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The HR Guru Ltd

Name: The HR Guru Ltd
Address: Brough on Humber, GB
Telephone: +447825165704

First class independent HR support for businesses in Yorkshire and the UK. Get in touch today!

Independent HR Consultancy providing a first class service to small and medium businesses both in the Yorkshire region and remotely across the UK. Contact us for support on the full employee life cycle either through projects, one off advice or retained services. Services include:

Recruitment and Employer Branding
HR Systems
Policies, Process, Handbooks & Contracts
Supporting with issues and empl

oyee relations
Talent, Succession & Employee Development
Performance Management & Competency Planning
Remote & Hybrid Working Practices
Hiring in the UK & Overseas
General HR advice and so much more

10/06/2026

🚀 At The HR Guru, we’re proud to be a tech first business.

We firmly believe in practising what we preach, using technology to make life easier not only for our team but also for our clients. The right systems help us work smarter, deliver a better service, and free up time to focus on what really matters: people.

These are the systems we couldn’t live without:

⏰ – Time tracking without the headache. It helps us understand where our time goes and ensures we’re delivering value to our clients.

📈 CRM– Our hub for managing client relationships, opportunities, and keeping track of everything happening across the business.

🤖 – Our AI sidekick. Whether it’s drafting content, brainstorming ideas, or helping us work smarter, it’s become an invaluable part of our toolkit.

👥 - The HR platform we recommend and support for many of our clients, helping them manage their people processes, employee records, holidays and absence management with ease.

📚 (coming soon!) – Our brand new employee handbook platform, giving businesses instant access to always up to date policies, procedures and company information. Watch this space… 👀

💷 – Keeping the numbers in check, invoices flowing and making sure we know whether we can afford that extra coffee.

🎨 – Because not all of us are graphic designers, but we still want our content to look like we are.

The reality is that the right systems don’t just save time. They help businesses scale, improve consistency and create a better experience for both employees and customers.

What systems could your business not live without, and why? We’d love to discover some new favourites. 👇

DigitalTransformation Productivity TheHRGuru HeyGuru BreatheHR AI BusinessGrowth

07/06/2026

I asked Chat GPT for a list of things we expect managers to do. Here’s what it told me:

👥 Lead and motivate their team.
🎯 Set clear expectations and objectives.
💬 Communicate effectively and regularly.
🤝 Hold regular one-to-one meetings.
📊 Manage and monitor performance.
🎓 Provide feedback, coaching, and support.
🏆 Recognise and reward good performance.
⚠️ Address performance and conduct issues promptly.
❤️ Support employee wellbeing.
🌟 Foster a positive and inclusive workplace culture.
🤝 Promote teamwork and collaboration.
📋 Ensure compliance with company policies and procedures.
📅 Manage attendance, leave, and working time.
📚 Identify training and development needs.
🚀 Support career growth and succession planning.
⚖️ Resolve workplace issues and conflicts fairly.
🔒 Maintain confidentiality where required.
⭐ Lead by example and demonstrate company values.
📈 Manage workloads and resources effectively.
✅ Make fair, consistent, and objective decisions.
🆘 Escalate issues to HR or senior management when appropriate.
🔄 Support organisational change and business objectives.
🦺 Ensure health, safety, and wellbeing responsibilities are met.
🤗 Build trust, accountability, and engagement within their team.

I mean that’s some blooming list and usually on top of a day job instead of it being THE day job.

Time and again I see companies set managers up to fail through rushed promotions with zero frameworks for all of this stuff ☝️ usually because they’re good on their tools or because they want to progress into management.

Learning these skills takes time and commitment from both sides. It’s not just a tick box training course that goes in a filing cabinet once completed.

Truthfully, how do you develop your managers?

(And yes I’m still on holiday, what of it 🤣✌️)

03/06/2026

🚨 Zero-hours contracts aren’t being banned… but big changes are coming.

We’re being asked about this a lot and the government has now published more detail here:https://assets.publishing.service.gov.uk/media/6a1ed772b95db968c8f3bd7f/ending-one-sided-flexibility-reforms-zero-hours-similar-contracts-consultation-document.pdf

But if you cba to read all that 🤣 here’s the headlines……

The Government’s latest consultation on ending “one-sided flexibility” could have a significant impact on businesses that rely on zero-hours, casual, bank or agency workers.

The proposals focus on three key areas:

✅ Guaranteed hours for workers who regularly work predictable patterns

✅ Reasonable notice of shifts and shift changes

✅ Compensation for shifts cancelled, moved or shortened at short notice

For employers, this means workforce planning is about to become much more important.

If you regularly have workers on a zero-hours contract who consistently work the same hours every week, you may need to offer them a contract that reflects those hours using a 12 week reference period.

If you publish rotas at the last minute or frequently cancel shifts when demand drops, you could face additional costs through compensation payments.

