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How do we tackle outdated and inefficient HR systems that slow down processes?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

Does an employee have to get signed back to work if they have been signed off by a Dr?

No, an employee doesn’t need to be signed back to work by a doctor unless their employer specifically requires it, such as for health and safety reasons. Fitness to work should be discussed at the return to work meeting.

Can we dismiss quickly during probation?

Probation allows faster decisions but still requires a fair process: concerns explained, a chance to respond, notice/pay handled correctly, and care taken to avoid discrimination.

How can I stay on top of compliance issues?

To manage compliance effectively: Hire Breathing Space to keep you on track OR failing that!Stay Informed: Regularly review industry regulations and legal updates. Train Your Team: Provide compliance training for employees and managers. Document Policies: Maintain clear policies and update them as needed. Conduct Regular Audits: Identify and address risks proactively. Seek Legal Expertise: Consult legal professionals for guidance. Use Compliance Tools: Leverage software to track deadlines and requirements.

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 […]

When is a formal investigation needed and what should it cover?

Use one wherever facts are unclear or allegations are serious. Gather evidence, interview relevant parties, keep notes, and assess credibility before deciding next steps.

If an employee is suspended pending investigation and they produce a fit note saying work related stress which process do I now follow?

You continue the suspension process, as a fit note for work-related stress does not override the suspension. However, you should acknowledge the fit note, offer support, and manage the investigation sensitively.

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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