HR advice that leads somewhere.
Chartered HR consultancy and bespoke people software for UK organisations. A clear plan, practical tools and a confident next step.
- Chartered HR Practitioner
- 30+ years’ experience
- Bespoke HR software
What’s happening?
Pick the closest to see what the work could deliver.
What the work can deliver
- An agreed action plan and priorities
- Practical manager guidance and supporting documents
- Reviewed policies with a clear change record
- Chartered HR PractitionerClear thinking for the everyday and the difficult.
- 30+ years’ experienceSerious experience. A human approach.
- Fees agreed firstScope, responsibilities and fees agreed before work begins.
Whatever’s next, let’s make it work.
From a sensitive employee issue to an ambitious people strategy, get focused support with something useful to show for it.
All HR consultancy services-
HR advice & employee relations
Clear thinking for the everyday and the difficult. -
Workplace investigations
A considered approach to sensitive situations. -
People strategy & change
Make the next chapter work for your people. -
Pay, reward & job evaluation
Bring clarity and consistency to reward. -
Manager development
Help managers handle the moments that matter. -
Employee experience & insight
Listen well. Turn what you hear into action.
Your people. Your processes. Your software.
When the spreadsheet has become the system, it might be time for a better fit.
We design and build bespoke HR software around the way your organisation works, from employee journeys and case management to connected reporting.
Explore bespoke softwareNew starter journey
Join up the tasks between offer acceptance and a confident first day.
1 of 4 steps complete
People teamManagerIT
Experienced thinking. A refreshingly practical approach.
Work with a consultancy that connects the people question to the process and, when it helps, the technology.
Listen.
We understand your organisation, what’s happening and what a good outcome needs to look like.
Make it clear.
We define the scope, deliverables and decisions, so everyone knows what the work is there to do.
Move forward.
We turn the work into practical actions, usable systems and a handover your team can build on.
Keeping up with the law.
What’s changing for employers, and straight answers to the questions that come with it.
Questions employers ask
- How does statutory sick pay work from April 2026? Since 6 April 2026, statutory sick pay (SSP) is payable from the first full day of sickness absence and no longer depends on earning above the Lower Earnings Limit. The 2026 to 2027 weekly rate is £123.25 or 80% of the employee's average weekly earnings, whichever is lower, for up to 28 weeks.
- When can an employer have a protected conversation? An employer can propose ending employment on agreed terms at any stage, even with no existing dispute. Under section 111A of the Employment Rights Act 1996, those pre-termination negotiations are generally inadmissible in an ordinary unfair dismissal claim, but not in discrimination or automatically unfair dismissal claims, and not where there has been improper behaviour.
- How should a performance improvement plan work? There is no statutory definition of a performance improvement plan (PIP). Acas guidance says that, if informal steps do not work, a PIP should set specific objectives, a reasonable timeline and any support or training needed, be discussed with the employee and confirmed in writing, and make clear what happens if performance does not improve.
- When does the unfair dismissal qualifying period change to six months? The qualifying period for ordinary unfair dismissal claims falls from two years to six months on 1 January 2027. The new rule applies wherever the effective date of termination is on or after 1 January 2027, even if notice was given earlier. The cap on unfair dismissal compensatory awards is removed from the same date.
- Right of access, recognition reforms and new rights for union representatives Read the answer
- Six-month time limit for breach of contract claims in Scotland Read the answer
- Consultation on the revised code of practice on dismissal and re-engagement closes Read the answer
- Duty to inform workers of their right to join a trade union Read the answer
Future dates are expected dates and depend on Parliament.
Buying HR support? Let’s make it easier to evaluate.
A defined scope. Specific deliverables. A clear delivery approach. Start your procurement conversation with the right information.
Capability overview
Our service areas, approach and confirmed professional background on one printable page.
Print or save as PDF
A few good questions.
Something else on your mind? Put it in your brief and we’ll answer it when we reply.
Start your briefCan you work alongside our existing HR team?
Yes. Support can be focused on a defined issue, a project or additional capacity, with responsibilities agreed around your internal team.
Do you offer both consultancy and bespoke HR software?
Yes. The two can be commissioned separately or brought together when a people challenge also needs a better process or system.
How are projects and fees agreed?
We begin with the context, desired outcomes and scope. Deliverables, timing, responsibilities and fees are then set out for agreement before work starts.
Can we approach HRjoy through a tender process?
Yes. Our procurement page helps you structure a brief and identify the supporting evidence you need for your process.
A better working day starts here.
A people challenge, a new idea or a process that could work better. Let’s give it a clear next step.