Frequently Asked Questions (FAQ)
Table of Contents
HR Support & Advisory
What is an HR Retainer?
An HR Retainer is a flexible, ongoing support service that allows your business to access HR expertise as and when needed, without the commitment of a long-term contract. It provides peace of mind by offering HR advice, assistance with employee relations, and compliance management.
Why might I need an HR Retainer?
It’s a great option for small to medium-sized businesses that need regular HR support but don’t want the cost or hassle of managing everything in-house.
How long do you have to commit for?
Commitment lengths vary depending on the provider. Ours? We offer a Flexible 3-Month option—no long-term lock-ins.
Are all HR Retainers the same?
Not at all. Some are rigid and include limited support. Others (like ours) are designed to be more flexible and tailored to your business needs.
Are there alternatives to HR Retainers?
Yes—ad hoc HR services, one-off consultations, or pay-as-you-go options. But if you need consistent support, a retainer is often the more cost-effective solution.
What is remote working?
Remote working, also known as telecommuting or working from home, allows employees to perform their job duties from outside the traditional office environment. It can be done from home, a coworking space, or any location with internet access.
Is remote working suitable for all types of jobs?
Remote working is more suitable for roles that rely heavily on digital tools and communication. Jobs in customer service, tech, marketing, and administrative fields tend to be easier to adapt for remote work, while roles requiring in-person interaction, like healthcare or manufacturing, may not be suitable for remote working.
Can remote working be permanent or is it only temporary?
Remote working can be either temporary or permanent, depending on the company’s policies and the nature of the work. Many businesses are adopting hybrid or fully remote models for the long term.
How do I manage flexible working requests from employees?
Under the Employment Relations (Flexible Working) Act 2023, employees now have the right to request flexible working from the first day of employment. As an employer, you must consider these requests seriously and respond within a reasonable timeframe, ensuring compliance with discrimination laws and business needs.
Are there any legal requirements for remote working?
Yes, remote workers are still entitled to the same legal rights and protections as office-based employees. This includes:
Health and safety regulations for the home offic
Equal pay and rights for remote workers
Clear contracts outlining remote working expectations
What should I include in a remote working policy?
A remote working policy should include guidelines on work hours, communication expectations, security protocols, performance metrics, and confidentiality. This ensures that both the employer and employee understand their responsibilities and expectations when working remotely.
How HR Hub Plus Can Support My Business?
Conducting risk assessments for remote work environments to ensure compliance with health and safety regulations.
Helping you develop clear remote working policies and procedures tailored to your business.
Providing guidance on data security best practices and tools to keep your business protected.
Supporting the management of flexible working requests and ensuring you remain compliant with employment laws.
Offering employee well-being support and mental health resources to maintain a productive remote workforce.
We provide expert advice and services to ensure that you meet your responsibilities as an employer while supporting your remote team effectively.
What are the legal responsibilities of employers?
Employers have a legal responsibility to ensure the health and safety of all employees when returning to the workplace. This includes conducting risk assessments, implementing safety measures, and ensuring compliance with government guidelines. Employers must also take steps to prevent the spread of COVID-19, if applicable, and manage any other health and safety risks in the workplace.
Do I need to carry out a risk assessment for employees returning to the office?
Yes, employers are required by law to carry out a thorough risk assessment before employees return to the office. This assessment should address potential health risks, social distancing measures, hygiene protocols, and any other safety measures needed to protect employees in the workplace.
Are there any government guidelines I should follow when employees return?
Yes, employers must adhere to government guidance, which is frequently updated. The UK government’s website provides detailed advice on returning to the workplace, including health and safety guidelines, COVID-19 protocols, and advice on managing employees’ wellbeing. These guidelines should be followed in order to remain compliant with health and safety regulations.
What should I do if an employee is reluctant or anxious about returning
If an employee expresses concerns about returning to the office, it’s important to address their worries empathetically. Consider offering flexibility such as a phased return, hybrid working, or additional mental health support. Ensure that their concerns are heard and that reasonable adjustments are made where possible. Employers should also be aware of their legal obligations to support employees with mental health conditions under the Equality Act 2010.
