Free HR Policies/Templates and Advice
In these difficult economic times we provide important HR resources for new and growing small businesses all free of charge.
Human Resource Solutions is a human resource management consultancy specialising in supporting small businesses. Welcome to our website!
We know that many of you running a small businesses simply can't afford access to professional HR advice or guidance. We also know that as soon as you start employing staff it is vital to ensure you get it right to prevent costly mistakes. This website is provided on a pro bono (free) basis to help you do just that.
On this website you will find a large number of (hopefully!) useful free resources. For example numerous HR policies and procedures templates can be downloaded (in MS Word format) from the links on the left and adapted for your own business. We also have a facility for you to ask one of our consultants a question by email - we'll respond usually within 24 hours.
This is a busy website - we have thousands of page views every month and provide answers to dozens of questions. To keep this resource free for you we have some adverts and affiliate links scattered throughout the site - hopefully you will not find these too intrusive.
If you are new to this website, you might want to start on our Get Started page.
2026 / 2027 sees some significant changes in employment law which employers should be aware of:-
Effective April 2026
1. Statutory Sick Pay (SSP):
Waiting Period and LEL: The 3-day "waiting period" is abolished. SSP is payable from the first full day of absence instead of the fourth day. The Lower Earnings Limit (LEL) has been removed so all employees now qualify for SSP regardless of their weekly earnings.
2 New Enforcement Body
The Fair Works Agency: A centralized "super-enforcer" launches to monitor National Minimum Wage, SSP, Holiday Pay, and Agency worker rights.
3 Paternity and Bereavement Leave
Day-One Rights: Paternity leave and bereavement leave become rights on the first day of employment. Bereavement leave is extended to include any "loved one."
4 Flexible Working
Strengthened Rights: Employers must provide more robust reasons for refusal; the process shifts further in favor of the employee.
5 Tribunal Time Limits
Extension to 6 Months: The window for an employee to bring an Employment Tribunal claim increases from 3 months to 6 months.
Effective October 2026:
6 Preventing Harassment
All reasonable steps: The duty on employers shifts from taking "reasonable steps" to "all reasonable steps" to prevent sexual harassment which is an important change of emphasis. Employers are now also legally liable if they fail to prevent harassment of staff by third parties.
7 NDA Restrictions
"Gagging Clause" Ban: Non-Disclosure Agreements (NDAs) cannot be used to prevent staff from disclosing harassment or discrimination.
Effective January 2027:
8 Unfair Dismissal
6-Month Threshold: The qualifying period for an employee to claim unfair dismissal protection drops from 2 years to 6 months. This could impact employers who operate a 6 month probation period. Furthermore the statutory cap on unfair dismissal compensatory awards is removed. This could lead to unlimited financial exposure.
9 Fire and Rehire
Ban on Dismissal for Terms: Dismissing and re-engaging staff to change contract terms is now "automatically unfair" (except in extreme financial distress).This is designed to prevent employers dismissing staff and then re-hiring others to do the same job at lesser terms e.g. agency staff
All our template policies and procedures are reviewed annually and any necessary amendments such as those required by the above legislation changes are made.
