HR Health Check

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Company name* This field is required.

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Your Name* This field is required.

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Email* This field is required.

example@example.com

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Number of Employees* This field is required.If estimate give to the nearest 10

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I am happy for Ig-hr to email me a bespoke action plan? * This field is required.

YESNO

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All employees have a signed contract of employment saved in a secure file.

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Disagree

Agree

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We are 100% confident that our employment contracts, HR policies and procedures are legally compliant.We recommend an annual review in line with employment law updates.

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Disagree

Agree

8

All employees know where they can access our HR policies and we are confident that our policies are consistently applied and aligned with our company values.

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Disagree

Agree

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We have a GDPR compliant HR filing system in place.We recommend having a secure filing system to store: signed contract of employment, evidence that a compliant right to work check has been completed, acknowledgement that employment policies have been read and understood, evidence that onboarding / induction training have been completed, accurate payroll information.

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Disagree

Agree

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All employees are paid at least minimum wage

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Disagree

Agree

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We are taking reasonable steps to prevent sexual harassment in the workplaceIn line with new Worker Protection (Amendment of Equality Act 2010) Act 2023 which came into force on 26 October 2024

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Disagree

Agree

12

Employees and managers are clear on what the policy and process is regarding disciplinary and grievance?

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Disagree

Agree

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All employees have an up to date job description which accurately reflects their role.

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Disagree

Agree

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Our employees each have clear goals / objectives linked to the overall business plan and understand what the business is trying to achieve.

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Disagree

Agree

15

Our managers feel confident managing underperformance.

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Disagree

Agree

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We have a documented process for hiring that ensures we select the right people for the right roles as well as ensuring a fair and inclusive process for applicants.

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Disagree

Agree

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We have identified what our critical roles are and have a plan of how we will develop current employees to step into these roles in the future.

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Disagree

Agree

18

New starters have a clear onboarding plan which sets them up for success.

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Disagree

Agree

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New starters receive relevant training to ensure compliance and safety at work.Relevant training may include, but is not limited to: Health and Safety, GDPR, Use of IT Systems, Equality, Diversity and Inclusion, Anti Bribery, Modern Slavery.

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Disagree

Agree

20

We rarely experience team members leaving within the first 6 months.

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Disagree

Agree

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Our people managers feel confident in managing processes such as onboarding, probations, sickness absence, family leave, flexible working requests, change to contracts, disciplinary and grievance.

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Disagree

Agree

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We are actively developing future leaders.

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Disagree

Agree

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We measure HR data and use this for proactive decision-making, such as forecasting hiring needs or addressing retention risks.We recommend measuring: employee engagement, employee absence, employee turnover, time to recruit.

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Disagree

Agree

24

We have regular pay and benefits reviews to ensure we remain competitive.

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Disagree

Agree

25

Our pay and benefits structure is equitable across similar roles.

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Disagree

Agree

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Members of our team have agreed flexible working patternsE.g. part time working, flexible start and finish times, hybrid working, job sharing.

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Disagree

Agree

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We have employee resource groups aimed at improving culture and fostering belonging at work.E.g. employee lead initiatives focused on promoting wellbeing, diversity and inclusion, health and safety and social activities.

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Disagree

Agree

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I would like to be added to the Ig-hr mailing list?* This field is required.

YESNO