How HR Hub Plus Can Support My Business?
Helping you carry out risk assessments and implement health and safety measures.
Advising on legal obligations and government guidelines.
Creating flexible return-to-work policies and hybrid work arrangements.
Offering training and support for employee well-being and mental health.
Ensuring compliance with the latest employment laws and regulations.
Legal Compliance & Processes
What is Tribunal Support?
Tribunal Support refers to the assistance provided by HR professionals in managing and responding to claims made by employees at an employment tribunal. This support includes advising on the case, preparing documentation, and representing your business throughout the tribunal process.
What types of claims can be brought to an employment tribunal?
Common claims brought to an employment tribunal include:
Unfair dismissal
Discrimination (based on age, race, sex, disability, etc.)
Equal pay
Breach of contract
Wage disputes
Whistleblowing retaliation
What is the process for an employment tribunal claim?
The typical employment tribunal process involves:
Claim submission: The employee files a claim to the tribunal.
Response: The employer responds to the claim with their defense.
Case management: A pre-hearing may be scheduled to discuss the issues and evidence.
Hearing: Both parties present their case at the tribunal.
Judgment: The tribunal issues a decision on the case, including potential remedies for the employee.
What are the costs associated with tribunal support?
Costs can vary depending on the complexity of the case and the level of support required. HR Hub Plus offers flexible pricing options for tribunal support, from consultations to full case representation. Contact us for a tailored quote based on your specific needs.
How can HR Hub Plus help me with Tribunal Support?
Advising on your case and legal obligations
Preparing all necessary documentation
Representing your business during tribunal hearings
Guiding you through settlement discussions or alternative dispute resolution
Providing ongoing support throughout the entire process
We’re here to ensure your business is well protected.
What is whistleblowing?
Whistleblowing is when an employee or worker reports wrongdoing within their organization. This can include illegal activities, unsafe working conditions, unethical practices, or breaches of company policies that may endanger the organization, employees, or the public. Whistleblowing is a protected action under UK law to prevent retaliation against the whistleblower.
What types of issues can be reported through whistleblowing?
Criminal offenses (e.g., fraud, theft, corruption)
Health and safety risks (e.g., unsafe working conditions, workplace hazards)
Environmental damage (e.g., pollution, waste disposal violations)
Bribery or corruption
Discrimination or harassment in the workplace
Breach of legal or regulatory obligations
Financial mismanagement or irregularities
Are there legal protections for whistleblowers?
Yes, under the Public Interest Disclosure Act 1998 (PIDA), employees who make a protected disclosure (whistleblowing) are legally protected from retaliation, such as dismissal, discrimination, or victimisation. This protection ensures that employees can report wrongdoing without fear of losing their job or facing other negative consequences.
Can HR Hub Plus help with creating a whistleblowing policy?
Yes! HR Hub Plus can assist in creating a comprehensive whistleblowing policy that is tailored to your business. We will ensure the policy complies with legal requirements and provides a clear, safe channel for employees to report concerns without fear of retaliation.
What is a disciplinary procedure?
A disciplinary procedure is a formal process used by employers to address issues of employee misconduct, poor performance, or breach of company policies. It ensures that concerns are managed fairly, consistently, and in line with employment law.
Why is having a disciplinary procedure important?
Resolve issues professionally
Maintain a positive workplace culture
Minimise legal risks
Demonstrate fairness and consistency in decision-making
Can an employee bring someone to the disciplinary hearing?
Yes. Under UK employment law, employees have the right to be accompanied by a fellow worker or trade union representative during a disciplinary hearing.
Can disciplinary procedures lead to unfair dismissal claims?
Yes. If the disciplinary process is not handled fairly or lawfully, an employee may bring a claim of unfair dismissal to an employment tribunal. HR Hub Plus can ensure your process is compliant and properly documented to reduce this risk.
How can HR Hub Plus help with disciplinary matters?
HR Hub Plus Limited provides expert support for every stage of the disciplinary process, including:
Drafting or reviewing disciplinary policies
Advising on investigations and hearings
Preparing documents and communications
Guiding you through fair and legal procedures
Helping to manage outcomes and appeals
Minimising the risk of legal claims or reputational damage
What is an absence procedure?
