Progress HR

Progress HR offers fractional HR Director support, as well as help with one-off HR projects.

12/10/2026

Through our clients we are leaving a lasting legacy by creating forests and restoring nature for future generations.

12/09/2026

I’m delighted to share that Isabella Edwards has joined the Progress HR team as my freelance EA support.

Isabella has a background as a London-based Executive Assistant and is now supporting me to help things run smoothly behind the scenes.

As Progress HR continues to grow, having the right support in place means I can focus even more on what matters most; delivering results for our clients.

Welcome to the team, Isabella.

17/08/2026

Progress HR is 3!

We continue to go from strength to strength, achieving double digit year-on-year growth all while earning the trust of our clients through consistent high-quality delivery and proven results.

Thank you to my squad for their unwavering support. They understand what this business represents to me, and I am truly appreciative of their ongoing support and belief.

24/12/2025

Wishing everyone we’ve worked with this year a very happy and peaceful festive season.

24/11/2025

Good Employment is your right!

We’re proud to be celebrating 2025;a week dedicated to showcasing what good work looks like and why it matters.

The is shining a light on the upcoming Employment Rights Bill, and we were delighted to be invited to join the panel at the kick-off event this morning alongside representatives from ACAS, the TUC, and CLES to discuss the impact of the ERB on Greater Manchester’s businesses and its employees.

14/05/2025

This was by far the best Masterclass we’ve been to in the last 12 months. 👇

Amazing panel of international lawyers and experts on all things EU Pay Transparency Directive, and we especially enjoyed hearing from Unilever about the project they’ve undertaken to ensure compliance within a global setting.

We made pages and pages of notes….all the nuanced top tips from colleagues in Europe who are getting ahead of the curve but there were a couple of things that stood out for me that domestic U.K. employers can take best-practice action on now:-

🎯 When GDPR legislation came in a few years ago, most employers waited until the final hour to put compliance steps in place and what resulted was a frenzy of tactical actions. Don’t let the Pay Transparency Directive become the new GDPR.

🎯 Even if you’re a domestic U.K. business, ensure your RemCo is planning ahead and sponsoring a 2025 Equal Pay Audit so you’ve got time to put corrective measures in place if needed

🎯 Total Compensation will be looked at so start getting under the skin of the weird and wonderful pay elements that are being processed - even if it’s paid once in a blue moon to a small population

🎯 Collective Bargaining Agreements are an explanation not a justification for pay differentials. You will not be able to hide behind them

🎯 Be mindful that each individual country will implement the directive slightly differently so if you have pockets of people working in the EU, don’t just apply a blanket approach to transparency as you may be in breach of local Competition and/or GPDR laws

🎯 Are your role categorisation and job evaluation methodologies current? Remember that Equal Pay Claims continue to rise and employers are most at risk in the area of Equal Pay for Equal Work. Are you sure that your Ground Handling Agents’ job is of lower value to your HGV Driver?

🎯 HR Teams need to re-think their BAU practices to ensure they’re not inadvertently creating an Equal Pay problem. Demoting someone or red circling as a result of organisational change? Beware!

🎯 And lastly for now, don’t rely on ‘market forces’ to justify a pay gap. There may have been a skills shortage at the point of recruitment, but is that really the case 3,4,5 years later?

Thank you International Employment Lawyer for the invite.

18/03/2025

Excited to be in Parliament this afternoon attending a joint CIPD and The Society of Occupational Medicine event on helping women thrive at work, by making women’s reproductive health a key priority.

Improving employment practices is vital for women and economic growth.

11/12/2024

Thank you to Cathy at Refresh Designs for designing this years’ beautiful Christmas card, and to Art of Brilliance for our custom-branded 2025 Happiness Calendars.

Wishing all our clients, partners and supporters a wonderful festive season ❄️

Address

Sandbach

Website

http://www.progresshr.co.uk/

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