When something goes wrong with a member of staff, we run the process to the Acas Code, the code of practice a tribunal measures you against. We write the letters and keep the records, and your HR expert checks every dismissal by the next working day. You make the final call; we do everything else.
Independent investigations, hearings and settlement agreements are fixed fees, only when you need them: see the prices. All names in the app previews are made up for the demo.
Jordan Ellis, dismissal
Dismissal letter
Approve and sendAll names are made up for the demo.
The Acas Code of Practice on disciplinary and grievance procedures sets out the steps a fair employer takes. We run each case to it, with every deadline in the app.
Gather the facts before deciding anything: notes, evidence and witness statements, on our templates. If someone needs to be suspended while you look into it, we write the letter, and their pay continues.
We write the letter: what’s alleged, the evidence, the date, what the outcome could be, and their right to bring a companion, which means a colleague or a trade union representative.
You hold it. Your HR expert can coach you beforehand, and our notes template records who attended, the questions, the answers and any breaks.
You decide. We write the outcome: no action, a first or final written warning with how long it stays live, or dismissal. Your HR expert signs off every warning and dismissal letter before it goes out.
Every outcome letter gives a deadline to appeal. The appeal should be heard by someone who wasn’t involved wherever possible. If there’s no one, an independent chair can hear it.
Disciplinary: Sam Taylor, lateness
All names are made up for the demo.
Every step is recorded with its date, and every decision is recorded as yours, with the advice you were given. Staff now have 6 months, not 3, to bring most tribunal claims, so the record has to last.
The law keeps decisions about your staff with you, the employer. So you decide, and we do the work around it.
Mirith runs the steps
Mirith, our assistant, sets out what happens next and drafts the paperwork.
If Mirith isn’t sure whether something is serious, it passes it to your HR expert.
Your HR expert checks and advises
Anything that could affect someone’s job, pay or rights is checked before it reaches you or your staff.
They reply by 5pm if it reaches them by 3pm on a working day, and otherwise by noon the next working day.
You decide
You hold the meetings and make the decisions, with your HR expert’s help.
Every decision is recorded as yours, with the advice you were given and its source.
You make the final call; we do everything else. We’d rather stop the claim than win it, so the process is right before anything goes out.
A dismissal letter stays locked until your HR expert has signed it off, by the next working day. Then you approve it and send it. Your HR expert checks:
The same check applies when you end someone’s probation, or a fixed-term contract, which counts as a dismissal in law.
Tell Mirith what’s happened, or open a case in the app. Your HR expert works through it with you and prepares the letters.
Not just misconduct. The same step-by-step approach, with the letters and the records, runs every case that could affect someone’s job.
The 6-month alarm flags each new starter at month 4, with a review form and the letter to pass, extend or end their probation. How the alarm works
A performance improvement plan with clear standards, support and review dates, then capability meetings if things don’t improve.
Contact letters when someone doesn’t turn up, absence reviews, and welfare meetings for long-term sickness. Not turning up is never treated as resigning: any dismissal goes through the proper steps.
When someone raises a formal complaint: an acknowledgement, a meeting with the right to a companion, an investigation, a written outcome and an appeal. A complaint about you goes by a confidential route to your HR expert.
From the business reason and who’s at risk to the final payment: selection scores, consultation meetings, a search for other roles, notice and statutory redundancy pay worked out.
Changes to hours, pay or other terms by agreement: a proposal letter, a record of the consultation and a signed agreement. We stop before any step that could become dismissal and re-hire.
The rules that decide whether a dismissal holds up, and what we do about each one.
Follow the Acas Code
A tribunal can raise an award by up to 25% if you unreasonably fail to follow it.
Every case runs to the Code’s steps, and every step is recorded.
6 months to bring a claim, since 1 October 2026
Staff now have 6 months, not 3, to bring most tribunal claims.
Your case records stay in the app, so you can show what you did and why.
Unfair dismissal after 6 months, from 1 January 2027
Not 2 years, and with no cap on compensation. Time already worked counts, and so does notice: a dismissal in December whose notice runs into January falls under the new rules.
The 6-month alarm flags every new starter at month 4, and your HR expert checks every dismissal.
Contract changes by agreement, expected from January 2027
Dismissing someone because they won’t accept a change to their pay, hours, leave or pension, or to replace them with someone on the new terms, becomes automatically unfair unless the business is in serious financial difficulty. This is often called fire and rehire.
We run changes by agreement, and stop before any step that could become dismissal and re-hire.
Statutory redundancy pay
Due after 2 years’ service, with a week’s pay capped at £751 and a maximum of £22,530. Proposing 20 or more redundancies within 90 days means collective consultation, and since April 2026 the award for getting that wrong can be up to 180 days’ pay.
We work out redundancy pay, and flag it when 20 or more redundancies are proposed.
The Acas Code says that in misconduct cases, different people should investigate and hold the hearing where practicable, and that an appeal should be heard by someone not involved wherever possible. A tribunal can raise an award by up to 25% if you unreasonably fail to follow the Code. In a small business there often isn’t anyone uninvolved, so you can bring someone in for a fixed fee, charged only when you use it. Settlement agreements are a fixed fee too.
£995 + VAT at 20% (£1,194 including VAT)
For a case you can’t investigate fairly yourself: you or your only manager is involved, or your HR expert says the case needs someone independent, such as harassment, discrimination or whistleblowing.
£595 + VAT at 20% (£714 including VAT)
When there’s no one uninvolved in your business to hold a hearing or hear an appeal, an independent chair does it.
£395 + VAT at 20% (£474 including VAT)
A legally binding agreement for someone to leave on agreed terms, usually with a payment, in return for not bringing a claim. With no cap on unfair dismissal awards from January 2027, a signed agreement is often the safest way for a small firm to end things. Your HR expert guides the off-the-record conversation about leaving, and our employment solicitor will draft and check the agreement.
The employee must take independent legal advice before signing, and employers usually pay towards it. That’s separate from our fee.
You ask for any of these in the app, and we invoice you. Nothing is charged unless you ask, and you’ll see the price first.
It’s what a tribunal measures you against. If you unreasonably fail to follow it, a tribunal can raise an award by up to 25%. Every case we run follows it.
Yes, if the reason is fair and you follow a fair process. From 1 January 2027, staff can claim unfair dismissal after 6 months, so at 5 months they can’t bring that claim yet. Claims such as discrimination or whistleblowing can be brought from day one, so the steps still matter. Your HR expert checks the dismissal by the next working day.
Anything serious goes to your HR expert, who replies by 5pm if it reaches them by 3pm on a working day, and otherwise by noon the next working day. Every dismissal is checked by the next working day. Your HR expert works 9 to 5, Monday to Friday, except bank holidays, and you can message them in the app. Mirith, our assistant, answers everyday questions in the app at any hour, with the source, and in the evenings and at weekends passes anything serious to your HR expert the next working day.
It goes by a confidential route to your HR expert, who can recommend an independent investigation. If there’s no one else in your business to hear a grievance or an appeal, an independent chair can. See the prices
Tribunal defence is included in your plan, with conditions: from day one, we defend claims about problems that start after you join, at no extra cost, as long as you ask us before you act and follow our advice. Its final terms are still being signed off by a lawyer. If they change, we’ll email you before you’re charged, and you can have a full refund.
Sources
Checked against the law on 8 October 2026. General information, not legal advice.
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