Thrive. specialises in supporting small to medium-sized businesses, startups, and SMEs across Coleshill, Birmingham, Warwickshire, and the Midlands. Our services are tailored to meet the unique challenges faced by growing organisations, particularly those without an in-house HR team.Thrive. specialises in supporting small to medium-sized businesses, startups, and SMEs across Coleshill, Birmingham, Warwickshire, and the Midlands. Our services are tailored to meet the unique challenges faced by growing organisations, particularly those without an in-house HR team.

We provide a range of services, from drafting employee contracts and handbooks to managing performance issues, resolving workplace conflicts, and ensuring compliance with UK employment law. Our flexible packages mean you can get the exact level of support you need without the overhead of a full-time HR professional.

Thrive. offers expert advice on a wide range of employment law topics, including redundancy, dismissals, grievances, disciplinary actions, employment contracts, and workplace policies. We ensure your business remains compliant while protecting both you and your employees.

Yes! We draft legally compliant and customised employee contracts, handbooks, and workplace policies to meet your business needs. We also review existing documentation to ensure they align with current UK employment laws.

Absolutely. Thrive. provides flexible, ongoing HR support packages that give you access to expert advice whenever you need it. Whether it’s a one-off query or ongoing people management assistance, we’re here to help your business thrive.

We help businesses create positive, productive work environments through initiatives such as mental health programmes, employee engagement strategies, and wellbeing policies that support a happy and motivated workforce.

Thrive. provides tailored advice to help businesses attract, hire, and retain the right talent. From crafting compelling job advertisements to improving onboarding processes, we ensure your recruitment efforts align with your business goals.

The process starts with a consultation to understand your specific HR challenges and goals. We then provide a tailored plan of action, offering as much or as little support as you need. Whether it’s a one-off project or ongoing partnership, our approach is designed to make HR stress-free and effective.

Yes, we provide expert guidance on handling sensitive employee issues, including disciplinary actions and grievances. Our goal is to help you resolve conflicts professionally, fairly, and in compliance with UK employment law.

Thrive. offers local expertise, bespoke solutions, and affordable pricing tailored to the needs of small and medium-sized businesses. Our years of experience in HR and employment law ensure you receive practical, actionable advice that helps your business succeed.

If an employee has contacted ACAS, it likely involves a workplace dispute or grievance. The first step is to remain calm and avoid making any rash decisions. ACAS encourages early conciliation, so be open to resolving the issue amicably. Thrive. can help you navigate this process by reviewing the situation, advising on compliance with employment law, and supporting you in resolving the issue professionally.

When dealing with grievances, it’s crucial to follow a fair and transparent process. Start by reviewing your grievance policy and inviting the employee to a formal meeting to discuss their concerns. Ensure impartiality throughout the investigation. Thrive. can support you by guiding you through the process, drafting documentation, or acting as an impartial third party to mediate and resolve the issue.

Redundancies can be a sensitive and complex process. Start by reviewing your business needs and considering alternatives, such as reducing hours or redeploying staff. If redundancies are unavoidable, ensure you follow a fair process, including consulting with employees and providing the appropriate notice and redundancy pay. Thrive. can help you manage this process from start to finish, ensuring legal compliance and minimising disruption.

It’s important to handle performance issues constructively. Start with an informal conversation to understand the root cause and provide clear feedback on what needs to improve. If performance doesn’t improve, you may need to implement a formal performance improvement plan (PIP). Thrive. can support you by drafting PIP templates, advising on legal considerations, and helping you manage the process effectively and fairly.

Employees have a legal right to request flexible working, and you must consider their request fairly. Start by reviewing how their proposed change could impact your business operations. If you can’t accommodate their request, provide a clear, evidence-based explanation. Thrive. can help you assess the request, explore alternatives, and ensure you comply with legal requirements while balancing business needs.

Effective 1 April 2024, the National Minimum Wage rates have increased as follows:

• Ages 21 and over: £11.44 per hour

• Ages 18 to 20: £8.60 per hour

• Under 18 and apprentices*: £6.40 per hour

These changes mean that employers must adjust their payroll systems to comply with the new rates. Failure to do so can result in penalties and damage to your business’s reputation. Thrive. can assist in ensuring your payroll processes are updated and compliant with the latest legislation.

