The questions business owners ask us first.

As the employer, you carry the main responsibility. Your employees also have a duty to look after their own safety and the safety of others. If you employ five or more people you are legally required to have a written health and safety policy and to appoint a competent person.

Yes. Penalties can include fines, imprisonment, or both. Fines range from £50 to £10 million and prison sentences can reach two years, depending on culpability, the risk of harm and the financial means of the offender.

Yes. It is a legal requirement to assess the risks in your workplace, identify what could cause harm and decide what precautions you need to take. We write assessments specific to your work, not generic templates pulled off the internet.

As often as is needed to keep your team competent. The frequency depends on the work, the risks and any changes in legislation or processes. Refresher training is typically annual, or whenever a new risk is introduced.

Yes. We have completed a large number of SSIP assessments on behalf of clients, saving them time, money and resource. We get you accredited and keep you there.

Many of our clients use us alongside an internal team for extra capacity, specialist expertise or an impartial perspective on sensitive matters like investigations and audits. We work seamlessly with your people, we do not replace them.

From day one of employing anyone. You must provide a written statement of employment particulars on or before the first day, and you need clear disciplinary and grievance procedures from the outset. A handbook is the cleanest way to deliver these and protect yourself at tribunal.

Yes, for certain claims such as discrimination, whistleblowing, unlawful deduction of wages and automatically unfair dismissal. The two year qualifying period only applies to ordinary unfair dismissal, so getting things right from day one matters.

Follow the ACAS Code of Practice. Investigate fairly, put allegations in writing, allow the employee to be accompanied, hold a hearing and offer a right of appeal. We can run the process with you or independently chair hearings to keep things impartial.

A genuine redundancy situation, fair selection criteria, meaningful consultation, consideration of suitable alternative employment and correct notice and statutory pay. Group redundancies of 20 or more trigger collective consultation rules. We guide you through every step.

Both. We offer retained HR support with unlimited advice, document reviews and tribunal backed contracts, as well as one off project work like investigations, settlement agreements and restructures.

Primarily ISO 9001 (quality), ISO 14001 (environment), ISO 45001 (health and safety) and ISO 45003 (psychological health at work). We can also support integrated management systems combining two or more standards.

Typically three to six months from kick off to certification, depending on the size of the business, the standards involved and how much you already have in place. We work to your pace, not ours.

Yes. We work towards UKAS accredited certification, which is the gold standard recognised in tenders, supply chains and by regulators across the UK and internationally.

Your certification body carries out annual surveillance audits and a full recertification audit every three years. We provide ongoing support so your system stays live, useful and audit ready, not a folder on a shelf.

No. An integrated management system is usually more efficient, less paperwork and easier for your team to live with. We design it around how your business actually operates.

They apply to all construction projects in Great Britain, from a small refurbishment to a major build. Duties scale with the project, but the regulations themselves apply whether or not the project is notifiable to the HSE.

When construction work is scheduled to last longer than 30 working days and have more than 20 workers on site at any point, or exceed 500 person days. The Client is responsible for notification, though we typically handle it on your behalf.

You must appoint a Principal Designer and Principal Contractor in writing where there is more than one contractor, make suitable arrangements for managing the project, provide pre construction information and ensure welfare facilities are in place before work starts.

Yes. We act as Principal Designer on projects across the UK, managing health and safety in the pre construction phase, coordinating designers and producing the pre construction information and health and safety file.

The HSE can serve improvement or prohibition notices, stop work on site and prosecute Clients, Designers and Contractors. Fines are unlimited in the Crown Court and individuals can face imprisonment. Getting CDM right protects your project, your people and your business.

Yes. We are based in Altrincham, Greater Manchester and support businesses across the UK through a combination of remote, on site and hybrid services.

Everything from sole traders and SMEs up to multi site operations and large contractors. Our service is shaped around your business, not a one size fits all package.

Most clients prefer a fixed monthly retainer for predictable budgeting and unlimited access to advice. We also offer project based fees for one off pieces of work such as audits, ISO implementation or Principal Designer appointments.