About Headsbase HR
As with many small and medium sized business owners / directors, you are familar with spinning many plates at once. But do you want to ensure that you are getting things right every time when it comes to your people processes? Then look no further!
We are your one-stop shop for all your HR essentials. We will help you with documentation and support throughout the employee lifecycle as we appreciate how hard business owners have to work to get their businesses off the ground, whilst juggling tasks that may not be their forte.
Getting HR right, every time
Do you want to make a great impression from the moment you interview that first candidate? Do you want the successful candidate to have the best onboarding and lifecycle experience? Then Headsbase HR has all the HR templates and support for you so you don’t need to spend unnecessary time and effort drafting documents.
Lifecycle support
Every employee has a journey with your business — from their first day to their last, with reviews, leave, and difficult conversations along the way. We support you through every stage of that journey, so instead of facing each one alone, you have the right guidance ready: onboarding, absence, grievance, flexible working, redundancy, and more.
Our support is grounded in current UK employment law — including the Employment Rights Act 2025 — and delivered in plain English, so you can act with confidence and your employees know exactly where they stand.
Whatever stage you're navigating, we're ready to help you handle it properly, first time.
Legal compliance
Legal compliance
UK employment law is made up of dozens of pieces of legislation, but here's the framework that matters most for day-to-day people management:
Employment Rights Act 1996 and 2002 — the foundation of individual employment rights: a written statement of employment particulars, protection from unfair dismissal, redundancy pay, and rights around maternity, paternity, and parental leave.
Employment Rights Act 2025 — the biggest overhaul of UK employment law in a generation, receiving Royal Assent in 2025 and being phased in through 2026 and 2027. Headline changes include unfair dismissal protection from day one of employment (replacing the current two-year qualifying period), tighter restrictions on fire-and-rehire practices, statutory sick pay reform, and stronger rights for workers on zero-hours contracts. We're tracking every stage of the rollout so our clients' contracts and policies stay compliant as each change lands.
Equality Act 2010 — prohibits discrimination, harassment, and victimisation in the workplace based on protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. It brought together (and replaced) earlier laws including the Disability Discrimination Act 1995, the Sex Discrimination Act 1975, and the Race Relations Act 1976.
Employment Relations Act 1999 — sets out rights around trade union recognition and derecognition, and the right to be accompanied at disciplinary and grievance hearings.
National Minimum Wage Act 1996 and 1998 — sets the minimum hourly rates employers must pay, reviewed annually.
Maternity and Parental Leave etc. Regulations 1999 — governs statutory time off for maternity, paternity, adoption, and parental leave, and the right to return to work afterwards.
Working Time Regulations 1998 — covers maximum weekly working hours, rest breaks, night work, and statutory annual leave entitlement.
Health and Safety at Work Act 1974 — requires employers to protect, so far as is reasonably practicable, the health, safety, and welfare of employees and anyone else affected by their work.
Trade Union and Labour Relations (Consolidation) Act 1992 — governs trade union membership, collective bargaining, and the right to take industrial action.
Data Protection Act 2018 (incorporating UK GDPR) — regulates how employers collect, store, and use employees' personal data, and gives individuals rights over their own information.
Agency Workers Regulations 2010 — gives agency workers the right to the same basic pay and working conditions as permanent employees doing the same job, once they've been in a role for 12 weeks.
Employment law changes often, and the Employment Rights Act 2025 alone will reshape several of the areas above over the next two years. We keep our documents and advice current so you don't have to track it yourself.
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