Everything a small employer's HR actually needs in one place — employment contracts, payroll prep, holiday & sickness, right-to-work checks and ACAS-compliant grievances. Built for UK employers with 5–50 staff who've outgrown a spreadsheet but don't need (or can't justify) a full HR system.
Expiring right-to-work checks, missing written statements, open cases and overdue training — ranked the way an HR adviser or tribunal would look at them.
Record each person's right-to-work check and get warned before a visa or permit expires — an illegal-working penalty runs up to £45,000 per worker.
Track who's missing the mandatory written statement of employment particulars the Employment Rights Act 1996 requires from day one.
Holiday and sickness tracked against the 5.6-week statutory minimum, with a Bradford Factor watch for persistent short-term absence.
Disciplinary and grievance cases structured to the ACAS Code of Practice, staged from raised through to outcome.
New starters, leavers and changes packaged ready for your payroll run, with pension auto-enrolment status tracked per employee.
No dedicated HR team, no budget for a full HRIS — just the small-business owner or office manager who needs contracts, compliance and casework to stop living in email threads and a filing cabinet.
Right-to-work, missing statements, open cases and expired training surfaced the moment you open the dashboard.
Civil penalties for illegal working run up to £45,000 per worker — HRIQ's alerts exist to stop that ever happening quietly.
Leave and sickness watched against the Working Time Regulations 1998 minimum, per employee.
HRIQ lays your HR records out to match the obligations UK employers are held to — a head start on the paperwork, not a substitute for legal advice.
Tracks who's missing the s.1 written statement of employment particulars the Employment Rights Act 1996 requires.
Cases staged to the ACAS Code of Practice, so the process — not just the outcome — is defensible.
5.6 weeks' statutory holiday tracked per employee, alongside sickness absence.
Holds employee personal data — some special-category, e.g. health and sickness — local-first by default, with an optional hosted team layer, roles and an audit trail.
HRIQ structures your HR records to match the Employment Rights Act 1996, the ACAS Code of Practice, the Working Time Regulations 1998, the National Minimum Wage Act 1998, the Pensions Act 2008 (auto-enrolment) and right-to-work / illegal-working rules — we are not a legal or compliance authority; confirm your specific obligations with an employment solicitor or ACAS. Full standards breakdown →
Day-one written statements, right-to-work checks, statutory leave and pay, working time, the ACAS Code and record retention in one practical UK checklist.
Read the guide → HRIQHow to run a fair UK redundancy process: genuine redundancy vs unfair dismissal, consultation requirements and thresholds, objective selection criteria, and statutory redundancy pay.
Read the guide →We'll set HRIQ up with your staff, your contracts and your policies, ready to use on day one.