FAQs

How do we tackle outdated and inefficient HR systems that slow down processes?

Assess Current Systems
Identify what’s not working—look for delays, errors, or frequent employee complaints.
Gather User Feedback
Ask HR staff and employees what features they need or what slows them down most.
Research Modern Solutions
Explore up-to-date HR platforms integrating payroll, performance, leave, and recruitment (e.g. myHRIS).
Plan a Phased Upgrade
Prioritise key pain points first, then roll out improvements gradually to minimise disruption.
Train and Support Users
Ensure everyone is confident using the new system through clear guides and support.

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Other questions we get asked about Support

What if someone is absent without explanation (AWOL)?

Make repeated contact attempts, document everything, and invite them to a meeting. If no valid reason emerges, manage under your disciplinary policy.

Do I have to give bank holidays to an employee who doesn’t work on a Monday?

Yes By law, part-time employees and workers are protected from being treated less favourably than a full-time ‘comparator’. The law is the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000. The bank holiday allowance should be pro rata (proportioned into hours worked) and added to their holiday allowance. For free managers guides and templates […]

We’re a start-up with nothing in place. What’s legally essential?

Written employment contracts, core policies (disciplinary, grievance, absence, equality, data protection), Ro-work checks, payroll and auto-enrolment, Basic H&S, and compliant onboarding. Add a staff handbook as you grow.

What documents should we keep during grievances/disciplinaries?

Investigatory notes, statements, letters/invitations, evidence considered, outcome letters, and appeal records. Store securely and only as long as necessary.

Can I continue with an investigation when the person goes off sick?

Yes, you can continue with an investigation if the person goes off sick, but you should be mindful of their health. Consider adjusting the process to accommodate their condition, such as delaying interviews or offering alternative communication methods. Ensure the employee is treated fairly and reasonably throughout the process. For free managers guides and templates […]

If an employee is sick during their notice period do I pay SSP or normal pay?

You pay normal pay if the employee is off sick and unable to work during their notice period.

Not found what you’re looking for? See our other categories

Attract

From CV screening and interviews  to right-to-work compliance

Engage

From goal setting to  long-term employee retention

Develop

From recognition and communication to creating a positive workplace culture.

Support

From holiday calculations and maternity leave to redundancy and grievance management

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