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Obtaining references and signatures 
 Taking on new staff does create an administrative burden, ensuring all the detail is correct: creating accurate offer letters, appropriate contracts of employment, following up on references and tracking that everything in the employee file is signed, present and correct. We can take that burden on and give you the peace of mind that everything is accurate and completed in a timely manner. We will review all your employee files to ensure a consistent level of accuracy and maintain them as such, so that when you need to refer to them or rely on them, you can do so with confidence.

All these requirements can be a heavy administrative burden but Sagegreen can make light work of them for you! Our HR Admin service is extremely popular – why not try it?

Pre-employment checks
There’s a fair amount of admin work involved when you take on new staff, much of it required by law. Here are some examples to warn you, rather than worry you. But if you are worried, contact us and we’ll do our best to help you.

Pre-employment checks need to be made, but they must be done carefully, in compliance with the Data Protection Act.

Sagegreen can advise you on the best way to establish how you check 

  • identity
  • references
  • health
  • qualifications
  • eligibility to work in the UK
  • what level CRB check might be required


Before any job offer is made, you should also obtain references for your prospective employee – and follow up on them. You need to be sure you’re taking on the right person for your business.

And remember, there’s a legal timescale in which you must provide a Contract of Employment or equivalent.

All these requirements can be a heavy administrative burden but Sagegreen can make light work of them for you! Our HR Admin service is extremely popular – why not try it?


The right to work in the UK
All employers in the UK have a responsibility to check the entitlement of everyone they plan to employ to work in the UK. Failure to do so may result in a civil penalty (a fine) or criminal conviction.

How certain are you about the accuracy of your response to these questions?

What evidence of a person’s right to work in the UK should a prospective employee provide?
What should you do if you wish to employ someone who isn’t permitted to work in the UK without restriction?
What could happen if you knowingly employ an illegal worker?
How do you ensure that your pre-employment checks are not discriminatory?

As an employer you have to be completely clear about your responsibilities. Checks need to be carried out for all employees. At Sagegreen our HR specialists have significant experience in these matters and can advise and help you accordingly. We are methodical and accurate in our work and ensure that nothing gets overlooked in the pre-employment process.

Staff policies
Staff policies are not required on every aspect of your business, but certain details must be set out in writing and if you have more than five employees, you must have a written health and safety policy.

Sagegreen can advise you on the range of policies and whether for your business they are a legal requirement. These will include

  • maternity/paternity/adoption
  • working time and time off
  • equality and diversity
  • health and safety
  • bullying and harassment
  • bribery
  • use of company facilities (email, phone and internet)
  • smoking, drugs and alcohol
  • right to search
  • measures to improve performance or manage change etc.

When did you last check that your staff policies are as they should be? Don’t put it off – for everyone’s sake.

Staff records: monitoring absence
Staff records must be gathered and retained on issues of pay rates and payroll, including Statutory Sick Pay, NI, income tax and of working time limits to comply with the Working Time Regulations.

Other staff records which comply with the data protection legislation and show good practice as an employer include absence records, employment history, training and appraisals, records of negotiations and consultation agreements.

Sagegreen can advise you on the most appropriate way to keep such records for your particular business, the legal timescale for such records and the employee’s rights in relation to their records. 

We’re only a quick phone call away or check out our Sagegreen HR Blog


All these legal requirements can be a heavy administrative burden but Sagegreen can make light work of them for you!  Our HR Admin service is extremely popular – why not try it?

“We work intimately with the team at Sagegreen; they are our HR department.  We do joint seminars and presentations and wouldn’t consider anything HR without Sagegreen.”  Senior Partner, Hurst Accountants, Manchester, Stockport and London