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Monday 8am - 7pm Tuesday 8am - 7pm Wednesday 8am - 7pm Thursday 8am - 7pm Friday 8am - 7pm Saturday 9am - 12pm

Indie People

Name: Indie People
Address: Collingwood Buildings, Newcastle upon Tyne, NE11JF, GB
Telephone: +443300273667
Price range: $$

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We’re Indie People — your modern HR partner for growing businesses. Practical HR, real people, smart growth. 🌱 www.indiepeople.co.uk

From retained support to pay-as-you-go HR, we make people management simple, compliant, and human. Indie People Ltd is a modern, straight-talking HR consultancy supporting small and growing businesses across the UK. We provide flexible HR consultant services covering absence management, disciplinaries, grievances, performance management, policies and workplace culture. Whether you need one-off advice or ongoing outsourced HR support, we make people management simple, practical and jargon-free. Proudly based in Newcastle and working remotely nationwide, including businesses looking for an experienced HR consultant in London, we focus on clear guidance, real conversations and building confident workplaces – with a friendly approach you can trust.

29/10/2026

Are you paying your employees competitively in 2026?

With salaries changing and competition for talent increasing, knowing what good pay looks like has never been more important.

With IndieHub's Salary Benchmarking Tool, you can compare salaries across roles, sectors and locations to make more informed decisions.

Better insights. Smarter decisions. Happier teams.

Discover more with IndieHub.
https://indiepeoplehub.co.uk/

28/10/2026

HR Q&A | Do employees on probation have any rights?

Yes, from day one!
A probation period doesn't mean employees have no employment rights. It's a contractual arrangement, not an exemption from employment law.

What employers need to know:
- Discrimination protection: Applies from the recruitment stage, including throughout probation.

- Performance records: Document concerns and feedback from day one to support fair, evidence-based decisions.

- Probation reviews: Don't miss review deadlines. Depending on the contract and circumstances, failing to extend probation correctly could mean an employee is treated as having passed.

- Changing legislation: The qualifying period for ordinary unfair dismissal protection is set to reduce from two years to six months, subject to the confirmed commencement arrangements.

Our advice: Schedule probation reviews as soon as an employee starts, keep accurate records and confirm outcomes in writing.

Need help managing employee probation periods? IndiePeople can help you implement clear, consistent and compliant probation procedures.

[email protected]
0330 027 3667

27/10/2026

LESS ADMIN. BETTER RECORDS. MORE CONTROL.

Managing your people shouldn't mean endless paperwork. With IndieMate, keep your HR organised, your records in one place and your business running smoothly.

Discover smarter HR software with a FREE 14-day trial!
https://indiemate.co.uk/

26/10/2026

HARASSMENT BY CUSTOMERS COUNTS TOO – NEW EMPLOYER RESPONSIBILITIES

From 30 October 2026, new provisions are expected to strengthen protection against sexual harassment at work, including harassment involving third parties such as customers, clients, contractors and visitors.

For businesses in hospitality, retail, care and other customer-facing sectors, this is an important area of HR compliance.

What does this mean for employers?

Sexual harassment doesn't always come from another employee. Inappropriate comments, unwanted attention or unacceptable behaviour from customers and visitors can also create serious workplace risks.

Employers need to take reasonable steps to prevent sexual harassment, rather than simply reacting when a complaint is made.

📋 What should your business do?
- Review your sexual harassment and dignity at work policies.
- Make sure employees know how to report inappropriate behaviour from third parties.
- Brief managers on how to recognise and respond to complaints.
- Assess risks in customer-facing roles and introduce appropriate preventative measures.

💡 Your next step: Set aside 10 minutes this week to remind employees how to report sexual harassment, who to contact and what support is available.

How can IndiePeople help?
From reviewing workplace policies to implementing reporting procedures and delivering manager guidance, our HR experts can help your business take practical steps towards compliance.

