The Complete Employee Lifecycle
A comprehensive approach to managing every stage of your employees' journey, from planning to exit.
Build
Foundations that keep you legal and sane.
- •Set up your HR software (Breathe HR or SenseHR).
- •Full HR health check and action list.
- •National Minimum Wage Audit
- •IR35 check for contractors.
- •Write or refresh contracts (employee, contractor, volunteer, work experience).
- •Write or refresh policies and your staff handbook.
- •Holiday pay wording for irregular hours.
- •Set up GDPR basics (what you keep, where, how long).
- •Enable digital signing for all documents.
- •Set up rota/scheduling.
- •Set up payroll and pensions; link HR and payroll; agree cut-offs and approvals.
- •Set up whistleblowing (speak-up line and process).
- •Gender pay gap report and equal pay review (if needed).
- •Employment tribunal insurance (if you want it).
- •Sponsor licence setup and compliance (with regulated partners).
- •Health & Safety add-on: competent person, audits, docs, training.
Attract
Clear roles and adverts that pull the right people in.
- •Plan roles and team needs.
- •Write job descriptions and adverts that include salary ranges.
- •Build basic employer brand assets and your careers page.
- •Set up Hireful (ATS), post jobs, track applicants.
- •Run fixed-fee recruitment campaigns.
- •Set up a referral scheme.
- •Check advert wording is inclusive.
Select
Fair, fast and compliant hiring with digital checks baked in.
- •Shortlist, run structured interviews, capture scores.
- •Use work samples/tests where helpful.
- •Do pre-employment checks:
- ○Right to Work (digital option available)
- ○Employment history
- ○Criminal record checks (DBS)
- ○References
- ○Social media screening
- ○Credit checks (if the role needs it)
- ○Driving licence/insurance checks (for driving roles)
- •Confirm employee vs contractor and issue the right paperwork.
- •Visa process support (with OISC/solicitors).
Start
Seamless onboarding and a proper probation plan.
- •Send offers and e-contracts.
- •Collect starter info and file Right to Work proof.
- •Day-one induction and access to systems and kit.
- •Add to payroll; set tax and NI; give payslip portal access.
- •Enrol to pension (or postpone if allowed).
- •Book mandatory training.
- •Set a clear probation plan and review dates.
- •Show where to find policies and how to speak up.
- •Visa BRP checks and reporting (if relevant).
- •New starter health questionnaire (OH).
Manage
Simple rhythms for 1:1s, absence, ER and wellbeing.
- •Regular 1:1s and simple objectives.
- •Sickness and absence process, including return-to-work chats.
- •Handle flexible working requests.
- •Day-to-day employee relations (conduct and capability).
- •Independent investigations, hearings and appeals when needed.
- •Wellbeing and OH: referrals, mental health support, counselling, EAP, eye tests, driving eyecare, safety eyewear, flu jabs.
- •Run your HR software and rota; send a monthly people report.
- •Grey fleet checks (weekly MOT and tax), plus periodic licence/insurance re-checks.
- •Payroll each pay period:
- ○Process pay (weekly/fortnightly/4-weekly/monthly)
- ○Send required submissions to HMRC
- ○Handle starters and leavers
- ○Pay statutory sick/maternity/adoption/shared leave
- ○Upload pensions and reconcile
- ○Import timesheets and approved expenses
- ○Apply court orders, student loans, etc.
- ○Get pre-pay sign-off; issue payslips
- ○Answer payroll queries
- ○Post journals to Xero/QuickBooks/Sage
Grow
Performance, learning and pay that drive results.
- •Run performance reviews people actually complete.
- •Map skills and simple career paths.
- •Coach managers and develop leaders.
- •Mentoring and succession planning.
- •Learning programmes via your LMS.
- •Pay and benefits: run the pay review, update benchmarks, set up Pirkx/RISE/Enjoy Benefits, sort rewards and team events.
- •EV salary sacrifice and employee car leasing admin.
- •Engagement: run surveys and deliver action plans.
- •ED&I audits and training.
- •Gender pay gap refresh (if in scope).
- •Payroll for growth items: bonus/commission runs, back-pay, benefits reporting to HMRC, calculate and submit any agreed tax on staff perks, run multiple pension schemes, manage salary sacrifice.
Change
Restructures and exits handled well, with learning captured.
- •Plan and run restructures.
- •Redundancy (individual or collective): letters, meetings, timelines.
- •TUPE: due diligence, consultation, integration.
- •Mediation to resolve disputes fast.
- •Settlement agreements.
- •Exit interviews and offboarding (kit, access, data, references).
- •Outplacement/career support.
- •Work with solicitors on tribunal cases; manage insurance claims.
- •Payroll close-out: final pay (notice, holiday, redundancy), process settlement payments, stop benefits, issue P45 and year-end forms, handle HMRC queries.