HR Consultancy
HR Consultancy services to maximise the potential of your people
For complex projects, specialist expertise, or when you simply need an extra pair of experienced hands, talk to us about our HR consultancy service. We provide day-to-day support and strategic project management in areas including:
- Redundancy programmes and outplacement
- Changing terms, conditions or working practices
- Policies & employee handbooks
- Subject access requests under GDPR (SARs)
- Managing disputes through mediation or discipline & grievance processes.
We can also help you ensure that your HR function reaches beyond compliance to support your business objectives and build sustainable growth. Our experts will help you shape, align, and deliver your HR strategy, across all areas of your organisation, through:
- HR strategy development
- HR policy and guidance
- Organisational design
- Competency frameworks
- Equality, diversity & inclusion
- Pay and reward
- Outplacement support
- Sexual harassment
- GDPR and data compliance
- Health and wellbeing
- Winning the battle for talent
- Attracting global talent
To ensure a successful outcome, we are committed to building a personal relationship with you and your business. Our team of hand-picked HR specialists are on hand to take the reins when you need additional support, providing you with peace of mind, continuity, and compliance.
Our policy team regularly meet with government and regulatory bodies. These close relationships ensure our legal teams are uniquely well informed and up to date with the latest legislation. This technical knowledge is paired with the practical experience of our HR practitioners, who understand the real workings of your business.
Here are some of the clients we've helped
MAKE UK are an invaluable partner for our HR and legal needs. Their practical and sound advice means we are able to make the right decisions for our people and operations here at allplants. They seamlessly integrate with our team, offering tailored solutions and becoming an extension of our operations
Ready to get started?
Speak to our employment law and HR specialists today.
Call 0808 168 5874, email [email protected], or complete the form.
The companion may be a fellow worker, a trade union representative or an official employed by a trade union. (If the trade union representative is not an employed official, that representative must have been certified by their union as being competent to accompany a worker.) Provided the employee’s proposed companion meets one of these requirements, an employer has no right of veto.
It is unlawful to penalise an employee for taking up the right to be accompanied, or to penalise the companion for carrying out the role. If you deny an employee the right to be accompanied, a tribunal may award them up to two weeks’ pay as compensation. The right to be accompanied is reflected in the Acas Code of Practice on disciplinary and grievance procedures. Accordingly, if an employee brings a successful unfair dismissal claim, the tribunal could also uplift their compensation by up to 25% for your failure to follow the Acas Code. It is automatically unfair to dismiss an employee or their companion for taking up the right to be accompanied, or for acting as a companion, irrespective of how long they have been employed.
If you are a Make UK subscriber, you can speak to your regular adviser for guidance on dismissals and/or access further information in the Discipline, grievance and performance and Termination of employment sections of our website.
If you are not a Make UK subscriber, you can contact us for further support on this topic or to access our resources. Please click here for information on how we can help your business.