*Please individually review apprentice rates depending on age and length of apprenticeship

As of April 2024, employers are legally required to take proactive steps to prevent sexual harassment in the workplace. This includes implementing comprehensive policies, providing regular training to staff, and establishing clear reporting procedures. Employers may be held liable if they fail to take reasonable measures to prevent harassment. Thrive. can help you develop and implement effective anti-harassment policies and training programs to ensure compliance and foster a safe working environment.

Starting from April 2024, employees have the right to request more predictable and stable working patterns. This is particularly relevant for workers on zero-hour contracts or those with unpredictable schedules. Employers are obligated to consider these requests reasonably and provide a response within a set timeframe. Thrive. can guide you through the process of handling such requests, ensuring that your responses are fair, consistent, and in line with the new legal requirements.

If an employee has submitted an ET1 form, it means they are making a claim against you at an employment tribunal. The first step is to carefully review the details of the claim and the deadline to respond. You must complete and submit an ET3 form (your formal response) within 28 days of receiving the claim. Thrive. can guide you through this process, helping you draft your response, gather evidence, and prepare for the tribunal, if necessary.

Your ET3 response must include:

• A clear statement agreeing or disputing each point raised in the ET1 form.

• Details of any defence you want to rely on.

• Relevant evidence or documentation that supports your position.

It’s essential to be concise, factual, and legally accurate to avoid weakening your case. Thrive. can support you in drafting a strong ET3 response, ensuring you address all aspects of the claim and meet legal requirements.

Preventative measures are key to avoiding employment tribunal claims. This includes:

• Ensuring your contracts, policies, and procedures comply with employment law.

• Handling grievances, dismissals, and disputes fairly and consistently.

• Maintaining clear communication and a positive workplace culture.

If a dispute arises, consider early conciliation through ACAS to resolve the matter before it escalates. Thrive. can work with you to implement robust HR practices that minimise the risk of tribunal claims and protect your business.

A compensatory award is a payment an employment tribunal may order an employer to make to an employee if they are found to have been unfairly dismissed or wronged. The amount is calculated based on the financial loss the employee suffered due to the employer’s actions, such as lost wages, benefits, or pension contributions.

For unfair dismissal cases, the compensatory award is capped at the lower of £105,707 (as of 2024) or one year’s gross salary. Thrive. can help you understand potential liabilities and guide you through measures to mitigate risks, such as improving dismissal processes and ensuring compliance with employment law.

To minimise the risk of a compensatory award, employers should:

• Follow a fair and transparent disciplinary or dismissal process, adhering to the ACAS Code of Practice.

• Ensure all decisions are well-documented and supported by evidence.

• Engage in early conciliation through ACAS to resolve disputes before they escalate to a tribunal.

• Seek expert HR advice when handling complex employee issues.

Thrive. can assist by providing practical advice, drafting compliant procedures, and supporting you in dispute resolution, reducing the likelihood of compensatory awards being made against your business.

Mistakes happen, and how you handle them can make all the difference. If you believe you’ve made an error, such as a procedural mistake during a dismissal or mismanaging a grievance, the first step is to seek expert advice. Addressing the issue quickly and taking corrective action can often resolve matters before they escalate. Thrive. can review the situation, advise on next steps, and help you implement solutions to minimise legal or reputational risks.

Checking an employee’s right to work is a legal obligation, and failure to do so can result in fines of up to £20,000 per illegal worker. You should:

• Verify documents like passports, visas, or Biometric Residence Permits.

• Ensure documents are original, valid, and consistent.

• Keep copies and record the date you conducted the check.

Thrive. can help you navigate these checks, train your team on compliance, and implement robust systems to avoid costly mistakes.

HR issues don’t resolve themselves and can quickly escalate into costly and time-consuming problems, such as tribunal claims, loss of key talent, or reputational damage. With employment law constantly evolving, delaying action could leave your business non-compliant or vulnerable to legal action. Thrive. offers tailored, affordable HR solutions designed to resolve issues promptly and prevent future problems. Act now to protect your business, ensure compliance, and create a thriving workplace—before it’s too late!