Employment relations guidance for UK managers on conduct, grievance, absence, redundancy and TUPE. Grounded in the ACAS Code, written in plain English, and backed by fifteen years in employment relations, most of it in heavily unionised industrial operations.
From ready-to-use document kits to direct expert access. No retainer contracts. No call centres. No jargon.
Most managers receive vague, unhelpful OH reports because the referral letter was poorly drafted. HR Solved manages the entire process - from writing the referral letter to helping you act on the findings.
You pay a facilitation fee to HR Solved. The OH provider invoices you directly for the assessment.
For straightforward sickness absence and fitness-for-work questions. Arranged via SME OH, a specialist remote service designed for small businesses.
For complex, potentially litigious, or disability-related cases. Arranged via Optima Health OH Direct - SEQOHS-certified and the UK's leading OH provider.
ACAS Code-aligned templates and plain-English guides, written for managers with no HR training. The first set is in legal review. Register interest and you will hear when each one is released.
What the Employment Rights Act 2025 changes, when, and what to do about it. Every date and figure checked against primary sources on 26 August 2026. Twelve-item action checklist included.
ACAS Code-aligned invitation letter. Sets out the allegations, the right to be accompanied, and reasonable notice to prepare. In legal review before release.
Frames the meeting correctly as fact-finding, not a formal disciplinary meeting. Explains what the employee is being asked about and what happens next. In legal review before release.
Plain-English guide to working with recognised unions: representative rights, time off provisions, and collective bargaining obligations. In preparation.
The most common HR misdiagnosis: treating a process failure as a performance failure. ACAS capability process step by step.
Welfare conversation scripts, Bradford Factor explained, reasonable adjustments framework, and OH referral decision tree.
From January 2027, employees can claim unfair dismissal after six months' service, down from two years, and the cap on compensation is removed. Before that, on 1 October 2026, the deadline for bringing a tribunal claim doubles from three months to six. Our free guide sets out every change, when it lands, and what to do about it.
Get the free ERA 2025 guide →PDF, 6 pages, updated 26 August 2026. No email address required.
Most SME HR support is an annual retainer for telephone advice from someone who has never met your business. HR Solved is built the other way round: pay for what you use, and get the judgement of someone who has run these processes himself when a case gets complicated.
The Workplace Issues Advisor, an AI guidance tool covering these five process routes, is in development and not yet open to the public. The conversations below are worked examples of how it is designed to respond, not recordings of a live service. Until it launches, Daniel answers enquiries himself.
Telephone advice lines read from the same ACAS guidance you can read yourself. What a script cannot give you is the judgement that comes from having personally managed 600 redundancies across 30 sites without a single Employment Tribunal claim.
That is not a marketing line. It is a verifiable record built across fifteen years in some of the UK's most complex industrial environments - heavily unionised operations where the stakes were real and the margin for process error was zero.
Triage, document generation and risk indicators are what the Workplace Issues Advisor is being built to do, and it is not open yet. What does not change when it launches is the escalation point. Where a case involves a potential disability, a protected disclosure, a recognised union or a previous tribunal history, Daniel looks at it himself. That is the difference between a sound decision and an expensive one.
Whether you have a live people issue or want to understand what HR Solved can do for your business, get in touch. Daniel responds to all enquiries personally.