An absence procedure is a formal policy that outlines how employees should report and manage time off due to illness or other reasons. It helps employers monitor attendance, manage unplanned absences, and support employees’ health and wellbeing.
Why is it important to have an absence procedure in place?
Ensures consistent handling of staff absences
Helps identify patterns of absenteeism
Protects the business from productivity loss
Supports employees in returning to work appropriately
Reduces the risk of legal disputes or unfair treatment claims
What is the difference between short-term and long-term absence?
Short-term absence is usually unplanned and lasts a few days (e.g. minor illness or injury).
Long-term absence is typically defined as being off work for four weeks or more and may involve complex health issues or recovery.
Can employers ask for medical evidence?
Yes. Employers can request a fit note (formerly known as a sick note) for absences longer than 7 days. In cases of repeated or long-term absence, employers may also seek consent to contact the employee’s GP or refer them to occupational health.
Are there legal risks associated with absence management?
Yes. Poor absence management can lead to:
Discrimination claims (if linked to a disability or protected characteristic)
Constructive dismissal (if employees feel unfairly treated)
Breach of contract (if procedures aren’t followed correctly)
How can HR Hub Plus help with absence procedures?
HR Hub Plus provides expert support to:
Draft or update your absence policy
Train managers on how to manage absences effectively
Support with return-to-work processes
Guide you through handling long-term or complex cases
Reduce absenteeism while staying legally compliant
Whether you need a one-off consultation or ongoing HR support, we’re here to help you manage employee attendance with confidence.
Employee Rights & Benefits
What are parental rights in the workplace?
Parental rights are legal entitlements that support employees who are expecting a child, have recently had a child, or are caring for children. These include rights to maternity leave, paternity leave, shared parental leave, adoption leave, and unpaid parental leave.
What is statutory maternity leave and pay?
Eligible employees are entitled to up to 52 weeks of maternity leave – 26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave. Statutory Maternity Pay (SMP) is paid for up to 39 weeks, if eligibility criteria are met.
Do new fathers or partners have leave rights too?
Yes. Eligible employees can take up to 2 weeks of Statutory Paternity Leave and may be entitled to Statutory Paternity Pay. In addition, partners may qualify for Shared Parental Leave if they and the mother/primary adopter meet specific conditions.
What is Shared Parental Leave (SPL)?
Shared Parental Leave allows parents to share up to 50 weeks of leave and 37 weeks of pay after the birth or adoption of a child. This offers flexibility in how parents balance work and family responsibilities.
Are adoptive parents entitled to leave?
Yes. Adoptive parents are entitled to Statutory Adoption Leave and Statutory Adoption Pay, with similar rights and durations to maternity leave. Only one parent in an adoption can take adoption leave, but the other may qualify for paternity or shared leave.
What is Parental Leave (unpaid)?
Eligible employees can take up to 18 weeks of unpaid leave per child (up to their 18th birthday) to care for their child. This is different from Shared Parental Leave, and employers may limit the leave to 4 weeks per year per child unless agreed otherwise.
What are family-friendly working provisions?
These include:
Flexible working requests (available to all employees from day one of employment)
Time off for dependants in emergencies
Enhanced family leave and pay policies (at the employer’s discretion)
These provisions help employees balance work with family commitments.
What is time off for dependants?
Employees have the right to take a reasonable amount of unpaid time off to deal with unexpected situations involving dependants (such as a child falling ill or an emergency at school).
Do employers have to consider flexible working requests?
Yes. All employees have the right to request flexible working from day one. Employers must deal with requests reasonably and respond within two months. Requests can be refused on business grounds, but the decision must be justified.
How can HR Hub Plus help?
Draft and review legally compliant family leave policies
Advise you on handling flexible working requests fairly
Guide you through maternity, paternity, adoption, and shared parental leave processes
Support employee communication and documentation
Ensure your business meets all legal obligations while maintaining operational needs
We make it simple for you to support your team while staying compliant with UK employment law.
What is the statutory annual leave entitlement in the UK?
