Our Services | Robinson Grace HR Consultancy

Disciplinaries & Grievances

When an employee has acted inappropriately at work or they have gone against company policy, you may find yourselves needing to conduct an investigation.

Disciplinary and Grievance investigations and outcomes need to be reached following a fair, thorough and timely process. This can be difficult to achieve in-house due to a lack of time, expertise, or finding independent employees that are not involved in the issue. Using an experienced external investigator can be an effective option in such circumstances.

External support allows the investigation and subsequent recommendations to be handled promptly and thoroughly. It may be that an informal solution would be appropriate to support an improvement in relationships, behaviours or ways of working. Our expertise enables us to provide a range of recommendations following an investigation.

If you need support with carrying out a workplace investigation, finding an informal resolution, or running a formal disciplinary process, please get in touch.

Occupational Health Referrals

We have partnered with Clarity Occupational Health to provide Robinson Grace clients with access to comprehensive Occupational Health services, including health surveillance, safety critical medicals, needs assessments, absence management, health and wellness programmes, as well as a full range of diagnostics and treatments.

There will be times when an OH referral is helpful to help employees manage the challenges they face when returning to work or whilst at work, or to provide sickness absence prognosis and advice. Referrals are booked within 4-7 working days, pre and post consultations with the employer are offered and thorough reports are delivered within 24 hours in most cases.

Clarity provide a network of Counsellors, Physiotherapists and Occupational Health Physicians across the UK with varying specialisms to provide solutions focussed Occupational Health support to our clients who may not have their own Occupational Health partner.

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Payroll Services

We are partnered with three trusted UK payroll organisations that can help you get to grips with a whole host of payroll challenges, providing a refreshing relief from the complexities of payroll, ensuring compliance and helping you avoid fines from HMRC.

We have a whole range of payroll bureau services to choose from!

Payroll can be a difficult thing to stay on top of. So whether you’re a small business, a growing organisation, or a well-established company, one our responsive outsourced payroll partners can help.

Please contact us to find out more and discuss your requirements.

Restructuring & Redundancies

Both redundancy and restructuring entail some changes that are typically made to a company’s organisational structure when it is under financial pressure. Employers can get confused by the process and there are numerous areas where the employer can get it wrong.

Any restructuring and redundancy process is difficult for employers and employees alike. Employers are required by law to consult extensively not just on the need to reduce workforce roles or create new ones to better align with the business feature needs, but also pools for selection, selection criteria and application of that criteria, and suitable alternative employment. Getting the process wrong or failing to carry out a proper assessment to determine the reasons for the redundancy or making decisions too early in the process can be expensive, time consuming and harm the reputation of any employer.

Look out for our ‘How To’ guide on our online shop (coming 2024) or get in touch for support with your restructure?

TUPE

We can help reduce TUPE legal risks to support a positive and successful transition.

TUPE regulations exist to ensure employers follow the correct legal procedure for a relevant business transfer, and that employees’ terms and conditions are preserved when their employment transfers to a new employer.

TUPE is a complex piece of legislation with potentially significant implications for both incoming and outgoing employers when a business is sold, activities are outsourced or brought in-house, or a contract for services is moved from one provider to another.

For both the outgoing and incoming employers, it is important to understand the employment liabilities related to any transfer to avoid employment law claims and ensure an effective TUPE transaction.

Need assistance with a TUPE transfer? We can help. Robinson Grace HR Consultancy provides specialist legal advice to employers on the legal implications of TUPE including:

Whether TUPE applies to the transaction
Employee rights, both statutory and contractual, including continuity of employment, pay and accrual of leave
Outgoing employer duties, rights & powers such as disclosure of Employee Liability Information, duty to inform & consult with employees
Incoming employer duties, rights & powers such as announcing measures
Transfer of collective agreements
Changing or attempting to harmonise terms and conditions post-transfer

We are experienced in advising both transferors (the outgoing employer) and transferees (the incoming employer) on the TUPE process to follow and employment liabilities as a result of the transfer.

