Contact Us

Use the form on the right to contact us.

You can edit the text in this area, and change where the contact form on the right submits to, by entering edit mode using the modes on the bottom right. 

Merlin House, 1 Langstone Business Park
Newport

01633 459012

For more than 10 years we have provided companies of all sizes and in a variety of sectors with uncomplicated, innovative and affordable human resources advice and on-site support ensuring that your people are an asset to your company and not a liability.

News

With the National Minimum Wage (NMW) now almost fifteen years old, and with another increase pending on 1st April 2017 HMRC have issued a list of the most elaborate excuses they've been given by employers for not paying the appropriate rates:

What Will Brexit Mean for HR

Alan Kitto

Following the results of the referendum on 23rd June 2016, the UK Government will now have to negotiate a new trading relationship with what will now be 27 member states, in order to allow companies based in the UK to continue to sell their products and services to EU countries without being penalised by high trade tariffs or restrictions.

The process is likely to take some time, perhaps upwards of two years so it’s unlikely that anything will happen fast.

The results of these negotiations will be critical. The UK could follow the Norwegian model which would give us access to the single market but free us from certain EU rules relating to agriculture, fisheries and home affairs or instead the Swiss model where negotiation will need to be on a country by country basis.

Depending on the model ultimately chosen, the UK may remain bound by some European employment laws, as EU countries may not enter in to trade and other agreements with us if we were able to undercut them by allowing companies to employ workers on less onerous (and hence cheaper and thus undercutting the other country’s businesses).

In addition, the vast majority of employment law directives that have originated from the EU have been subsequently implemented as UK Regulations and thus will remain binding unless the UK Government choose to repeal any of them.

Whilst we can’t be sure what will happen, we can offer some predictions, assuming of course that UK has full freedom to repeal all EU employment laws.

Download The HR Implications of Brexit here