We are based on the borders of Nottinghamshire, Leicestershire and Lincolnshire, close to Bingham, Grantham and Melton Mowbray and primarily provide HR consultancy and training in these 3 counties. We have clients further afield and we do travel their premises as required (we do make a small travel charge). However, much of our work is easily and effectively conducted remotely where we do not need to be on site. In short, we provide HR advice, support and training nationwide.

UK employers are obliged to operate within an employment law framework. Employment law changes throughout the year with new regulations, statutes and case law. It is unrealistic for a business owner or a line manager to stay up to date with all these changes. We understand employment law and keep up to date on all the changes – translating the implications into practical action points for our clients.

Most employees are motivated and productive contributors to an organisation. But people inevitably do have things in their lives that can impact their performance. All people are different and two situations are rarely the same. A line manager has to deal with difficult people situations on an ad hoc basis. We deal with a wide variety situations on an ongoing basis and have many, many years of experience. We are able to apply our experience and judgement to help employers manage these tricky scenarios.

Using an HR consultant is a cost effective way of buying in HR knowledge and skills for small to medium sized businesses where an in-house resource would prove too expensive. Clients use us only when they need us rather than having an under-utilised senior HR practitioner or a more junior HR administrator out of their depth.

We deliver a personal service so we can get to know our clients well and meet their needs

No generic advice (or templates to complete!). We provide a tailored service with letters, scripts and other documentation populated with all the information that’s right for your business. Having a range of clients means we are adept at getting to know new clients quickly so we can provide the right advice for you.

We want to leave a legacy

Our interest is in supporting businesses and enabling the business and its people to learn and grow.

High Standards

We are client centric. The client will always be our first priority. As you need HR assistance we respond when you need us to – quickly.

Attention to detail is our thing! We pride ourselves in delivering documents to you that are right first time.

High Quality
  • Chartered Member of the CIPD
  • Approved facilitator for CIPD Qualifications
  • Growth Accelerator partner
  • Growth Voucher Partner
  • Qualified in HR, training delivery, assessment, psychometric testing
  • Multi-sector, corporate and SME experience

We focus on HR processes and compliance. In English that means we help with HR tasks like recruitment and selection, appraisals, disciplinary and grievance, managing sickness absence and maternity leave and ensure these processes run in organisations in line with employment law requirements.

We also provide practical HR training workshops to enable managers to handle these tasks confidently and effectively.

We work very closely with a range of trusted partners for the aspects of HR that are not our core activities. We can refer you to management development coaches, recruiters and employment lawyers that work in the same way we do – commercial with a strong client focus.

All employers should:

  • Register as an employer with HRMC
  • Have employer’s liability insurance and display their certificate in the workplace
  • Have a contract of employment for each employee
  • Provide an auto enrolment pension scheme for every employee (from staging date)
  • Have a written disciplinary and grievance policies where there are 5 or more employees
  • Consider their duty of care to their employees and conduct risk assessments as required
  • Have a written health and safety policy where there are 5 or more employees
  • Provide at least 5.6 weeks holiday per year to each employee (cannot be paid in lieu)
  • Ensuring their rates of pay are at least minimum wage
  • Consider having an employee handbook to ensure all staff are aware of the work rules and all managers can implement the rules consistently

It is a legal requirement to provide at least a statement of terms of employment to employees within 8 weeks of them commencing employment. A contract of employment goes further than the ‘statement’ and is an opportunity to put in place some addition terms that provide protection to the employer such as probationary periods, notice periods, restrictive covenants, confidentiality clauses, deductions from wages and garden leave.

An employee could complain to an Employment Tribunal that they do not have their terms and conditions of employment. The judge then will deem what the terms and conditions of employment are. In these circumstances they are very likely to favour the employee.

If there is a later claim such as unfair dismissal or discrimination where the employee is successful and the Tribunal discovers that a written statement was not supplied, it will award the employee compensation of between 2 and 4 weeks’ pay, payable by the employer.

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