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Saltwater HR is a small HR consultancy based in Chichester, specialising in HR administration, employment law advice and recruitment services for small businesses.

HR strategy isn’t dead. But the idea of it sitting in its own box is. The landscape keeps moving. Employment law is chan...
20/10/2026

HR strategy isn’t dead. But the idea of it sitting in its own box is.

The landscape keeps moving. Employment law is changing, costs are rising and uncertainty is the norm. Add the constant noise about growth strategies and exit plans, and it’s easy to feel you need to do everything at once.

The small businesses we work with already know where they want to be. How to get there is the harder part. And when you’re told you need X, Y and Z, it’s easy to try to run before you can crawl.

HR isn’t a one-off project. It’s a cycle. Review where you are, fix the gaps, build the next layer, then review again. Contracts and policies need to keep pace with the law. Managers need support as the team grows. Strategy needs to adjust as the business changes.

The HR Business Pyramid is a good place to start that cycle. Our original version was reposted a lot, and we’ve updated it as things have changed and the way we work has evolved.

Strategy shapes what you need. Foundations make it possible. Neither works for long if you stop looking at them.

Swipe through and tell us: which layer does your business need to work on right now?

Not sure? We offer a free 30 minute consultation and an HR audit to identify the gaps.

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If you have been struggling this year with spreadsheets or email calendars to manage staff holiday bookings, now is the ...
16/10/2026

If you have been struggling this year with spreadsheets or email calendars to manage staff holiday bookings, now is the perfect time to look at implementing an HR software platform.

Starting the new year with a dedicated system in place does much more than just track leave. Modern HR platforms provide safe, compliant, and secure storage for employee documents, keep accurate track of job and pay changes, support structured performance management, and can even include e-learning modules and seamless payroll integration.

We work closely with clients to guide them through the entire transition. Our process involves:

✔️ Discussing your specific budget and key requirements to find the right software fit for your business.

✔️ Pulling all your employee information and data together for you.

✔️ Implementing and configuring the system so it matches your company policies.

✔️ Training your employees and managers so everyone feels confident using the new platform from day one.

If you want to streamline your operations and step into the new year with total clarity, get in touch with us today to discuss your options.

Photo by İrfan Simsar on Unsplash

We are nearly at the end of the year, and Christmas will be here before you know it. Now is the time to double-check you...
14/10/2026

We are nearly at the end of the year, and Christmas will be here before you know it. Now is the time to double-check your operational arrangements so you do not get caught out in December.

If your holiday year runs from January to December, how much holiday are your employees still carrying forward? Have you announced any office shutdowns, and are your employees using this from their existing allocation or is it a bonus day off?

Crucially, do you know what cover you have over the Christmas period, and do you have robust contingency plans in place for emergencies? Sorting these details now ensures a smooth run-in to the holidays for both you and your team.

If you need support getting your year-end HR admin and holiday tracking sorted, get in touch with us today.

Photo by Jess Bailey on Unsplash

For the small businesses we work with, ambition is rarely the problem. Many are keen to grow but can’t see how to get th...
13/10/2026

For the small businesses we work with, ambition is rarely the problem. Many are keen to grow but can’t see how to get the essentials in place, like contracts, right to work checks and disciplinary procedures, let alone the “good to haves”, while the day-to-day keeps them busy.

It’s not an overnight fix, but taking time to think about your bottlenecks and which routine tasks you can hand over can lead to a long-term growth plan. Bringing in outside expertise where it counts also helps you minimise risk along the way.

Swipe through for three practical places to start.

If the essentials keep slipping down your list, Saltwater HR can take them off your hands and bring order to your people processes.

Managing employee relations has always required care, but the operational and financial stakes for employers have shifte...
09/10/2026

Managing employee relations has always required care, but the operational and financial stakes for employers have shifted dramatically.

Between a record tribunal backlog and major incoming legislative reforms, workplace disputes are becoming far more protracted. Added to this is the growing use of AI by employees to draft exhaustive, highly technical grievances that consume days of internal management time to investigate.

For small and medium-sized businesses, formal disputes now represent a substantial commercial risk. Getting your house in order is no longer optional; it requires robust contracts, clear policies, and consistent handling of issues before they escalate.

At Saltwater HR, we help employers protect their organisations by:

📓 Reviewing existing contracts and handbooks to ensure compliance with incoming legislation;

💻️ Auditing internal HR processes and documentation to identify risks before they turn into claims;

👨‍🏫 Training line managers to handle sensitive conversations, performance issues, and conflicts early;

✍️ Managing complex grievances and disciplinaries objectively and efficiently, reducing the burden on internal teams;

☎️ Providing practical day-to-day HR support to resolve workplace issues before they reach a formal stage.

If you want to ensure your business is prepared for these regulatory shifts, get in touch with us to discuss how we can support you.

When business owners think about employment tribunals, they usually focus on whether they will win or lose. What is ofte...
08/10/2026

When business owners think about employment tribunals, they usually focus on whether they will win or lose. What is often overlooked is the baseline cost of simply being involved.

Defending a workplace dispute is rarely just about the final award. While every case is different, here is an outline of just some of the costs and financial liabilities employers can face:

💷 Legal defence fees: Instructing solicitors to defend a standard unfair dismissal claim through to a full tribunal hearing routinely costs between £10,000 and £20,000 plus VAT, before settlement or awards are even considered. Under tribunal rules, employers rarely recover these costs, even if they win.