Full-time employees are entitled to 5.6 weeks (28 days) of paid holiday per year. This may include bank holidays, depending on your company’s policy.
Do part-time workers get the same entitlement?
Yes, part-time employees are entitled to 5.6 weeks of leave on a pro-rata basis. For example, someone working 3 days a week would receive 16.8 days of holiday leave.
How is holiday pay calculated?
Holiday pay should reflect an employee’s normal pay—including regular overtime, bonuses, or commissions. For those with irregular hours, holiday pay is calculated based on the average weekly earnings over the previous 52 weeks.
Can employees carry over unused holiday?
Yes. Employees can carry over up to 4 weeks of unused statutory holiday into the next leave year in certain circumstances, such as long-term sickness or where they were unable to take their leave for valid reasons.
What about holiday accrual during sick leave or maternity leave?
Employees continue to accrue statutory holiday while on maternity, paternity, adoption, or sick leave—even if they’re not working during this time.
Can an employer refuse a holiday request?
Yes, but only with a valid business reason. You must give at least the same amount of notice as the leave requested (e.g. 5 days’ notice to refuse a 5-day holiday).
How do we manage leave for shift workers or zero-hours staff?
Holiday entitlement for these workers is often calculated in hours. HR Hub Plus can help you set up a system that keeps your records clear, accurate, and legally compliant.
How does holiday pay affect payroll?
Holiday pay must be accurately reflected in your payroll calculations, especially for irregular or part-time workers. Mistakes can lead to underpayment claims or HMRC penalties.
How can HR Hub Plus help?
Help you set up or review your annual leave policies
Provide easy-to-use HR software to track leave
Accurately calculate holiday pay
Run your payroll to reflect holiday payments, bonuses, and more
Ensure full compliance with employment law and HMRC requirements
Let us take the admin off your plate—so you can focus on your business.
Employment Types & Status
What is meant by ‘employment status’?
Employment status refers to the legal classification of a worker and determines the rights and responsibilities an individual has at work. The main types in the UK are:
Employee
Worker
Self-employed / Contractor
Each status has different rights and obligations under UK employment law.
Why is it important to correctly identify employment status?
Legal disputes and tribunal claims
Backdated tax liabilities and penalties
Unfair treatment or denial of rights
It’s crucial for employers to classify workers accurately from the outset to stay compliant and avoid costly errors.
How is employment status determined?
Employment status isn’t based solely on what the contract says. HMRC and employment tribunals will look at factors such as:
Level of control the business has over the individual
Whether the individual can send a substitute
Who supplies the tools or equipment
Whether the individual is integrated into the business
How they’re paid (hourly, project-based, etc.)
Can someone’s employment status change over time?
Yes. If the working relationship evolves—e.g., a self-employed contractor starts working regularly under supervision—they may be reclassified as a worker or employee, gaining additional rights.
What risks do employers face by misclassifying employment status?
Misclassification can lead to:
Tribunal claims for unpaid holiday, unfair dismissal, or discrimination
Tax investigations and penalties from HMRC
Damage to the employer’s reputation and trust within the team
How can I ensure I’m using the correct employment status for someone?
It’s best to seek professional advice and assess the actual working relationship, not just what’s written in the contract. HR Hub Plus can help you review your current workforce setup and guide you on best practices for contracts and compliance.
How can HR Hub Plus help?
Review and update contracts of employment or agreements
Help determine the correct status for new hires
Support you in handling disputes or claims
Provide guidance on legal changes affecting employment status
Keep your business protected and compliant
Who are temporary and agency workers?
Temporary workers are individuals hired for a fixed period or to complete specific projects. Agency workers are supplied by a recruitment agency and work temporarily for a hirer (your business), but they are usually employed by the agency itself.
What rights do temporary and agency workers have?
Temporary and agency workers have several basic rights, including:
National Minimum Wage or National Living Wage
Paid holidays
Rest breaks and limits on working time
Protection against unlawful deductions from wages
Protection from discrimination and unfair treatment
After 12 weeks in the same role, agency workers are also entitled to the same basic terms and conditions as permanent staff doing similar work.