📧 [email protected]
📞 0330 027 3667

23/10/2026

MANAGERS: DISABILITY DISCRIMINATION ISN'T JUST AN HR ISSUE.

When an employee needs reasonable adjustments at work, managers have an important role in ensuring those needs are properly considered.

Ignoring requests, failing to escalate concerns or making decisions without appropriate guidance can expose businesses to discrimination claims and in certain circumstances, individuals can face personal liability under discrimination law.

At IndiePeople, we provide practical HR support and management training to help businesses navigate difficult workplace situations confidently and fairly.

Better-trained managers. Better-supported employees. Lower HR risk.

[email protected]

22/10/2026

WORKPLACE HARASSMENT: IT'S NOT ALWAYS BLACK AND WHITE.

When assessing allegations of workplace harassment, context matters.

An employee's personal circumstances, the nature of the conduct and its effect can all be relevant when considering whether unlawful harassment has occurred.

For employers, this highlights the importance of taking complaints seriously and conducting thorough, impartial investigations.

At IndiePeople, we support businesses with workplace investigations, grievance procedures and employment law guidance.

Because handling a complaint properly protects both your employees and your business.
[email protected]

21/10/2026

CAN HR GET TOO INVOLVED IN A DISCIPLINARY?

HR professionals play an important role in supporting disciplinary investigations and hearings. But where should the line be drawn between providing advice and making the decision?

A key principle for employers is that disciplinary decisions must remain fair, independent and properly reasoned. HR can provide valuable guidance on procedure, consistency and employment law, while the appointed decision-maker retains responsibility for the outcome.

At IndiePeople, we support businesses through disciplinary investigations, hearings, appeals and complex employee relations matters.

Expert HR advice. Fair processes. Better decisions.

[email protected]

20/10/2026

⚖️ FIRE AND REHIRE: WHY EMPLOYERS NEED TO BE CAREFUL

Changing an employee's contractual terms isn't always straightforward.
With further reforms to dismissal and re-engagement practices on the horizon, employers should be reviewing how they approach contractual changes.

Poorly managed changes can lead to employee disputes, damaged relationships and employment tribunal claims.

Before making changes, businesses should consider:
- Genuine consultation
- Clear business reasons
- Alternative solutions
- Fair procedures
- Appropriate HR advice

IndiePeople supports businesses through contract changes, employee consultation and complex employment relations matters.

Get the process right from the beginning.
[email protected]

19/10/2026

AI CAN HELP WITH HR. BUT IT CAN'T REPLACE HUMAN JUDGEMENT.

AI is changing the way businesses manage HR, from drafting documents to accessing information and guidance.

But there's an important distinction between using AI to support a decision and relying on it without checking the accuracy of its output.
This is especially important when dealing with employment law, employee disputes and tribunal proceedings.

At IndieHub, we combine practical HR resources, document templates and AI-powered assistance to help employers work more efficiently.
And when a situation needs professional judgement, the IndiePeople team is here to help.

Smarter HR technology. Human support when it matters.
[email protected]

18/10/2026

📄 NON-COMPETE CLAUSES: COULD YOUR EMPLOYMENT CONTRACTS NEED REVIEWING?

The Government is considering reforms to non-compete clauses in employment contracts. These clauses can restrict where an employee works after leaving a business, but changes could affect how employers protect their commercial interests. For businesses, it's a timely reminder that employment contracts shouldn't simply be written once and forgotten.

At IndiePeople, we help employers review and update employment contracts, restrictive covenants and wider HR documentation.

Because a contract is only useful if its terms are lawful, appropriate and enforceable.
[email protected]

Address

Collingwood Buildings
Newcastle Upon Tyne
NE11JF

Opening Hours

Monday	8am - 7pm
Tuesday	8am - 7pm
Wednesday	8am - 7pm
Thursday	8am - 7pm
Friday	8am - 7pm
Saturday	9am - 12pm

Telephone

+443300273667

Website

https://www.indiepeople.co.uk/

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