The sectors likely to feel the biggest impact include:

• Hospitality
• Retail
• Care
• Logistics
• Warehousing
• Recruitment and agency businesses

One thing to be clear about: flexibility isn’t disappearing.

Workers will still be able to choose flexible working arrangements if that suits them. The aim is to provide greater certainty and financial security for those who depend on regular hours and income.

Now is the time for businesses to review:

🔍 Zero-hours and casual worker arrangements
🔍 Agency worker usage
🔍 Shift scheduling practices
🔍 How often shifts are changed or cancelled
🔍 Which workers regularly work the same pattern

The consultation may still evolve, but the direction of travel is clear: greater protection for workers and greater responsibility for employers.

How much would these changes impact your business?

02/06/2026

Do you know what you’re paying for?

HR is not regulated so when you’re researching a provider to use for your HR consulting services it’s important to be confident that your consultants have the correct background.

HR can be very complex and we often get called in by clients to support with employment tribunals, complex grievances or sickness absence management to name but a few.

Using consultants who have very specific experience in this is key to ensure you’re protected. Here’s what to look out for:

👉 CIPD Qualified (or by experience)

👉 Working HR experience (I once managed a team won’t cut it when things get very complex)

👉 Strong knowledge of employment law and how to apply it in practice

👉 Member of professional bodies such as CIPD, ICO (for GDPR) etc

👉 Professional Insurance - ask to see their indemnity insurance and ET insurance (if they offer it)

I’ve recently seen a few consultancies hiring consultants without the relevant working background in HR and this worries me. It’s like hiring a sparky who’s never fitted a socket 😩 I’m all for developing individuals but by the time we’re at consultant level clients want and deserve what they’re paying for.

Questions you can ask when considering HR consulting services for your business:

❓Have you worked in-house or only as a consultant?
❓Can you tell me about your HR career to date and how you gained your working experience
❓Are you CIPD qualified or by experience (which is also great btw)
❓What size businesses have you supported?
❓ What employment law changes should I be preparing for
❓Tell me about your employment tribunal experience
❓How do you support clients with complex cases. Give me examples of sickness absence management, grievances and disciplinaries you’ve supported with
❓Tell me about your teams experience and qualifications

Everyone we hire at The HR Guru Ltd has the relevant HR experience required to support our clients at all levels. It’s important for us to scale purposefully and with the correct knowledge and skills in the business to support our current and future clients 🙌

05/05/2026

We’ve really focussed on automation this year and the removal of manual back office systems. This has also helped with transparency and getting stuff out of my head so the team can do their thang!

You know! Scaling founderled issues.

Annnnyway……..

We don’t gatekeep, here’s some systems we’re loving over here at The HR Guru Ltd 💻

➡️ Timely - literally changed our lives! Tracks time on clients AUTOMATICALLY using ai so no stopping and starting projects or client work. Integrates with zero and literally every other system through their memory widget - boom - Amazing 🤩

➡️ - wtf is this wizardry? Like Chat on some form of illegal substance 🤣 I can’t even explain everything it does but omg - mind blown. Please take a look if you havent 🤯

➡️ - obvious one! We use in-house as well as for our clients. Full employee lifecycle - holidays, absences, elearning, data housing, performance reviews, health and safety, expenses etc etc

➡️ Better Proposals - this has been a game changer and integrates with Claude and our CRM to write proposals in seconds. I’ve also linked our note taker to Claude and dragged it through to better proposals! Clients get their proposals faster and I’ve saved a tonne of time. Winner 🏆

➡️ - for our recent recruitment drive for both us and clients. Great online candidate management system (ATS) and really great deals on advertising, plus loads more.

➡️ - for our CRM. Alan’s baby 🤣 joking aside. It integrates with all of the above and has made tracking, pipeline, gap analysis and closing deals a game changer. I dread to think how many leads have gone under the radar in a past life 😬

Happy Tuesday folks.

Which systems do you love and why?

face when I showed her timely 🤣

20/04/2026

Absolutely delighted to welcome Maddie Longhorn to the team today ❤️

Maddie brings with her a wealth of knowledge in the people ops space and is going to be fundamental in the support we continue to bring to our clients.

Today we’re spending the day together sharing what we’ve built to date and already Maddie has some great ideas on how we can elevate this!

Excited to have you! Welcome to the team ❤️

17/04/2026

If an employee asked you to produce all the data you held on them would you be able to do it?

I’m talking:

➡️ Personnel File
➡️ Emails
➡️ Meeting notes
➡️ Performance Docs
➡️ Chats - WhatsApp, teams, slack etc
➡️ Annnnnnny other docs, comms or data relating to them

And I don’t mean that just YOU as the business owner hold I’m talking everyone who might have emailed, discussed, WhatsApped about that individual 😬

This is called a Data Subject Access Request (DSAR) and you have to respond within 30 days!

Fun 😭

We’ve seen an uplift in these requests in the last year and believe me when it lands it ain’t fun.