What is the 12-week qualifying period for agency workers?
Once an agency worker has worked in the same role with the same hirer for 12 continuous weeks, they gain the right to equal treatment regarding:
Pay
Annual leave
Working hours
Rest breaks
Overtime opportunities
Who is responsible for paying agency workers?
Typically, the agency is responsible for paying the worker. However, businesses should still ensure the agency complies with employment regulations and pays workers correctly. Clear agreements should be in place between your business and the agency.
Do temporary and agency workers require contracts?
Yes. All workers should receive a written statement of terms on or before their first day of work. For agency workers, the agency must provide key information documents outlining pay rates, deductions, and employment conditions.
Can temporary and agency workers claim unfair dismissal?
Agency workers generally cannot claim unfair dismissal from the hiring company, but may be able to claim against the agency in certain cases. Temporary employees on fixed-term contracts may have unfair dismissal rights depending on the length and terms of their employment.
Do I need to provide training for temporary or agency staff?
Yes. Employers have a legal duty to ensure that all workers—regardless of their contract—receive appropriate induction, training, and health and safety information relevant to their role.
Are agency workers entitled to sick pay?
Agency workers may qualify for Statutory Sick Pay (SSP) if they meet the eligibility criteria. However, this is typically the responsibility of the agency unless the worker is employed directly by your business.
How can HR Hub Plus help?
Help you set up legally compliant agreements with agencies
Create tailored onboarding documents and training for temps
Advise on legal obligations and workers’ rights
Provide ongoing HR support for managing temporary staff issues
Assist with risk assessments and documentation
Whether you hire directly or through an agency, we’ll help you stay on the right side of the law and get the most from your flexible workforce.
What does ‘furlough’ mean?
Furlough refers to a temporary leave of absence granted by an employer due to special needs of the business, typically during economic downturns or unexpected disruptions. In the UK, furlough became widely used during the COVID-19 pandemic through the government’s Coronavirus Job Retention Scheme (CJRS).
Is the furlough scheme still active in the UK?
The official government furlough scheme ended on 30 September 2021. However, employers may still use furlough-style arrangements (e.g., unpaid leave, reduced hours) as part of internal business continuity planning, subject to employee agreement and employment contract terms.
Can an employer still furlough staff outside of the government scheme?
Yes. Employers can agree furlough-like arrangements with employees (such as unpaid leave or reduced hours), but these must be mutually agreed upon and documented in writing. Legal advice is recommended to ensure compliance.
Do employees have to agree to being furloughed?
Yes. Furlough is a change to the terms and conditions of employment, so it must be agreed upon by both the employer and employee unless there is a clause in the employment contract allowing for temporary layoff.
Can furloughed employees do any work?
Under the original government scheme, furloughed employees could not perform any work for their employer. However, flexible furlough later allowed part-time work. Today, any agreement between employer and employee should clearly outline what is and isn’t permitted during the leave period.
What rights do employees retain during furlough?
While furloughed, employees still retain their:
Employment rights (including holidays and sick pay)
Protection from unfair dismissal
Right to redundancy payments (if applicable)
Can employees be made redundant after furlough?
Yes. Being furloughed does not prevent an employer from making a role redundant. However, normal redundancy procedures must be followed, and furloughed periods should be considered when calculating redundancy pay.
Do furloughed employees accrue holiday?
Yes. Employees continue to accrue statutory holiday entitlement while furloughed. Employers can also require employees to take holiday during furlough, provided proper notice is given.
How should furlough be documented?
Any furlough agreement should be clearly documented in writing, detailing:
Start and end dates
Pay arrangements
Whether any work is allowed
Employee consent
Terms for return or review
Workforce Changes
What is redundancy?
Redundancy occurs when an employer needs to reduce their workforce because a job or role is no longer required. This can be due to business closure, restructuring, cost-cutting, or changes in operational needs.
When is redundancy considered fair?
A redundancy is considered fair if:
The employee’s role is genuinely no longer needed
The redundancy process is transparent and objective
Employees are consulted properly
The selection criteria are fair and consistently applied
What are the legal obligations during a redundancy process?
