Shawthorpe Human Resources

09/09/2026

THE NEW SHAWTHORPE IS HERE!

We’ve had a little glow up… and honestly, it was long overdue! 👀

The old Shawthorpe website served us well. But there’s something important about it that probably isn’t obvious unless you know our story…

Shawthorpe started in recruitment.

That was the foundation of the business, and the original website reflected that.

But Shawthorpe has evolved.

Today, we are purely an HR consultancy supporting employers with practical, commercially focused HR advice and helping businesses navigate the increasingly complex world of people management and employment.

So we felt it was time for the website to catch up with who Shawthorpe actually is today.

And this isn’t just a change of colours and a new look…

✨ A completely refreshed identity
✨ A clearer mission and message
✨ Our new HR Retainer packages
✨ HR templates that businesses can purchase and use immediately
✨ Bespoke templates and HR documentation
✨ Practical HR toolkits
✨ Training and development options
✨ A much clearer view of how we can support your business

We’ve also focused on making our offering much more accessible whether you need ongoing HR support, help with one particular issue, practical resources for your managers, or a completely bespoke solution.

Our new retained service is particularly exciting because it means businesses can have Shawthorpe as an extension of their own team with consistent, proactive HR support when they need it.

And perhaps the biggest change?

The website finally feels like us.

Professional, yes.

Experienced, absolutely.

But also practical, approachable and completely focused on helping businesses protect themselves, manage their people well and grow with confidence.

It feels like the next chapter of Shawthorpe.

And we’re only just getting started. 🚀

Take a look at the new Shawthorpe:
www.shawthorpe.co.uk

Shawthorpe are a professional HR consultancy service based in Shropshire, West Midlands, serving the whole UK.

07/09/2026

🚨 EMPLOYERS
WHAT DO YOU DO WITH THE EMPLOYEE WHO IS NEVER HAPPY?

You deal with the grievance.

You investigate the complaint.

You provide an outcome.

Then comes another complaint.

And another.

And eventually every management decision is met with:

“I’ll take you to Tribunal.”

Sound familiar?

The answer is not to panic, ignore the employee or start treating them differently because they complain.

But equally, an employee raising concerns does not mean an employer has to agree with everything they say or stop managing them.

There is a very important balance between protecting an employee’s right to raise genuine concerns and continuing to manage inappropriate conduct, performance or behaviour fairly.

The key is evidence, consistency and process.

I’ve recorded a short video on exactly how I would advise an employer to approach this situation including the mistakes I see employers make when they become so worried about the next complaint that they stop managing the employee altogether.

🎥 Watch the video and tell me:

When does supporting an unhappy employee become allowing one employee to dictate how the whole organisation operates?

06/08/2026

🚨 Employment Tribunal rules are changing in October 2026.

The clock is moving from 3 months to 6 months for most claims.

More time for employees. More risk management needed for employer.

📹 watch our latest video below

Is your business ready?

Check our new website we have had a small rebrand !
www.shawthorpe.co.uk

04/08/2026

The true cost of hiring HR might surprise you…

Many businesses think they need to employ an in-house HR professional as they grow.

But when you consider salary, holiday pay, pension contributions, sickness absence, recruitment costs and the fact that they’re still an employee who could leave… the reality is often very different.

At Shawthorpe HR, we give you access to experienced HR professionals without the overhead of another employee.

Our unique approach?

Your dedicated HR partner so integrated into your business, you’ll think we’re part of your team.

We support businesses with:
✅ Retained HR support
✅ Employment investigations, grievances and disciplinary support
✅ Independent HR advice when impartiality matters
✅ Workplace mediation
✅ Health & Safety support and retainers
✅ Manager training to help businesses prepare for upcoming employment law changes

And we don’t just work with businesses without HR. Many companies with internal HR teams bring us in for additional expertise, complex employee relations matters or independent support when they need a fresh perspective.

Whilst we specialise in supporting care and recruitment businesses, we work with organisations across many sectors including accountancy, hospitality, beauty, industrial and professional services.

Your people are your biggest asset. Make sure you have the right support behind you.

📩 If you’re considering your HR strategy for the future, let’s have a conversation.

Shawthorpe HR
Your dedicated HR partner .. so integrated, you will think we are part of your team!

03/08/2026

🚨 Why calling someone “bank staff” doesn’t protect your care business

Most domiciliary care providers rely on bank staff to keep services running but are you confident your arrangements are legally compliant?

Employment law looks at the reality of the working relationship, not just the label you give someone.

Could your bank staff have more rights than you think?

🎥 Watch the video to understand the risks every care provider should be aware of.

01/08/2026

When HR issues become complex, the cost of getting them wrong can be enormous.

At Shawthorpe HR, we don’t just provide HR advice we deliver strategic HR solutions that protect businesses, minimise risk and achieve the best possible outcomes.

