HR Small employers

Live Self-serve pricing for UK employers with 5–20 staff — no scoping call needed, request to buy when you're ready.

HRIQ — UK HR made simple.

Everything a small employer's HR actually needs in one place — employment contracts, payroll prep, holiday & sickness, right-to-work checks and grievance handling built around the ACAS Code. Built for UK employers with 5–20 staff who've outgrown a spreadsheet but don't need (or can't justify) a full HR system.

Request to buy →See pricing

£8.40 per employee / month, excluding VAT, billed in arrears · no setup fee · monthly rolling, cancel for the end of any month · drops to £7/employee/month automatically after 12 consecutive paid months, no prepayment · Priced per employee on your books, not per admin login — every HR admin who needs to sign in is included at no extra seat cost. Optional occupational health module from £400/month per organisation, billed in arrears (half price with HRIQ; can be bought on its own). · how pricing works

◆ No scoping call needed — pay by card or PO once you're signed off, and we'll grant access as soon as that clears. Want to see it running first? book a walkthrough instead.

5–20 staffRight-to-work alertsgrievance handling built around the ACAS CodeWritten statements of employment (s.1)Auto-enrolment tracking

Works with what you already have: Employee records from a spreadsheet; payroll-prep export; sits alongside your payroll provider rather than replacing it.

Where your data lives: On your own device by default — nothing is sent to us. Optional hosted team mode keeps your team's data in a UK database (Supabase, London, eu-west-2), separated from other customers by row-level security. Security & trust →

HRIQ — Dashboard

What it does

Everything HRIQ surfaces, in one place.

⚠

What needs attention, first

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.

🛂

Right-to-work, tracked

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.

📄

Written statements of employment (s.1)

Track who's missing the mandatory written statement of employment particulars the Employment Rights Act 1996 requires from day one.

🌴

Absence & leave, watched

Holiday and sickness tracked against the 5.6-week statutory minimum, with repeated short absences flagged (Bradford Factor).

⚖

Cases built around the ACAS Code

Disciplinary and grievance cases structured to the ACAS Code of Practice, staged from raised through to outcome.

🏫

Single central record, for schools & academies

One table with a row per current member of staff, showing the safer-recruitment checks held: identity, right to work, DBS, qualifications and references. Built for the single central record schools and academies in England are expected to keep.

🛡

DBS Update Service checks, on record

Record when someone's DBS Update Service status was checked, by whom and the result, and get a reminder when the next check is due. HRIQ keeps the record; the check itself is made on the DBS site.

✓

Payroll prep & auto-enrolment

New starters, leavers and changes packaged ready for your payroll run, with pension auto-enrolment status tracked per employee.

Who it's for

HR for the employer who is doing it themselves.

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.

HRIQ — Needs attention

Items flagged before they become a problem

Right-to-work, missing statements, open cases and expired training surfaced the moment you open the dashboard.

£45k

The cost of missing a right-to-work check

Civil penalties for illegal working run up to £45,000 per worker — HRIQ's alerts exist to stop that ever happening quietly.

5.6wk

Statutory holiday, tracked automatically

Leave and sickness watched against the Working Time Regulations 1998 minimum, per employee.

Talk to us about HRIQ

Optional module · Occupational health

Occupational health, built into HRIQ.

For employers with an in-house or contracted occupational health service. Switched on per organisation, with its own roles: OH clinician, OH admin, line manager and employee. HR admins get no access to clinical records unless they're granted it, and every grant is logged.

From £400 a month (£4,800 a year) for up to 500 staff, or £800 a month for 501 to 3,000 staff; larger organisations are quoted. The price is per organisation with unlimited users, and it's billed monthly in arrears. You can buy it on its own, without HRIQ. HRIQ customers pay half. Setup is £3,000 to £6,000 one-off, depending on your HR system link and existing records.

Referrals

Management and self-referral

Managers refer with the employee's agreement recorded, and employees can refer themselves. Both go into one triage queue with a target time to first appointment.

Clinics

Diaries and booking

Clinician diaries with bookable slots (in person, phone or video), did-not-attend recording and calendar files for the employee.

Consent

Reports released with consent

Fitness-for-work reports reach the manager only with the employee's consent to that exact version. Employees can ask to see a report first, and can withdraw consent later.

Surveillance

Health surveillance and immunisations

Audiometry, HAVS, spirometry, skin and night-worker programmes, results recorded in HSE categories, a recall list of what's due, and immunisation history with titres.

Clinical notes are append-only and clinician-only, enforced by the database rather than just hidden in the screen. Every time a clinical record is opened, a report is released or data is exported, it's written to an access log. Clinical data is kept apart from HR records, hosted in the UK (London), never included in emails and never sent to AI. KPIs cover referral-to-appointment time, the proportion inside target, the did-not-attend rate, outcomes and surveillance compliance, with a CSV export that contains no clinical detail. Ask us about the occupational health module →

Compliance & standards

Structured to the employment-law frameworks a small employer actually faces.

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.

ERA 1996

Written statement, day one

Tracks who's missing the s.1 written statement of employment particulars the Employment Rights Act 1996 requires.

ACAS

Disciplinary & grievance

Cases built around the ACAS Code of Practice, so the process is recorded as well as the outcome.

WTR

Working Time Regulations 1998

5.6 weeks' statutory holiday tracked per employee, alongside sickness absence.

GDPR

UK GDPR / DPA 2018

Staff records, including sickness and other special-category data, stay on your own device by default. Choose the hosted team option and they sit in a UK database with role-based access 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 →