Human Resources by Real Humans.

Providing personal service, not robotic responses. 

As a New Dawn Resources client, you will have one single dedicated HR Business Partner who will work with you to provide you with all of the HR support your business needs – meaning that you can be confident of meeting your legal requirements as an employer.

Our client relationships are our number one concern and something we are very proud of. Unlike an off-the-shelf / HR contact centre, your dedicated HR Business Partner will take the time to develop an understanding of the issues you’re facing, your requirements and your goals for the future.

This approach ensures that the service you receive is tailored to you, and you deal with one person who knows what is going on in your business.

See the services we offer

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Retained Service

Many customers enjoy the peace of mind of fixed fees, helping to accurately budget for the year ahead, and also compare the cost of in-house HR versus outsourcing.

Our Retained HR Service package includes:

  • Unlimited expert advice
  • Case management documents covering disciplinary, absence, grievance, redundancy and many more
  • Bespoke contracts of employment
  • Bespoke employee handbooks
  • Bespoke forms and templates
  • Newsletters and legal updates

Our retained services are restricted to remote work, but do include Skype and conference call facilities with your HR partner.

HR Administration

For an additional 30% of the cost of the monthly retainer you can add HR Administration to your Retained HR Services package. This would include:

  • Offer letters
  • Contracts of employment
  • Settlement agreements
  • Exit paperwork
  • Consultation letters
  • Change of t&cs letters
  • Ad-Hoc Support

Pay As You Go

A retained service and contract is not for everyone, many businesses prefer to simply pay-as-you-go for the tools and advice they need.

The service offered to pay-as-you-go customers is the same as retained clients in so far as you will have one dedicated HR business Partner, who over time will get to know you and your business.

You don’t need to purchase hours in advance or in blocks, you will simply be invoiced periodically as agreed. Our pay-as-you-go services apply to both remote work and on-site work.

On-Site Support

We understand that sometimes remote advice and guidance is not enough, you need a HR professional right there with you onsite. All our HR business partners love getting out of the office and seeing clients in their work environments, meeting their team and getting a feel for the business.

We regularly visit clients to either support or take the HR lead on:

  • HR strategy and change management programmes
  • HR project delivery, including TUPE, restructuring and redundancy management
  • Interviewing / open days and specialist recruitment campaigns
  • Attending regional or board meeting to update the team / board on HR changes or to assist with the integration of HR objectives within broader strategy work
  • Employee consultation programmes
  • Negotiations including union negotiations / pay talks and works committees
  • Exiting discussions
  • Employee relations matters, investigations, hearings, appeals

Whatever your HR project we can ensure that it is completed on time, to your requirements and with minimal impact upon your diary and day-to-day operations.

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I have received a reference request relating to an ex-employee; do I have to provide one?

The simple answer is no, there is no legal duty to provide this kind of information to another company or potential employer. There are some exceptions which relate predominantly to the finance sector, but generally speaking if these exceptions apply to you, you will already know about them.

Most employers are not obliged to provide a reference about an employee or ex-employee, whether the request for a reference comes from the employee, a prospective employer or any other third party, such as a bank or landlord. Many companies have set policies on giving references which stipulate that they only include basic factual information about the employee's length of service, position held, pay etc.

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What questions can’t an employer ask during an interview?

This is a huge area and it is not a case of can’t, it’s a case of shouldn’t and of risk. Interviewers should always avoid asking questions about areas such as a person’s:
- Marital status or marriage plans
- Children and childcare arrangements
- General family commitments
- Religious beliefs or practises.

These types of questions are generally put to women and not men, or to individuals who might appear to follow certain religions due to their dress or appearance. Such questions tend to be asked to those candidates alone and not to everyone so can be viewed by the candidate as potentially discriminatory.

As a rule the questions asked should always relate to the requirements of the role and interviewers should be careful not to allow any stereotypical ideas to influence their questions.

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My staff can’t fit their holiday in before the end of the year, can I just pay them their remaining leave?

Full time staff are legally entitled to a minimum of 5.6 weeks of holiday per year. This is a legal right and a health and safety requirement to allow staff to have the right amount of rest and recuperation from work.

If your staff have more holiday than this (28 days including 8 bank holidays) you can pay them for the additional days but it is against the law to pay staff for holidays that they should take as their legal minimum right.

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Can I take someone back on who I previously made redundant?

This is not unusual and is often a sign that the company is picking up again after a slump in trade or loss of a contract. If you had to make some important staff redundant you may well start by calling them back up if you find you can now start to grow the business again. Although it is usually much longer, providing there has been a break of at least 1 full week since the redundancy you can reinstate the employee without having to allow continuing employment from their original start date.

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What should I do if I think the ‘banter’ is getting out of hand?

Take action to bring things back to an acceptable level before you receive a complaint. If someone takes offence at how they are being treated, or how someone else is being treated, you could have a time consuming complaint to deal with, not to mention some unhappy staff.

If you have noticed it and have become concerned there is a good chance that someone else will feel the same. Dealing with it now before an official complaint will enable you to address it through training and education rather than the disciplinary route, after a complaint.

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Are employers obliged to accept applications for voluntary redundancy?

No, the company may choose to invite employees to put themselves forward for voluntary redundancy, but the company can still reserve the right to refuse an application. You may wish to reject applications from employees in certain key roles, to retain a balanced, skilled workforce, or in the event that you receives more applications than you require.

When asking for volunteers for redundancy, you should make it clear and inform the employees that applications may be rejected.

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Can I write to my employee’s GP for information about their absence and health?

Yes, but you will need the authorisation of the employee before you can do this, otherwise the GP or any other medical professional will be unable to provide the information to you.

The Access to Medical Reports Act 1988 covers reports that are prepared by a medical practitioner who is or has been responsible for the clinical care of the individual. Care is defined as including examination, investigation or diagnosis for the purposes of, or in connection with, any form of medical treatment. Therefore, reports produced by the employee’s own GP or consultant would be covered.

If your employee agrees to the request the GP will be able to disclose medical information to you. This is a private matter, not an NHS service so the GP will charge the company for the report, usually between £45 and £65.

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When should the employee receive their written Statement of Particulars or Contract?

A written Statement of Particulars or a Contract of Employment must be given to the employee in writing by the end of the second month of employment, 8 weeks from their actual start date.