Our clients trust us because we bring independence, commercial thinking and practical expertise to every case.

Our specialist services include:

✅ Independent External Grievances
An impartial investigation provides credibility, fairness and compliance. It protects both employers and employees while reducing legal risk and demonstrating good governance.

✅ Employment Tribunal Support
From ET3 responses and witness statements through to case preparation, evidence bundles and strategic advice, we help businesses present the strongest possible defence and maximise their prospects of success.

✅ Compliance Audits
Preparing for CQC, ISO, Investors in People, and other accreditations? We identify gaps before inspectors do, ensuring your HR documentation and processes are fully compliant.

✅ Strategic HR Consultancy
Every situation is different. We develop tailored strategies for disciplinary matters, grievances, restructures, redundancies, complex employee relations issues and organisational change to achieve the best commercial outcome.

✅ Ad Hoc HR Support

* Disciplinary investigations and hearings
* Absence and capability management
* Performance management
* Settlement agreements
* Contracts of employment
* HR policies and handbooks
* TUPE advice
* Redundancy and restructuring projects
* Probation management
* Mediation
* HR coaching for managers
* Workplace investigations
* Employee relations support

Whether you need support for a single complex case or an experienced HR partner to strengthen your business, Shawthorpe HR delivers commercially focused advice with professionalism, integrity and results.

Protect your business. Reduce your risk. Stay compliant.

📩 Get in touch today for a confidential discussion about how Shawthorpe HR can support your organisation.

27/07/2026

⚖️ Are employers getting the right to be accompanied wrong?

I’ve seen a lot of discussion recently around disciplinary and grievance hearings and a “loophole” that some people believe exists under UK employment law.

But is it actually a loophole… or is it a misunderstanding of how the law works?

The right to be accompanied is one of those areas where a small detail can create a much bigger conversation.

For employers, it raises important questions:

➡️ Are your managers giving employees the right information before formal meetings?
➡️ Are your processes aligned with the ACAS Code of Practice?
➡️ Are you focusing only on what the law requires or also on what a fair and reasonable process looks like?

For employees, it’s equally important to understand when and how this right applies.

Getting disciplinary and grievance procedures right isn’t just about avoiding a tribunal claim it’s about trust, transparency and handling difficult situations professionally.

I’ll be discussing the legal position, the common misconception, and what employers should consider before their next formal meeting.

💬 I’d be interested to hear from HR professionals and business owners should employers be legally required to actively explain this right, or should employees be responsible for requesting it?

23/07/2026

You’ve lost someone you love.

Then your mental health begins to suffer.

You’re signed off sick.

Weeks turn into months.

Then comes another worry…

“What happens to my pay?”

This is a conversation many employees never expect to have, yet it’s one employers deal with more often than people realise.

Bereavement can sometimes develop into a longer-term mental health condition, raising questions about contractual sick pay, SSP, bonuses, phased returns and workplace support.

In this week’s video, I explore how employers can manage these situations fairly and how employees can better understand their rights when grief impacts their ability to work.

Employment law isn’t just about contracts it’s about people. The way these situations are handled can make all the difference.

Have you seen a workplace handle bereavement and long-term sickness particularly well or particularly badly?

20/07/2026

🚨 Salary transparency is one of the hottest topics in recruitment right now.

Are your job adverts helping you attract the right talent while reducing legal risk?

In this short video, I cut through the headlines and explain what UK employers actually need to know about salary transparency, current employment law, ACAS guidance and how adopting best practice can help keep your business tribunal safe.

Employment law is constantly evolving, and staying informed is one of the best ways to protect your business.

🎥 Watch the video and let me know your thoughts in the comments. Does your business already include salaries on job adverts?

15/07/2026

Business owners this is one you need to watch before the school holidays create a workplace headache.

Every summer, the same challenge appears…

Employees need flexibility because their children are off school for 6 weeks.

But where does flexibility end and business responsibility begin?

I created this video because this topic has created a huge amount of discussion and it’s a question many employers are unsure how to handle:

“Can an employee work from home during the school holidays to look after their children?”

The answer requires balance.

Employers need to support employees and consider flexible working requests properly, but they also need to protect their business, maintain productivity, and ensure contractual obligations are being met.

The biggest risk for employers is not having the conversation.

It’s making assumptions.
It’s applying inconsistent decisions.
It’s allowing arrangements without clarity.

In this video, I explain:
✅ What employers need to consider
✅ What employees’ responsibilities are
✅ The risks of getting it wrong
✅ How to approach these requests fairly and consistently

The school holidays happen every year the businesses that plan ahead are the ones that avoid unnecessary conflict.

Watch below and let me know your thoughts how does your business approach flexibility during the school holidays?