Absolute Works award winning outsourced HR consultancy is just the right ingredient for Peppermill Interiors
Absolute Works, an award-winning outsourced HR consultancy’s partnership with Peppermill Interiors a leading stockist of quality domestic, bar and restaurant furniture restores the Directors faith in outsourced HR services. Fiona, owner and Director can now sleep much easier at night and spend more time out of the business knowing that the HR for the business is in safe hands.
Peppermill Antiques Ltd
Unit 6, Ring Road
Zone 2, Burntwood Business Park
Burntwood, WS7 3JQ
(Sat Nav use WS7 3JG)
Peppermill Interiors is a family owned business set up by Scott and Fiona Humphreys over 20 years ago and they currently have circa 40 employees. They understand the importance of service and have a dedicated and knowledgeable team who help and give first class advice to customers. With over 20 years’ experience in the business they have a great insight into what their customers want and need. With customer satisfaction as their top priority, they source furniture, cutting out the middle man thereby reducing the price for their clients.
Absolute Works met with Fiona joint Owner/Director who was spending more and more time on employee related issues which was taking up too much of her time and she was having sleepless nights worrying about whether they were dealing with these situations correctly. Because she had previously worked with a national outsourced HR company which she was extremely disappointed with she was very hesitant to appoint another company.
She had a real dilemma, it was important to her that they were treating employees fairly whilst ensuring that the Directors were complying with employment legislation. She also wanted hands on support and advice on sensitive issues that were giving her sleepless nights.
She was told about Absolute Works, and after meeting with them she realised that the service they deliver is far more personal and that they become an extension of their client’s business. This gave her the confidence to appoint them and trusting them to take on all of the HR administration along with providing employment advice to the senior management team.
Recommendation / Testimonial
Absolute Works can help you to grow your business and take it to the next level effectively and efficiently, taking away the pressure in the knowledge that your company complies with legislation. They can help you to reduce costs for your business whilst at the same time supporting you to grow your business quickly. They will provide you with the skill, expertise and knowledge that may otherwise be too costly, and you can receive all these services by making one phone call or email. You will have your own dedicated account manager (or team, depending upon the size of the project) and you will not have any worries about covering holidays or sickness. You do not need to keep any paperwork in your office Absolute Works take care of all of that, however, it is available for you to access through the HR portal at any time.
You don’t need to worry about managing employees in an HR department, you don’t have the recruitment costs, you don’t have the costs of office space and equipment and you have the flexibility of service as and when you require it. Absolute Works is a one stop shop for any small business needs across all sectors delivering a first-class service and a fraction of the cost of your own inhouse HR. Each Partnership is unique so if you are looking for a different type of partnership, then look no further as Absolute Works can offer a bespoke service for your needs. Absolute Works are adaptable and flexible in their approach and support business across all sectors helping them to navigate areas with which they are unfamiliar.
The success story:
Absolute Works are now an integral part of their business, they have taken on all the HR administration tasks in addition to the support and advice. They reviewed all handbooks and contracts, they complete and issue all the offer letters, contracts, variations, disciplinary etc., all of which are then loaded onto the HR Portal for senior managers and directors to view. Absolute Works provide Fiona and her management team with their own dedicated client support team member and in the event that they are not available then there are always other team members that will be familiar with their business and able to assist and give expert advice instantly. Absolute Works processes ensures effective communication regarding their client’s cases throughout their team. Due to the success of the HR partnership Fiona then appointed Absolute Works to take on outsourced Health and Safety, which includes, compliance visits, advice and training.
Fiona now has the peace of mind she was looking for and she is able to enjoy more time away from the business without worrying about any employee issues that may arise. She is confident that with the support from Absolute Works her management team are able to deal with this for her, she receives regular reports from Absolute Works summarising all relevant HR information which ensures she is always up to date with all HR administration and challenges. Peppermill Interiors management do not get bogged down with the day to day HR administration anymore, this is taken care of by the team at Absolute Works. Furthermore, any employee issues are dealt with promptly and effectively resulting in positive outcomes and as and when required Absolute Works will attend meetings to support management every step of the way. They do not need to employ their own dedicated HR manager or administrator as this is taken care of by Absolute Works and is far more cost effective than recruiting their own team.