There’s a specific process to follow and rules around things you have to supply and things you can redact.

Making sure you have easy access to all data across your business is so important. Definitely worth considering that upfront before one lands.

Making sure:

➡️ Personal WhatsApp and other comms tools arent used for business comms
➡️ Individuals understand the impact of discussions they have in writing and how this may be used
➡️ That work related data is kept on work systems
➡️ You have strong personal data systems in place and that things don’t live on paper where possible
➡️ That IT is strong across the business and you have easy access to be able to search and find across all of your platforms
➡️ Bringing your personnel records online

Like with most HR things, thinking it won’t happen to you or waiting until it does absolutely makes life harder!

face when another DSAR lands ✌️😬

08/04/2026

Not quite recovered from the April changes from the Employment Rights Act and they next raft of guidance comes out 🤣😭

Menopause in the workplace has officially moved from “nice to have” to legislative priority 👏

And if you employ 250+ people, this is one for yooooooou!

The UK Government has just released new guidance on Menopause Action Plans, linking them directly to gender pay gap reporting.

👉 Here’s the timeline you need to know:

📅 April 2026 – Employers can voluntarily publish an action plan alongside gender pay gap data
📅 Spring 2027 – This becomes a legal requirement for organisations with 250+ employees

So what does this actually mean?

Employers will need to clearly set out:
✔️ How they’re supporting employees experiencing menopause
✔️ What actions they’re taking to reduce the gender pay gap
✔️ Evidence-based steps across areas like progression, recruitment and workplace support

The Government has even outlined a structured approach:
1. Understand your organisation
2. Choose your actions
3. Publish your plan
4. Track and review progress

(We love a framework 😄)

But here’s the reality…

This isn’t just about compliance.

👉 1 in 10 women have left work due to menopause symptoms
👉 Tribunal risk is rising
👉 And the talent impact is real

The best businesses won’t wait until 2027.

They’ll start now, building awareness, training managers, and creating environments where people can actually talk about this stuff.

If you’re not sure where to start, the Government guidance is here:
https://www.gov.uk/government/publications/creating-an-action-plan-guidance-for-employers

Are businesses ready for this shift, or are we heading for another last-minute scramble? 👀

HRGu

31/03/2026

Monday 6th is the day!!

Are you ready? All of our clients have updated policies and processes and employee comms ready to go ✌️

Key employment rights act changes coming next week:

Statutory Sick Pay (SSP) from Day 1
✌️No more 3-day waiting period
✌️Lower earnings limit removed → more workers eligible

Paternity Leave becomes a Day 1 right
✌️No 26-week service requirement (pay eligibility rules still apply)
✌️Unpaid Parental Leave from Day1
Previously required 1 year’s service

New Bereavement Leave rights
✌️Up to 52 weeks for bereaved partners in certain circumstances

Whistleblowing protections strengthened
✌️Includes protections for reporting sexual harassment

Stronger protections around sexual harassment
✌️Reporting sexual harassment now qualifies under whistleblowing law

Industrial relations / trade union changes
✌️Easier processes for unions and industrial action rules evolving

New enforcement body
✌️Fair Work Agency launching to enforce rights and compliance

Increases to statutory pay rates
✌️National Living Wage: £12.71 per hour
✌️SSP: £123.25 per week
✌️Statutory Maternity Pay (SMP): £194.32 per week

These changes are part of the Employment Rights Act 2025, which is being rolled out in phases and represents one of the biggest shake-ups in UK employment law in years.

Shout if you need a hand 🖐️

24/03/2026

🚨 The Fair Work Agency is coming… and most employers aren’t quite ready for what it really means.

From April 2026, the UK is introducing a new enforcement body that brings all key employment rights under one roof, from minimum wage and holiday pay to sick pay and worker protections.

Sounds simple enough… but here’s the catch 👇

This isn’t about new rules.
It’s about how closely your business is scrutinised.

👉 Unannounced inspections
👉 Requests for detailed records (contracts, payslips, working hours)
👉 Penalties of up to 200% of underpayments
👉 Even public “naming and shaming”

And here’s the reality…

Most compliance issues don’t come from bad intent, they come from inconsistent processes, messy records, and outdated policies.

💡 If you’re an SME, this is especially important. Without a big HR or legal team, the risk tends to sit in the day-to-day details.

The good news?

Getting ahead of this now is far easier (and cheaper) than dealing with it later.

If you want a clear, no-nonsense breakdown of what’s changing and what you actually need to do this blog from the team at is well worth a read:

👉 https://www.breathehr.com/en-gb/blog/the-fair-work-agency-what-uk-employers-need-to-know?utm_source=Sprout&utm_medium=Advocacy&utm_campaign=FWA

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Brough On Humber

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Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+447825165704

Website

http://www.thehrguru.co.uk/, https://calendly.com/thehrguru/discoverychat

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