Absence Management

Effectively addressing sickness absence in your organisation can:

reduce absence levels
improve employee morale and wellbeing
boost productivity
and ultimately, save money

There are different steps you can take to try and reduce absence in your organisation:

Having a clear absence policy to make it clear what's expected of your employees if they need time off work.
Be consistent and fair when using absence policies.
Incorporate wellbeing and health initiatives to promote health and wellbeing.
Carry out return to work meetings to help you identify the best way to manage sickness absence.
Track trends in absence across the organisation.

Need an effective absence policy? Purchase our Sickness, Absence & Capability Policy.

If you need support with long-term or persistent absence in your organisation, contact us using the button below.

Outsourced HR Administration

HR administration is not sexy, but it’s really important. Get it wrong and it can cost you time and money and leaves you vulnerable to disputes and fines. Get it right and it can protect you and ensure everything you need is in place.

We understand that business leaders are busy and have many priorities. This is often why HR administration can take a back seat.

So, ask yourself some simple questions. Are you 100% sure that:

you have a signed contract of employment on file for every employee?
you have carried out the required right to work in the UK checks and have the right documentation for all employees?
you have documented any changes in terms of employment or agreements with employees?

If you answered “no” to any of these, then you may need to spend some time on HR Administration…or we can do it for you!

Outsourcing some or all your HR administration has many benefits, as well as making sure it gets done in a timely manner! We offer a responsive and efficient service that is always available when you need it to ensure time critical documents are issued.

If you would like to know more about making your HR Administration easier, please contact us.

Training & Development

To find out more about other training and development we offer, contact us to discuss your requirements:

Mental Health First Aid Training
Single Central Record Training
HR Mentoring & Development
Wellbeing and mental health champions
Recruitment training

Pay Benchmarking

Salary benchmarking and job evaluation allow organisations to stay ahead of the competition and ensure consistency in similar job roles. The benefits:

Aligning with the market: Knowing where your salaries sit within market standards is crucial. This knowledge helps you make the most of your budget while remaining competitive within your industry and geography.
Boosting employee retention: Benchmarking helps make clear if an employee’s salary is fair; and allows you to do something about it if not.
Promoting internal equity: Salary benchmarking isn’t just crucial for external candidates. It also helps ensure internal equity by confirming if employees in similar roles are being paid the same.
Attracting top talent: If your total compensation packages are competitive for your industry, the chances of attracting top talent are far higher. Most candidates are applying for multiple roles, and salary is a key consideration.
Engagement and motivation: Having a transparent compensation philosophy (that includes benchmarking) demonstrates to your employees that their salaries are fair, but also carefully considered. This can help boost trust which in turn, can enhance engagement and motivation.
Ensuring legal compliance: Regulations require companies over a certain size to publish salary information. Benchmarking is a key part of a transparent compensation policy that complies with such requirements.

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Making decisions about compensation strategies, performance reviews, pay budgets, and the positioning of your organisation within the market is made much easier when you have access to good quality pay data.

The first time you complete a salary benchmarking exercise you will need to decide on your market positioning, and where your salaries should fall along this scale. This will be informed, in part, by your company’s location, size, and industry.

Benchmarking can help you uncover what your competitor's salaries look like, then you can decide where to position yours in comparison.

But where do you get that data from?

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Sixty percent of employees say they would change jobs if it meant working for a company with a transparent pay structure.

Some employees may perform exceptionally well and never ask for a pay increase, while others may not perform as well but because they asked for a raise, they end up on a higher salary.

Evaluating roles ad benchmarking pay helps avoid this situation, which in turn can boost staff satisfaction and retention.

Salary benchmarking also helps address any pay gaps due to demographics like gender and ethnicity. Using salary benchmarking as part of a fully transparent compensation policy helps to improve equal pay.

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Salary benchmarking might seem like a complex process, but it doesn’t have to be.

Ready to start your salary benchmarking or job evaluation journey? Get in touch to find out how Robinson Grace HR Consultancy can support your pay review process.

Need some advice?

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