Tailored HR and Employment Law Solutions for Every Business
Expert Guidance | Practical Solutions | Strategic HR Advice
At Black Dog HR, we offer tailored HR consultancy and employment law advice to businesses across a diverse range of industries. Whether you are a small or medium-sized business (SME), or a larger organisation, our cost-effective, legally compliant, and practical HR solutions are designed to meet your specific needs.
For solicitors' practice handling complex employee relations cases, we provide reliable support through independent investigations, chair formal grievance or appeal hearings, and facilities consultation meetings. Our services ensure a compliant, professional approach that complements your legal expertise and upholds the highest standards.
Rely on Black Dog for dedicated, expert support that enhances your business.
Our Services Include:
HR Policies, Procedures & Compliance Audits
Employment Contracts & Handbooks
Data Protection and UK GDPR Compliance
Disciplinary, Grievance & Appeals Support (including
investigations and hearings)
Redundancy & TUPE Consultation
Change Initiatives & Organisational Restructures
Employee Well-being & Engagement
Performance & Absence Management
Recruitment, Selection & Onboarding Support
Training, Development & Coaching
With full CIPD qualifications and a Legal Master’s degree in Employment Law, we seamlessly combine legal expertise and hands-on HR management. This ensures that our advice is both strategic and practical to help your business navigate complex HR challenges with confidence.
We take the time to understand your organisation, ensuring our advice is practical, relevant, and aligned with your business goals. Whether you need regular HR support, one-off advice or guidance, or strategic project expertise, we are here to help.
Supporting businesses across East and West Sussex, Buckinghamshire, Northamptonshire, London, and nationwide.
Contact us today to discuss how we can support your HR and employment law needs.
The Requirement to offer Single-Sex Facilities The UK Supreme Court recently ruled in the case of ‘For Women Scotland v Scottish Ministers’, confirming that the term ‘sex’ in the Equality Act 2010 refers strictly to biological sex. This ruling has important implications for how employers apply equality law and manage workplace facilities. In response, the […]
Settling into a new way of working With Covid now, thankfully, a distant memory for many, some businesses are looking at ways to bring their workforce back to the office. The process isn’t always as easy as you may think. For some, the transition is straightforward. For others, less so. The importance of feeling ‘settled’ […]
A shift in employer responsibility From October 2024, the Worker Protection Act (Amendment of the Equality Act 2010) placed a new legal duty on employers to take reasonable steps to prevent sexual harassment in the workplace. This includes harassment carried out by third parties. The change raised the bar for everyday workplace safeguarding, yet many […]
Blogs will be written both by members of the Black Dog HR Consultancy Team and by a range of Guest Bloggers writing about topics in their specialist areas. The hope is that the wide range of topics that we will cover will prompt discussion and encourage you to relate them to your own experiences.
Happy New Year and welcome to the Black Dog HR Blog. We have started this blog as a way of Black Dog HR engaging more with our visitors on HR topics and hope that its contents are useful and thought-provoking, as well as humorous and demonstrating how many areas HR can help with. For […]
The main principles of Zero Hours Contracts: With Effect from Tuesday 26th May 2015, legislation now bans the use of exclusivity clauses in Zero-Hour Contracts. This clause, if included, prevents workers on Zero Hour Contracts from working for another employer. Zero Hour Contracts are used in a number of different industry sectors, often due to […]
Holiday Pay Ruling The introduction of the new holiday and overtime legislation on the 4th November 2014 means that employees holiday pay should reflect the employees ‘normal pay’ rather than just the employee’s basic salary. So what regular payments should holiday pay include? Commission Overtime Allowances linked to status or performance Shift Payments (for example […]