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HR support services for employee relations, contracts, absence and restructuring
HR support services give you an HR consultant who advises on employment law, drafts your letters, contracts and policies, and guides your managers through grievances, disciplinaries, absence and redundancy. Our advice covers employment law in Great Britain, where the Employment Rights Act 1996 applies, and in Northern Ireland, which has its own employment legislation.
Why HR decisions need a written process
Every HR decision can be tested later, by the employee or at a tribunal. When a claim about a disciplinary or grievance matter reaches an employment tribunal, the tribunal takes the Acas Code of Practice on disciplinary and grievance procedures into account, and in relevant cases it can raise or cut an award by up to 25% where either side unreasonably failed to follow it (section 207A of the Trade Union and Labour Relations (Consolidation) Act 1992). The Code sets out the steps of a fair process, and HR support means those steps are planned before the first meeting.
What our HR support services include
Employee relations
Grievances, disciplinaries, conduct and capability cases, from the first informal conversation to the hearing, the outcome and any appeal.
Contracts and handbooks
Contracts drafted or reviewed, and handbooks brought up to date when the law changes.
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Restructuring and redundancy
Redundancy support, from planning the consultation and the selection criteria to the outcome letters and any appeal.
HR advice by phone and email
Advice when a manager needs to know what to do next, before the conversation happens.
Absence management
Short-term, long-term and recurring absence, with an occupational health referral arranged through our OH team when a case needs medical input.
HR document drafting
Letters, policies and outcome documents written for the case in front of you.
One file per case
Every stage of a case, from the first note to the outcome letter, is kept on one file, so each piece of advice builds on what has already happened.
When to bring in HR support
Call before the first formal step, because the record starts there:
- ✓An employee has raised a grievance, or you are thinking about disciplinary action
- ✓Someone has been off sick for weeks, or keeps having short absences
- ✓You are planning a restructure or redundancies
- ✓Your contracts or handbook have not been looked at since the Employment Rights Act 2025 became law in December 2025
- ✓A manager needs to know what they can say before a difficult conversation
In Great Britain, section 1 of the Employment Rights Act 1996 requires every worker to be given a written statement of employment particulars, with the main particulars due no later than their first day. If your own HR team already handles routine cases well, you may only need us for the complex ones or for a restructure.
HR changes in 2026 and 2027 to plan for
The Employment Rights Act 2025 comes into force in stages. These dates, from the government's timetable, apply in Great Britain:
Since 1 October 2026
Most employment tribunal claims, including unfair dismissal and discrimination, have a six-month time limit instead of three, where the dismissal or the act complained of happened on or after that date (S.I. 2026/954). For breach of contract claims in Scotland, the change starts on 9 November 2026.
From 30 October 2026
Employers must take "all reasonable steps" to prevent sexual harassment of their employees (section 20 of the Employment Rights Act 2025, brought into force by S.I. 2026/1065).
From 1 January 2027
For dismissals with an effective date of termination on or after that date, the qualifying period for unfair dismissal falls from two years to six months, and the cap on the compensatory award goes (section 25 of the Employment Rights Act 2025, brought into force by S.I. 2026/559).
Our Employment Rights Act 2025 update sets out the other main changes and their dates, where the government says future dates may still change.
Two ways to use our HR support
The difference is whether you book a single piece of HR work or want ongoing support.
Book a service
Pay per engagement, scoped to the HR issue in front of you.
HR Services Partnership
Ongoing HR support from Anna Chadwick at a fixed monthly fee, from £75 a month. It can be part of an Opus Safety Partnership.
Not sure which fits? Speak to a consultant - no commitment required.
What HR support costs
The price depends on the work. For one-off work, we quote before anything starts.
What the work is
One letter, a contract review, a disciplinary case or a restructure.
Whether someone needs to be there
Advice, drafting and preparing managers for meetings can all be done by phone and email. A meeting or hearing may need someone in the room.
One piece of work, or ongoing support
Ongoing support on the HR Services Partnership starts from £75 a month.
Why employers bring HR support to Opus
HR, health and safety and occupational health sit in one business, so a case that crosses all three stays with one provider.
HR and occupational health together
Absence, capability and fitness-for-work cases can need both. Your HR consultant works with our occupational health team when a case needs medical input.
Every step written down
Letters are drafted for the case, and the reasons for each decision go on the file. The procedure you followed is part of what a tribunal considers if a case gets that far.
Advice that starts from your sector
We also cover these sectors for health and safety: builders merchants, warehousing and logistics, manufacturing, garden centres and metal stockholding. HR advice starts from how your sites, shifts and seasonal hiring run.
Anna Chadwick, your HR consultant
Anna Chadwick is our HR consultant. She has over 15 years of HR experience, from HR administrator to specialist to consultant, and is Associate CIPD, Level 5 qualified. Your case stays with her from the first call to the outcome.
HR support across your sector
Builders Merchants
Saturday trading and yard staff. Employee relations advice that fits the way a merchant yard works.
Warehousing & Logistics
Peak-season hiring, agency workers and drivers you rarely see in person. Contracts that cover peak-season starters, and disciplinaries that account for staff on the road.
Manufacturing & Engineering
Shift patterns, agency staff and production schedules. Absence management that fits the rota, and disciplinary processes that work across shifts.
Garden Centres
Seasonal staffing, weekend rotas and a workforce that runs from experienced horticulturists to Saturday staff. Contracts that flex with the seasons.
Metal Stockholders
Yard crews, HGV drivers and fabricators across indoor and outdoor sites. Contracts that cover overtime and call-out patterns, and capability cases where fitness for the job matters.
HR insights
Guidance, updates and practical advice for your sector.
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Take control of your HR cases
Tell us what you're dealing with and we'll talk you through how to handle it.
Frequently asked questions
What do HR support services include?
How much does HR support cost?
Do small businesses need HR support?
Do we have to follow the Acas Code of Practice?
When does the unfair dismissal qualifying period change?
Can HR support be done remotely?
How does HR support work with occupational health?
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