Question 1

How can Robinson Grace HR Consultancy help my organisation?

Accepted Answer

An outsourced HR consultant provides expert HR advice and hands-on support without the cost of hiring a full-time HR professional. We help with everything from employee contracts and handbooks to managing difficult conversations, absence, performance, and disciplinary issues. Our team of qualified experts provides bespoke and flexible support and will never tell you ‘you can’t do that’! Instead, the team will provide clear and pragmatic advice to help you solve your people problems quickly and legally. Our goal is to ensure your business stays legally compliant while creating a positive, productive working environment.

Question 2

When should I get HR support for my small business?

Accepted Answer

If you're hiring your first employee, experiencing a people-related challenge, or unsure about employment law, it’s time to seek HR support. Many organisations wait too long and end up dealing with time consuming, but avoidable issues. Proactive HR advice helps prevent costly mistakes, saves time, and supports your growth.

Question 3

Is there a monthly fee for working with Robinson Grace HR Consultancy?

Accepted Answer

We offer both monthly retained HR support and pay as you go on demand advice. Whatever you need, we can help! Get in touch to discuss your requirements.

Question 4

Do I need an employee handbook for a small team?

Accepted Answer

UK employers must have certain HR policies in writing, including a disciplinary and grievance process, Privacy Notice under Data Protection legislation, a health and safety policy (for five+ employees), and written terms and conditions of employment by day one. While other policies aren’t legally required, having clear guidelines on topics like absence, equality, and flexible working can protect your business and provide clarity for your team.

An employee handbook sets out expectations, supports consistency, and protects your business by showing you’ve communicated your legal obligations and policies. It’s a valuable reference point for your team and can reduce misunderstandings.

Question 5

How do I handle a difficult employee situation legally and fairly?

Accepted Answer

Dealing with a challenging employee requires a fair, consistent, and legally sound process. Start by documenting concerns and following your disciplinary or performance management procedures. Seek professional HR advice early to reduce risk, maintain morale, and avoid claims at an employment tribunal.

Question 6

What is the correct process for managing sickness absence?

Accepted Answer

Managing sickness absence involves a mix of compassion, clear procedures, and legal compliance. In the UK, employers must record absence, should be conducting return-to-work interviews, and follow a fair process for long-term absence, including medical evidence and occupational health advice if needed. We can help tailor an absence policy and guide you through tricky cases.

Question 7

Can I dismiss an employee during probation?

Accepted Answer

Yes, you can dismiss during probation, but it still needs to be fair and in line with the employment contract. You should provide feedback, allow the employee a chance to improve (if appropriate), and document the steps in the process. Always check for risks, such as discrimination or breach of contract, before proceeding.

Question 8

How can I improve employee performance without formal warnings?

Accepted Answer

Often a supportive and structured conversation is more effective than jumping straight into formal action. Clear goals, regular feedback, and coaching can make a significant difference. If performance doesn’t improve, then formal steps may be needed. A good HR partner will help you strike the right balance between support and accountability.

Question 9

What do I need to include in a UK employment contract?

Accepted Answer

An employment contract must include certain terms by law, such as pay, hours, holiday entitlement, notice periods, and job title. It should also reflect any benefits or expectations specific to your business. A well-drafted contract should meet the requirements set out in The Good Work Plan, and protect both parties, as well as reduces the risk of disputes later on.

Question 10

How much does outsourced HR support cost in the UK?

Accepted Answer

Our hourly rate for on demand, pay as you go HR is £150 + VAT per hour. Retained agreements usually offer a lower rate, with a choice of ‘Grow,’ ‘Enhance,’ ‘Elevate’ or ‘Create’ for those that want to tailor a package to specific needs. Retained prices are based on the number of employees. Costs start from as little as £99 per month.

Question 11

I need a legally compliant contract template for a new starter. Can you help?

Accepted Answer

We have an online store of legally compliant contracts and policies as well as free guidance documents for managers, all of which can be downloaded and your organisation's information added to make them specific to you. We are always adding more, but if you can't find what you're looking for please get in touch.

Question 12

What other services does Robinson Grace HR Consultancy offer?

Accepted Answer

We offer health and safety consultancy services which can be purchased separately to or alongside our HR support. We also offer ‘Astute Recruit’ fixed price recruitment, Occupational Health services and we can put you in touch with HR software and Employee Assistance Programme providers. For more information about the full range of services we can support you with, visit Services | Robinson Grace HR Consultancy

Frequently Asked Questions

Here we answer some of your most frequently asked questions. If you can't find what you're looking for, we can help you. Simply fill out the contact form, or call us or email us today.