Expert HR Support and Legal Guidance for UK Businesses

Running a successful business involves managing many moving parts, with your workforce being one of the most essential elements. At Davenport Solicitors, we understand employers’ challenges with employment law and human resources management.

Our specialist team of employment lawyers provides comprehensive HR advisory services for businesses of all sizes across the UK. Whether you’re a small startup or an established enterprise, our expert guidance ensures that your HR practices remain legally compliant while supporting your business goals.

Why Choose Davenport Solicitors for Your HR Advisory Needs?

Davenport Solicitors stands apart as a trusted partner for businesses seeking expert HR support:

1.   Legal Expertise: Our team combines in-depth knowledge of UK employment law with practical HR experience
2.   Custom Solutions: We provide HR guidance based on your specific business needs and objectives
3.   Risk Reduction: Our proactive approach helps minimise the likelihood of costly employment tribunal claims
4.   Business Growth: Strategic HR planning matched with your company’s vision and goals
5.   Time and Resource Savings: Focus on running your business while we handle the HR work
6.   Peace of Mind: Rest assured that your HR practices are fully compliant with current UK employment legislation

Comprehensive HR Advisory Services

Employment Law Compliance

Staying updated with UK employment law is essential for business success and risk management. Our specialist team helps you:

1.   Understand employment legislation
2.   Implement necessary updates to workplace policies and procedures
3.   Ensure fair and consistent treatment of employees
4.   Develop strategies to prevent potential legal disputes
5.   Conduct regular compliance checks to identify and address any gaps

Contracts of Employment and Documentation

Clear, legally sound documentation forms the foundation of strong employer-employee relationships. We provide expert support with:

1.   Drafting and reviewing employment contracts suited to your business needs
2.   Creating job descriptions that accurately reflect roles and responsibilities
3.   Designing offer letters that protect your interests while attracting talent
4.   Developing secondment and consultancy agreements
5.   Regular reviews to ensure all documentation remains up-to-date with legislative changes

Employee Handbooks and Workplace Policies

A comprehensive employee handbook establishes clear expectations and helps prevent misunderstandings. Our HR advisory team assists with the following:

1.   Creating bespoke employee handbooks that reflect your company culture
2.   Developing essential workplace policies, including:
3.   Disciplinary and grievance procedures
4.   Equal opportunities and diversity
5.   Flexible working arrangements
6.   Health and Safety
7.   Social media and data protection
8.   Anti-harassment and bullying
9.   Regular policy reviews to ensure ongoing compliance

Managing Employee Relations

Building positive employee relations is vital for maintaining productivity and reducing turnover. We provide guidance on:

1.   Implementing effective communication channels
2.   Developing employee engagement initiatives
3.   Managing workplace conflicts constructively
4.   Promoting a positive company culture
5.   Handling sensitive conversations with employees

Disciplinary and Grievance Management

Addressing workplace issues promptly and fairly is essential to avoid escalation. Our specialist advisors help you:

1.   Establish robust disciplinary and grievance procedures
2.   Conduct thorough workplace investigations
3.   Prepare for and manage disciplinary meetings
4.   Document proceedings appropriately
5.   Ensure compliance with ACAS guidelines throughout the process
6.   Reduce the risk of unfair dismissal claims

Performance Management

Maximising employee performance drives business success. Our HR advisory services include:

1.   Designing effective performance management frameworks
2.   Creating structured appraisal processes
3.   Developing performance improvement plans
4.   Training managers to provide constructive feedback
5.   Addressing underperformance legally and fairly

Absence Management

Employee absences affect productivity and morale. Our experts provide guidance on:

1.   Creating clear absence reporting procedures
2.   Setting up absence monitoring systems
3.   Managing short-term frequent absences
4.   Handling long-term sickness absences properly and legally
5.   Conducting effective return-to-work interviews
6.   Understanding when and how to request medical reports

Recruitment and Onboarding

Attracting and integrating the right talent is crucial for business growth. We support you with the following:

1.   Developing legally compliant recruitment processes
2.   Creating effective job advertisements that avoid discrimination
3.   Structuring interviews to assess skills fairly
4.   Implementing pre-employment checks and right-to-work verification
5.   Designing comprehensive onboarding programmes

Redundancy and Restructuring

When business needs change, having expert guidance ensures you manage workforce reductions legally. We provide support with:

1.   Planning and implementing redundancies lawfully
2.   Establishing fair selection criteria
3.   Managing consultation requirements
4.   Exploring suitable alternative employment options
5.   Calculating redundancy payments correctly

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TUPE Transfers

Business transfers or service provision changes require careful management of employee rights. Our team advises on the following:

1.   Understanding when TUPE regulations apply
2.   Meeting information and consultation obligations
3.   Managing the transfer process compliantly
4.   Harmonising terms and conditions post-transfer
5.   Handling redundancies in connection with transfers

Data Protection and GDPR Compliance

Handling employee data requires strict adherence to data protection laws. We help you:

1.   Understand your obligations under the UK GDPR
2.   Develop appropriate data protection policies
3.   Create compliant privacy notices for employees
4.   Implement secure data handling procedures
5.   Respond to subject access requests appropriately

Employer Responsibilities: Essential Considerations

As an employer in the UK, you must be aware of several key responsibilities to avoid legal issues:

Employment Contracts

All employees must receive a written statement of employment particulars on or before their first day of work. This document should clearly outline:

