Dynamic approach to people and culture
We offer more than just employment services – we become your strategic partner, providing dynamic, customised solutions that adapt to your team’s unique strengths and culture.
Why choose us
As your business evolves, so does our support, ensuring you always have the right talent, backed by a focus on trust, quality, and care. With Haddletons, you gain a partner dedicated to helping your business thrive, so you can stay ahead of the competition and focus on growth.
Tailored Solutions
Every business is unique, which is why we offer flexible pricing options to suit your needs. Whether you’re looking for ongoing support, on-demand assistance, or help with a specific project, we’re here to provide solutions that work for you.
Everyday
This is our Retainer option. Enjoy peace of mind with fixed monthly payments, helping you budget with ease. Our retainer clients benefit from a lower hourly rate and the security of a 12-month partnership—perfect for those who value consistent support and long-term stability.
Responsive
Strategic
Call us on 0333 023 1700 or click here to message us
Our approach lets you choose what matters to you...
"We deliver a gold-standard service to every client. Our dynamic approach lets you to select the services that matter most to your business and people. Forget one-size-fits-all solutions – you’ll receive expert, tailored support designed to adapt and grow alongside your business for a truly personalised partnership."
Employment Law
When workplace matters become more complex, our expert legal team is here to provide trusted guidance. We ensure your business stays protected and fully compliant when it matters most.
- Managing disciplinary actions and grievances
- Drafting and reviewing employment contracts
- Handling terminations and redundancies (including exit interviews)
- Legal Representation and litigation
- Redundancy and TUPE
- Discrimination and equality issues
- Whistleblowing
- Harassment & Bullying
- Complex employment contracts and agreements
People Services
Flexible, people-focused support designed to strengthen your workforce and enhance your workplace culture. We help your team thrive, so you can focus on growing your business.
- Managing employee engagement and satisfaction
- Conflict resolution and mediation
- Handling disputes and grievances
- Handling terminations and redundancies (including exit interviews)
- Offering mental health and wellbeing programmes
- Supporting work-life balance initiatives
- Managing employee assistance programmes (EAPs)
- Managing attendance, absences, and holiday/leave.
- Supporting return-to-work programmes
- Managing employee records and documentation
- Manage cloud-based HR platform for clients (e.g. Breathe HR)
- Advising on compliance with employment laws and regulations
- Drafting and updating employee contracts, handbooks, policies and letters.
- Regular or one-off HR and legal compliance audits to ensure businesses adhere to employment laws and regulations.
- Implementing performance appraisal systems & managing performance reviews.
- Organising training and development programmes
- Career progression and skills development
- Strategic HR planning aligned with business goals
- Succession planning and workforce development
- Leadership and management coaching
- Building an Inclusive Workplace Culture
- Emotional Intelligence in Leadership
- Conflict Resolution and Mediation
Client Stories...
Discover how we’ve supported some of our valued clients, tailoring services and pricing to their specific needs. These stories highlight what we do best – helping businesses achieve their goals!
Have a question?
Here are answers to some common questions. If you need more help, feel free to give us a call or send us a message.
Under the new UK laws effective from April 2024, employees can request flexible working from day one. As an employer, this can be frustrating – you advertised the role, set the job requirements, and now the employee wants changes. However, it’s important to approach this situation constructively and consider the request fully:
- Talk privately with the employee to understand their needs and reasons.
- Work out whether the request aligns company policies and operational impact.
- Come to a decision and communicate it.
If the request can be accommodated, discuss expectations and any adjustments needed. If the request cannot be accommodated, provide reasons for refusal, explore alternatives and most importantly – document everything. Balancing business needs with employee well-being helps create a positive work environment and reduces the risk of disputes.
Schedule a meeting with the employee to discuss your observations in a non-confrontational manner. Express your concern for their well-being and ask if there are any underlying issues affecting their performance. Offer support and resources and work together to create a plan to improve their situation.
Legally, you must ensure a non-discriminatory work environment and provide reasonable accommodations as required by law. Best practices include maintaining confidentiality, offering flexible work options, and providing access to mental health resources. Regularly check in with the employee to ensure their needs are being met.
In October 2024, UK Worker Protection laws were updated to require employers to take proactive steps to prevent and address sexual harassment. It is crucial to address this complaint immediately.
- Take it seriously: Reassure the employee that their complaint will be handled confidentially, fairly, and promptly.
- Investigate thoroughly: Appoint an impartial investigator, gather evidence, and document every step, including past informal warnings.
- Protect those involved: Consider temporary measures, such as altering duties or work locations, to ensure a safe environment during the investigation.
- Take appropriate action: If harassment is confirmed, apply disciplinary measures such as formal warnings, training, or dismissal.
- Prevent future incidents: Review and strengthen workplace policies, provide harassment prevention training, and set clear behaviour expectations for work-related events.
As an employer, you are now legally required to take reasonable steps to ensure harassment does not occur again. Failure to do so could lead to increased liability.
Speak to our team
Can we help your business?
Get in touch today for an initial chat. We’d love to hear from you.
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