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We've done all the hard work for you and from as little as £39 per month you could make your life a lot easier! JDS HR offers various packages, all of which are tailored to suit your business requirements.


As an employer you know how time consuming it can be to try and find the 'right' letter to send to an employee requesting them to attend a disciplinary meeting, or the worry if you have enclosed the correct working in your redundancy letter.  We, here at JDS HR Ltd, can save you valuable time by either supplying standard documents or by personalizing these documents to suit your particular needs.



Our packages are as follows:



  • Easy to Use Employee Database - You do not want to be paying the earth or spending valuable time creating ways to store and use your employee data.  For only £39.00 per month (minimum 12 month subscription initially) you can access a simple and easy to use Employee Database.  

To view screen shots of an example of the Employee Database please view "What we Offer" on our Home page.



  • Ad hoc work.  We do not charge the earth for our services.... honest!  The hourly rate is from £80 per hour for our consultants, up to £95 per hour.  Contact us for a quote, as we do like to be up front with all our charges.
  • We provide day rates starting from £500 upwards, depending on the level of work required.



  • Premium Service - This gives you access to all standard documents (as listed below) via a website login for only £79.00 per month (minimum 12 month subscription initially). This includes (for FREE!) the simple and easy to use Employee Database. 



  • Premium Plus Service - This allows you access to all documents, via website login, along with email and telephone support (for up to two hours per month) for only £140.00 per month (minimum 12 month subscription initially).  This also includes (for FREE!) the simple and easy to use Employee Database.


Site visits will be charged extra.


Standard Documents include:


  • Recruitment and selection, for example interview letters, offer letters, induction checklists.
  • Sickness absence
  • Family friendly, for example, flexible working request forms, maternity and paternity letters
  • Disciplinary and grievance
  • Termination


Plus Documents include:


  • Guides for Managers, for example How to conduct difficult conversations
  • Appraisals
  • Policies and Procedures that make up an employee handbook


At JDS HR Limited we can also ensure you are up to date with current legislation by providing you with a bespoke Contract of Employment. We also offer individual packages for clients as we believe in being flexible and affordable for all.  If you have a query please do not hesitate to contact us using the Register page.

News Items

Payday Reminders!

A summary of changes to pay, including pension contribution increase, NMW/NLW increases and payslip changes.

Right to Work Checks Are Going to Get Easier

From 28 January 2019 it is going to be easier to check new (and existing) right to work status by using the Home Office's Right to Work Checking service:

 The Home Office's Right to Work Checking Service 

Under the Immigration, Asylum and Nationality Act 2006 employers are required to prevent illegal working, failure to do so and as an employer you could be ordered to pay a civil penalty of £20,000 per worker. 

However, a statutory excuse is possibly OK if you properly requested the original documentation and checked these details thoroughly prior to the commencement of employment - providing (of course) the paperwork indicated that the new employee has the legal right to work in the UK.

Up to the 28 January 2019, the only way to check these obligations was by checking the oringal documents.  However you will now be able to use the Home Office checker (link above).

Before using this service, ensure you have asked the employee for their consent to obtain this personal information.  And ensure you keep a copy of the online check report for a minimum of 2 years after the employment ends.  You can also use this service for existing employees to ensure they still have the right to work in the UK.

If you would like to use our Right To Work Checklist please do not hesitate to contact us.


Just want to take this opportunity to wish all our clients, both past present and future a happy new year.

2019 is going to be great!

Payslips to change for Workers and Employees

April changes

We can confirm the following pay rate changes:

1 April, the hourly rate of the national living wage and national minimum wage increases for workers aged:

  • 25 and over from £7.83 to £8.21

  • 21-24 from £7.38 to £7.70

  • 18- 20 from £5.90 to £6.15

  • 16- 17 from £4.20 to £4.35

The apprenticeship rate increases to £3.90.

6 April, statutory sick pay (SSP) increases to £94.25 a week. 

7 April, the statutory rates for family-friendly leave increases to £148.68.    

Changes to Payslips

 On the 6 April 2019, employees and workers are to receive an itemised pay statement which sets out the hours they worked and where pay varies.

Employers you will need to check your payroll systems to ensure you are able to comply with these changes.  

New proposed statutory pay rates for 2019/2020

The proposed rates for statutory sick pay (SSP), statutory maternity pay (SMP), statutory paternity pay (SPP), shared parental pay (ShPP) and statutory adoption pay (SA) have now been published.  They haven’t yet been approved in parliament, but it is unlikely to change.  To keep you ahead of the game, the proposed rates are:

·         From 6th April 2019, SSP will increase from £92.05 per week to £94.25 per week

·         From 7th April 2019, SMP, SPP, ShPP and SAP will all increase from £145.18 per week to £148.68 per week.  If the employee’s average weekly earnings is less than the statutory rate, their pay will be 90% of their average weekly earnings.

In order to qualify for statutory payments, the employee must reach the lower earnings limit. This is due to increase from £116.00 per week to £118.00 per week.

Check back here regularly – as soon as these amounts are confirmed, we will let you know!

Employee on holiday and you arrange a disciplinary??

So you discover your employee has allegedly commited theft against the Company?  And that employee is currently at the start of 2 weeks annual leave but you want to get this wrapped up quickly to spread the word that theft is not acceptable!

Do you invite the employee to the hearing whilst they are on holiday?  No!  Even if you know they are not going anywhere and are just sunbathing in their back garden?  Absolutely no!

Recently IKEA made a simple mistake by inviting an employee to an investigation and then disciplinary whilst the employee was on holiday.  Which cost the Company over £23,000 in compensation.

Due to the employee not being able to attend the investigation or disciplinary hearing (as they were on holiday) they were not able to put their side of the story across and then this wasn't taken into account when the decision was made.  He was dismissed over a 97p milkshake and ended up costing the Company £23,000.

It was also the culture for employees to take the a free drink, but this poor chap had been singled out and made an example of.

What to do in future?

  1. Ensure the employee is not on holiday when arranging the disciplinary proceedings.
  2. If an employee takes something, do not assume it was theft.  Check your culture first.
  3. If you discover it is in the culture and you were not aware, then you need to address with every member of staff, either by staff bulletin or individual letters stating that it is not acceptable.