I am not a law firm. For legal representation at tribunal, a solicitor should be instructed. However, I can help you prepare your case.
What is your approach to employee relations?
I focus on a people-first approach, prioritising clear communication and fair treatment to build strong, resilient teams for my clients.