HR Support

Whether you need HR support with employment contracts, managing disciplinaries or anything else on your journey as an employer, we can help.

From interview onwards, it is critical that your most important assets (people) are looked after and productive. We offer functional HR Support (as well as employment law advice) to help you avoid the pitfalls and grow your team.

And that includes Employee Incentive Schemes!

What we do:

We can provide of all the necessary HR processes, procedures and documentation needed to keep you legally compliant and running effectively. This includes:

  • Absence Management
  • ACAS & Tribunal Claims
  • Candidate Interview Guidance
  • Contracts of Employment
  • Disciplinary Procedure
  • Employee Benefit Guidance
  • Employee Handbooks
  • Flexible Working Advice
  • Grievance Procedure
  • Health & Safety Support
  • HR Strategy
  • HR Training
  • Job Description Evaluation
  • Letter and Policy Templates
  • Mental Health & Wellbeing Support
  • Parental Leave Guidance
  • Pay and Reward Structure
  • Performance Appraisals
  • Redundancy Structure Advice
  • Right to Work Checks
  • Salary Benchmarking
  • Settlement Agreement
  • Sponsoring Work Visas
  • Support with Recruitment
  • Trade Union Issues
  • TUPE
  • UK Visa Sponsorship Applications
  • Workplace Pension Advice

Employee Incentive Schemes

  • Providing template EMI option documentation and advice
  • Liaising with accountants for EMI valuation.
  • Preparing option scheme rules and advising on setting up schemes
  • Maintaining employee share option schemes
  • Processing exercises of options including share allotments, HMRC notifications, filings and register updates.

Why use Haddletons:

We will work closely with you, as part of your team, to understand your business culture and what matters to your people and your business.

The Haddletons Way


We earn your trust through our authenticity. We listen, we communicate honestly, we genuinely care.


We are people just like you. Get to know us and you will find that we can do more than just resolve your problems and lighten your load.

Personal Service

We look at the world through your eyes to offer a truly bespoke service. The more we understand you and your world, the more we can do for you.

Premium Quality

We offer a premium service with price certainty. Our insight and expertise applied to your needs.

Haddletons have been providing professional support in a number of areas for our University spin-out company 'ngenics'. I have found them at all times to be professional, helpful and always willing to go above and beyond to both explain difficult aspects of company processes and procedures and to make sure we cover all governance and HR aspects. I recommend Haddletons highly.

Dr. Andy Tyrell

CEO , Ngenics

Frequently Asked Questions

Can my company offer an EMI scheme?

In order to offer an EMI scheme, your company must meet the following criteria:

  • Be a limited company
  • Not be controlled by a parent company
  • Have gross assets less than £30 million
  • Have fewer than 250 employees
  • Be conducting a commercial trade which isn’t excluded (e.g. property investment or banking)
  • Have a UK base

How do I setup an EMI option scheme?

The Enterprise Management Incentive scheme (EMI) scheme is a type of tax-advantaged employee share scheme. EMI share incentive schemes allow employers to issue share options to key employees, incentivising them to work hard and make the business a success. There are six main steps to setting up an EMI scheme:

  1. Establish your eligibility
  2. Create the scheme
  3. File for valuation with HMRC
  4. Authorise your share pool and receive approval internally
  5. Grant EMI options to employees
  6. Register the scheme with HMRC

How is ‘parental leave’ different to ‘flexible working’?

If you have worked for your employer for at least a year and your are a parent you are entitled to ‘parental leave’. This means you can take up to 18 weeks leave (usually unpaid) for each child. Parental leave would usually be used to care for a sick child, to look after children during school holidays or simply to spend time with children.

Flexible working hours can be requested by any employee who has worked for you for at least 26 weeks. Flexible hours might, for example, be to start and finish at a different time, to compress their working hours or to work from home.

A parent-employee can request flexible working or parental leave.  An employee who is not a parent cannot request parental leave.

What are SIP and ESOP?

An Employee Share Ownership Plan (ESOP) – is a share ownership plan (e.g. CSOP, SAYE, EMI or SIP) that provides employees with direct share ownership.

A Share Incentive Plan (SIP) – is an approved share scheme under which an employee can acquire or be gifted shares. The scheme must be open to all employees.

What employee benefits must I provide to my employees?

Whilst each company will have different policies on the benefits they cover, all UK workers are entitled to the following:

  • Holiday allowance
  • A workplace pension

What is a collective redundancy consultation?

When you are making employees redundant, you must follow ‘collective consultation’ rules if you’re making 20 or more employees redundant within any 90-day period at a single establishment.

You must fully consult employees and their representatives(trade union if there is one). An employment tribunal could decide that you’ve dismissed your staff unfairly if you do not.

What is a formal disciplinary procedure?

A disciplinary procedure is a formal way for an employer to deal with an employee’s:

  • unacceptable or improper behaviour (‘misconduct’)
  • performance (‘capability’)

There are procedures which must be followed when dealing with any sort of workplace disciplinary. Further details can be found at: Acas Code of Practice on disciplinary and grievance procedures | Acas

What should be included in an absence policy?

As a minimum, an absence policy must contain:

  • Details of contractual sick pay terms and their relationship with statutory sick pay.
  • When and who employees should notify if they are not able to attend work.
  • Details of after how many days employees need to fill in a self-certificate form.
  • Details of when employees need to provide a fit note from their doctor.
  • Details of how any review or trigger point system used by the employer operates.
  • Details of whether the employer provides occupational health or an employee assistance programme (EAP) and when this starts.
  • Include provisions for return-to-work interviews.

Get Started Today

Haddletons HR Services are tailored to your needs.