Employers must:
Follow a fair process
Consult with affected employees
Provide notice of termination
Offer suitable alternative employment, if available
Pay statutory redundancy pay (if the employee has at least 2 years’ service)
How should redundancy consultations be handled?
Consultations should be meaningful, and employers must:
Explain the reasons for redundancy
Discuss the selection criteria
Explore ways to avoid or reduce redundancies
Consider any suggestions from employees
Document the process carefully
What is statutory redundancy pay and who qualifies for it?
Employees qualify for statutory redundancy pay if:
They have at least 2 years’ continuous service
They are being made redundant (not dismissed for misconduct)
The amount depends on:
Age
Length of service
Weekly gross pay (subject to the statutory cap)
Can employees appeal their redundancy?
Yes. Employees have the right to appeal if they believe:
The process was unfair
They were wrongly selected
The redundancy was not genuine
Employers should have an appeal process in place as part of fair procedure.
Do employers need to offer alternative roles during redundancy?
Yes, if there are suitable roles available. Employers must offer these where possible. Failure to do so may lead to claims of unfair dismissal.
How much notice do I need to give for redundancy?
Minimum notice periods depend on length of service:
1 week for 1 month to 2 years
1 week for each full year (up to 12 weeks) for 2+ years’ service
Employers may offer pay in lieu of notice (PILON) instead.
What are common mistakes employers make during redundancy?
Failing to consult properly
Using discriminatory selection criteria
Rushing the process
Not offering alternative roles
Poor documentation and communication
How can HR Hub Plus help?
At HR Hub Plus, we support businesses through the entire redundancy process by:
Providing legal and compliant redundancy templates and letters
Guiding you through fair consultation and selection procedures
Advising on notice periods, redundancy pay, and employee rights
Minimising legal risk and maintaining positive employee relations
Offering compassionate offboarding guidance
What is TUPE?
TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations.
It protects employees’ rights when a business or part of it is transferred to a new employer, including during mergers, acquisitions, and service outsourcing.
2. When does TUPE apply?
TUPE applies when:
A business transfer occurs (e.g., a sale or merger of a company)
A service provision change happens (e.g., outsourcing or insourcing of services)
What rights do employees have under TUPE?
Employees have the right to:
Transfer to the new employer with continuity of employment
Retain their existing terms and conditions
Be informed and consulted about the transfer process
Can employees refuse to transfer under TUPE?
Employees can object to transferring, but this may result in their contract ending on the transfer date. They will not be entitled to redundancy pay or make an unfair dismissal claim unless they were unfairly treated during the transfer process.
How can HR Hub Plus help ?
HR Hub Plus offers support in:
Determining if TUPE applies
Informing and consulting employees
Managing employee rights and terms during the transfer
Ensuring compliance with legal obligations
Offering practical advice and templates for communication
Health & Wellbeing
What is workplace stress?
Workplace stress occurs when the demands of the job exceed an employee’s ability to cope. It can result from workload, job responsibilities, relationships at work, or lack of support. If left unmanaged, stress can negatively impact both mental and physical health.
How can employers prevent stress and mental health issues at work?
Employers can reduce stress by promoting work-life balance, offering support resources, training managers to recognise stress, and implementing policies that promote employee well-being. Flexibility with working hours, regular breaks, and a supportive culture are also essential in preventing workplace stress.
How do I support an employee struggling with mental health?
Supporting employees with mental health issues involves creating an open and supportive environment. Encourage employees to talk openly about their concerns, offer reasonable adjustments, and refer them to professional support, such as counselling or employee assistance programs.
Are employers legally required to address stress and mental health issues?
Yes, under the Health and Safety at Work Act 1974, employers must protect employees’ mental and physical health, including managing workplace stress and providing support for mental health issues. Failure to address stress could lead to legal claims.
How can HR Hub Plus help?
- Online training for managers on identifying and managing stress
- Guidance on implementing mental health and wellbeing policies
Support for developing employee assistance programs (EAPs)
Tailored resources to help reduce stress and promote a healthy workplace
Our online training courses can equip your team with the knowledge and skills needed to manage stress effectively and support employees’ mental health in a professional setting.