💷 Vento bands (injury to feelings): In discrimination and harassment claims, compensation is awarded for emotional distress. Under current guidelines, these range from £1,300 for isolated incidents up to £62,900 for serious cases, with exceptional cases exceeding that figure entirely separate from lost earnings.

💷 Removal of the unfair dismissal cap: Currently, ordinary unfair dismissal compensatory awards are limited to statutory limits or one year's pay. From 1 January 2027, this cap is set to be removed entirely, meaning tribunals will calculate awards based on actual financial loss with no upper ceiling.

💷 The Acas uplift: If an employer is found to have unreasonably failed to follow the Acas Code of Practice; such as failing to investigate thoroughly or refusing an appeal; the tribunal can uplift the compensatory award by up to 25 per cent.

Beyond these figures, businesses also face potential barrister fees for hearings, settlement contributions, insurance excesses, and the significant cost of internal downtime, with directors and managers spending dozens of hours gathering evidence rather than running the organisation.

Employers simply cannot afford to view HR compliance as an afterthought.

Proactive, compliant HR processes are significantly less expensive than defending a single mishandled dispute. If you need to ensure your contracts, handbooks, and management procedures are watertight, get in touch with us at Saltwater HR.

Photo by Morgan Housel on Unsplash

With employment legislation having gone through a bit of an overhaul in the past year or so, we do get a lot of clients ...
08/10/2026

With employment legislation having gone through a bit of an overhaul in the past year or so, we do get a lot of clients asking for clarification: what is actually changing, what do we need to do, and do we urgently need to reissue all our employment contracts?

The short answer is: don't panic, but don't ignore it either.

If your contracts haven't been reviewed or updated in years, then yes, it is likely time to have them properly redrafted. Outdated contracts leave businesses exposed, particularly with statutory changes coming into force.

However, if your contracts were thoroughly updated just a couple of years ago, you may not need a wholesale rewrite. Instead, you will likely need targeted updates, alongside new standalone documentation and refreshed operational policies.

If you are unsure whether your documentation needs a minor tune-up or a full redraft, we can help you assess your current contracts and ensure you are legally compliant without unnecessary upheaval.

Get in touch to arrange a contract and policy review.

📸 Markus Winkler on Unsplash

Trying to keep up with the Employment Rights Act changes? You're not alone.Some measures came in this October, others ar...
01/10/2026

Trying to keep up with the Employment Rights Act changes? You're not alone.

Some measures came in this October, others arrive in January, some have been pushed back, and there are more changes rolling out into autumn 2027. For small businesses and HR teams, it can feel like a job in itself just keeping track.

It also raises the question: when do you update your handbook, if you know it could be out of date again in a couple of months?

That's the problem we want to solve.

If you book your employee handbook with Saltwater HR before the end of November, your updates are included free throughout 2027. That means:

✅ A handbook that reflects the legislation you need to know about now
✅ Updates provided each time the details of the next stage are confirmed
✅ No extra cost and no need to work out what has changed and when
✅ Clear, compliant guidance for your team as the rules evolve

You get a handbook you can rely on today, and one that keeps pace as the changes land.

Offer ends 30th November. Visit saltwaterhr.co.uk or send us a message to find out more.

Illustration by Alghozy on Unsplash

An effective employee handbook should never be a dull, forgotten PDF. It should be a living tool that reflects your comp...
24/09/2026

An effective employee handbook should never be a dull, forgotten PDF. It should be a living tool that reflects your company culture and keeps your business compliant.

We provide tailored handbook solutions designed to suit every business structure and budget:

⭕️ Flexible self-service templates: Perfect for straightforward customization when you need a fast, reliable baseline

⭕️ Interactive online magazines: Dynamic, digitally hosted platforms that function as a culture guide, onboarding walkthrough, or comprehensive company handbook

⭕️ Accessibility features: audio narration, screen-reader compatibility, adjustable display settings, and video captions to ensure every team member can access vital information

⭕️ Rich media integration: Built-in graphics and embedded video to keep your team engaged from day one

⭕️ Full quality compliance: Fully aligned with ISO and quality management standards to ensure total regulatory peace of mind

Whether you need a simple framework with key policies or an interactive document for your workforce, we build HR documentation that people actually want to read.

Get in touch today to discuss upgrading your workplace handbooks.

The face we make when a client tells us they don't have right to work checks in place for their workers.It is a scenario...
10/07/2026

The face we make when a client tells us they don't have right to work checks in place for their workers.

It is a scenario encountered more often than it should be, leaving businesses exposed to severe and unnecessary risks. Every UK employer has to check someone's legally allowed to work. No exceptions for size, sector or how long someone's been in the business.

The checks should be done before the worker starts working for you but if they weren't done then, do it now and get the evidence on file!

You can do this a few ways: check original documents in person, run an online check with their share code, or use a Digital Verification Service where it applies. Whatever method you pick, keep a record of it, and if someone's permission to work has an expiry date, put a reminder in the diary for a follow-up check before it runs out.

Do this properly and you're covered even if it turns out later the person wasn't eligible.

Skip it or get it wrong, and the fines are not small. Up to £45,000 per worker for a first breach, up to £60,000 for a repeat one. If someone's knowingly employed without the right to work, that's a criminal matter too, with unlimited fines and up to five years in prison on the table. And this is per worker!

If you're not sure your checks would hold up under scrutiny, now's the time to look, not after a letter from the Home Office turns up.

Want help getting the process set up, let us know and we're happy to help.

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