1.   Job title and description
2.   Start date and continuous employment date
3.   Pay and benefits
4.   Working hours and location
5.   Holiday entitlement
6.   Notice periods
7.   Sick pay arrangements
8.   Pension details
9.   Disciplinary and grievance procedures

Fair Treatment and Equality

UK law protects employees from discrimination based on protected characteristics. Employers must:

1.   Implement equal opportunities policies
2.   Provide reasonable adjustments for disabled employees
3.   Ensure fair treatment in recruitment, promotion, and dismissal decisions
4.   Prevent harassment and victimisation in the workplace
5.   Promote inclusive practices throughout the organisation

Read our blog

Health and Safety

Employers have a legal duty to ensure the health, safety, and welfare of their employees by:

1.   Conducting regular risk assessments
2.   Providing a safe working environment
3.   Offering appropriate training and supervision
4.   Supplying necessary protective equipment
5.   Reporting accidents and incidents as required

Working Time and Leave Entitlements

UK employers must comply with regulations regarding:

1.   Maximum weekly working hours
2.   Rest breaks and rest periods
3.   Minimum paid annual leave
4.   Statutory maternity, paternity, adoption, and shared parental leave
5.   Time off for dependants and other statutory rights

Fair Dismissal Procedures

To dismiss an employee fairly, employers must:

1.   Have a valid reason (conduct, capability, redundancy, statutory restriction, or some other substantial reason)
2.   Follow a fair procedure
3.   Act reasonably in the circumstances
4.   Provide the appropriate notice period or payment in lieu
5.   Issue a written statement explaining the reasons for dismissal

Why Employers Choose Davenport Solicitors

When you partner with Davenport Solicitors for your HR advisory needs, you gain the following:

1.   Direct access to qualified employment law specialists
2.   Practical, business-focused solutions rather than purely theoretical advice
3.   Proactive support to prevent issues before they arise
4.   Responsive service when urgent matters require immediate attention
5.   Cost-effective expertise compared to managing legal disputes
6.   Consistent guidance from advisors who understand your business

Get Expert HR Support Today

Don’t let HR challenges distract you from growing your business. Davenport Solicitors provides expert guidance to manage your workforce effectively while ensuring full compliance with UK employment law.

Contact our specialist team today to discuss how our HR advisory services can be designed for your business needs.

Frequently Asked Questions About HR Advisory

1. What exactly does HR advisory involve?
   HR advisory provides expert guidance on all aspects of people management, from compliance with employment laws to developing effective HR strategies that support your business objectives. 
2. Why should my business invest in HR advisory services?
   Professional HR advisory helps you avoid costly legal disputes, improves employee engagement and productivity, ensures compliance with complex employment legislation, and allows you to focus on your core business activities. 
3. How can HR advisory services benefit small businesses without an HR department?
   Small businesses often lack dedicated HR expertise, making them vulnerable to compliance issues and workplace disputes. Our advisory services provide access to specialist knowledge as and when needed without the cost of a full-time HR professional. 
4. How often should we review our HR policies and procedures?
   We recommend reviewing them annually at a minimum and whenever significant changes to employment legislation or business operations occur. 
5. What are the most common HR compliance issues for UK employers?
   Common compliance issues include incorrect employment status classification, outdated contracts, inadequate disciplinary procedures, poor record-keeping, and mishandling of flexible working requests. 
6. How do we keep up with employment law changes?
   Our HR advisory service includes regular updates on relevant law changes and how they affect your business, ensuring you remain compliant without having to check legal developments yourself. 
7. What documentation must employers legally maintain?
   Employers must keep records, including employment contracts, pay information, working time records, holiday records, and right-to-work verification. Our advisory service helps ensure your record-keeping meets legal requirements. 
8. How do we ensure our disciplinary procedures are legally compliant?
   Your disciplinary procedures should follow the ACAS Code of Practice, be documented, and be consistently applied, allowing for appropriate investigation, representation, and appeal. Our team can review your procedures to ensure compliance. 
9. What are an employer’s obligations regarding flexible working requests?
   Employers must reasonably consider all flexible working requests, following a specific procedure and timeline. Requests can only be refused based on particular business grounds outlined in legislation. 
10. How do we ensure compliance with equality legislation in recruitment?
    Recruitment processes should be structured to avoid bias, with carefully worded job descriptions and advertisements, objective selection criteria, and properly documented decisions to demonstrate fairness. 
11. How should we handle employee grievances?
    Grievances should be addressed promptly through a straightforward procedure that includes informal resolution, formal meetings, proper investigation, and the right to appeal decisions. 
12. What steps should we take when addressing poor performance?
    Poor performance should be managed through a structured process involving clear communication of expectations, identifying reasons for underperformance, providing support and training, setting improvement goals, and regular reviews. 
13. How do we legally manage long-term sickness absence?
    Long-term absence requires sensitive handling, including maintaining appropriate contact, obtaining medical evidence, considering reasonable adjustments, exploring redeployment options, and only considering dismissal as a last resort after following a fair procedure. 
14. What should an effective employee handbook include?
    A comprehensive handbook should include your company’s mission and values, key policies and procedures, code of conduct, benefits information, health and safety guidance, and other essential workplace information. 
15. How can we reduce the risk of constructive dismissal claims?
    Prevent constructive dismissal claims by maintaining open communication, addressing concerns promptly, following fair procedures, documenting actions, treating employees consistently, and seeking advice before making significant changes to working conditions.