Established in May 2005, we provide a comprehensive range of HR consultancy services as well as bespoke training and coaching services to a varied client base across Dorset and Hampshire. Our clients tell us that they find us approachable and to the point, that we don’t bewilder them with legal jargon and that we are totally reliable. All of our clients are happy to speak about our services with new clients too.
HR Lifeline is a ready-made package of HR services and represents huge value for money with a weekly cost of just over £12.00 (plus VAT) for a company with fewer than 15 employees. An annual subscription represents a great saving being equivalent to just over 7 hours of our time at the standard hourly rate. Taking up an annual subscription to HR Lifeline will provide you and your company with a whole host of benefits at a really cost-effective and affordable price.
Clients can choose to outsource all or part of their HR function and responsibilities to us by choosing the Managed Service option. So sit back and let us take the strain and more importantly, the responsibility of managing the HR function within your business, so you can get on with what you do best – running your business and making it a success!
HR Time Credits are blocks of time purchased in advance of our services or products being provided. They provide a considerable saving against the cost of our standard hourly rate with the equivalent hourly rate dropping in price as the quantity of HR Time Credits purchased increases. Whilst HR Time Credits are non-refundable and non-transferable once purchased, importantly, they do not have to be used within any set time limit.
Did you know that employers are legally obliged to provide employees with either a Written Statement of Particulars or an Employment Contract within the first 8 weeks of employment? What’s the difference between the two you may ask? A Written Statement of Particulars is a very basic document and offers the employer very little in terms of security.
Employment legislation and HR best practice is constantly changing which makes it really difficult for employers to keep on top of a function that in reality should be just as important to a company with five employees as to one with hundreds. Whilst it’s easy to call for help when it’s needed or sadly as we know only too well from experience, when it’s almost too late, more often than not problems arise either from employers just not understanding their obligations or more importantly not being aware of certain aspects of employment law.