Services that Peppermill Interiors currently access
- HR advice and administration
- Training, which includes eLearning
- Health and Safety
‘Absolute Works have hit the nail on the head, have been lovely to work with. Absolute Works will hold your hand every step of the way and at worst will come and deal with it for me. They give you the best and worse outcomes of situations so you can decide how you want to play it. I’ve had a couple of very awkward situations that probably would have been very messy if they had not been involved. It is valuable having peace of mind with regards to sensitive issues and I really appreciate it
Name: Joy May
Sector: HR consultancy/Apprenticeships
Company: Absolute Works
Town: Kenilworth, Warwickshire, CV8 1EB
Date: 28/01/19www: absoluteworks.co.uk
- Telephone: 01926 355560
- Email: firstname.lastname@example.org
Star Rating: 4.9 out of 5
- HR advice and administration
- Health and Safety
how can we help you?
We appreciate your time is valuable. Let our employment law experts give you your time back so you can focus on running your business. We can make HR employment legislation painless and stress free for you and your team
You can be reassured that you are legally compliant with employment law when working with us, we provide;
employment law + hr
Our qualified and experienced team of Employment Law and HR experts have been helping SMEs for over three decades, providing exceptional customer service and commercial advice that you can rely on.
We deliver apprenticeships across non levy and levy paying businesses throughout the UK. We can help you with funding and finding or identifying the right apprentice for you.
We offer a fully managed payroll service which allows our experts to organise and manage your payroll for you.
hEALTH & SAFETY
Our IOSH (or equivalent) trained experts will work with you, freeing up your workforce and relieving the pressures of complying with demanding health and safety regulations.
Developed by our internal team of HR experts with HR administration in mind, our portal safely stores employee data and eases the administrative burden of all that paperwork!
TRAINING & E-LEARNING
Absolute Works offer in person training and E-Learning packages for all levels of your workforce from the ‘shop floor’ to the board room.
Disciplinary procedures and employment contracts.
An employer can also put their disciplinary procedures in the employment contract. If they do so and then do not follow the procedure, the employee could bring a claim for breach of contract.
If an employee thinks that the disciplinary action is unfair they can appeal to their employer setting out their grounds for appeal.
The employee should be offered the option to attend a further meeting to discuss the appeal which should be heard as soon as possible and in accordance with any timescales as set out in the Disciplinary Procedure. This meeting should be chaired by someone with sufficient seniority who was not involved in the initial disciplinary meeting/ process wherever possible.
As per the disciplinary meeting, the employee should be given reasonable notice and should be offered the right to be accompanied by a companion in accordance with the criteria above.
Following the appeal meeting, the employer should write to the employee setting out their final decision. There is no further right of appeal.
Sometimes it is necessary to suspend an employee whilst a potential disciplinary issue is investigated, this is normally where the allegations are very serious or, if the employee being in the workplace or continuing to work may have an effect on the investigation or potentially put the safety of co-workers, visitors, themselves, property or data at risk. This means that suspension doesn’t happen very often. If, however it is necessary to suspend an employee, this will usually be with pay and the employer should (in most cases) be told why they are being suspended.
The Employment Contract will dictate whether an employer can suspend without pay. If this is permitted, the employer must act reasonably in doing so.
If the Employment Contract does not say that the employer can suspend the employee, the employer may still be able to suspend the employee, but this should be with pay.
All employment rights remain in place during any suspension and if the employer does not have a contractual right to withhold pay, or even if the employer does, the employee may seek to make a claim in the Employment Tribunal for ‘unlawful deduction from wage.
An employer should confirm the terms of suspension in writing. An employer may advise the employee that they are not permitted to talk to or make contact with other employees, customers and / or suppliers and should the employee do so, the employer may be able to bring further disciplinary action. Employers need to be aware however that the employee must be able to make any necessary contact to defend their actions and therefore some contact may be necessary so some leniency may be required. This may be the case where the employee considers they need to obtain evidence to support their case from a work IT system or speak to a co-worker who was witness to an incident. Of course, if an employee wants to request a co-worker accompany them to the disciplinary hearing, they will need authority from the employer to make appropriate contact.