Grassrootshr.co.uk Review

Based on looking at the website, Grassroots HR appears to be a legitimate HR consultancy firm based in the UK, offering various services to small and medium-sized businesses. Their website provides clear information about their services and contact details.

Here’s an overall review summary:

• Overall Legitimacy: Appears legitimate.
• Website Clarity: High, services and contact information are easily accessible.
• Information Depth: Good, provides details on services like PAYG HR, Retained HR, Mediation, Contracts, and Investigations.
• Ethical Considerations: Seems to align with ethical business practices, focusing on employment law compliance and HR support. No explicit red flags from an Islamic ethical perspective are evident on the homepage regarding the nature of their services.
• Missing Information: The website does not prominently display pricing information, which is a common feature on many service-based websites to enhance transparency. While they offer “low cost alternative,” specific figures or tiers are absent. Also, there’s no clear ‘About Us’ section directly linked on the homepage that provides details about the team, their qualifications, or years of experience, which can build trust. Testimonials are linked, but a dedicated ‘Case Studies’ section would add more weight.

Grassroots HR presents itself as a practical HR solution provider for businesses, aiming to simplify complex employment legislation and provide tailored HR documentation. They position themselves as an “expert virtual HR department” for “overworked, time poor business owners & managers,” promising to alleviate “sleepless nights” caused by HR issues. Their services include PAYG HR Manager, Retained HR Manager, Mediation, Contracts & Handbook development, and Investigations. While the website is clear and easy to navigate, the lack of transparent pricing and detailed team information could be areas for improvement to further build user confidence. From an ethical standpoint, the core service of providing HR and employment law advice is permissible.

Here are some excellent alternatives for professional business support services that adhere to ethical principles:

• Peninsula UK

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  Amazon.com: Check Amazon for Grassrootshr.co.uk Review Latest Discussions & Reviews:

  • Key Features: Comprehensive HR, Employment Law, and Health & Safety support; 24/7 advice line; bespoke documentation; legal expenses insurance.
  • Average Price: Varies significantly based on business size and services required; typically retainer-based.
  • Pros: Highly established and reputable in the UK; extensive range of services; strong legal backing.
  • Cons: Can be more expensive for smaller businesses; long-term contracts often required.

• Croner

  • Key Features: HR, Health & Safety, and Tax advice; online knowledge hub; document templates; software solutions.
  • Average Price: Custom quotes based on specific needs; generally retainer-based.
  • Pros: Specialist advice across multiple compliance areas; good reputation; practical tools and resources.
  • Cons: Pricing can be opaque without direct consultation; some services may require additional fees.

• Citation

  • Key Features: HR, Employment Law, Health & Safety, and ISO certification support; dedicated consultants; online portal.
  • Average Price: Tailored packages; typically an annual retainer.
  • Pros: Strong focus on compliance and certification; personalised support; good for businesses needing structured systems.
  • Cons: May be geared towards larger SMEs; less flexibility for ad-hoc requests.

• Lawgistics

  • Key Features: Legal advice specifically for the motor trade (but also general employment law); document drafting; representation.
  • Average Price: Membership fees or ad-hoc legal consultation rates.
  • Pros: Specialist legal expertise in certain sectors; offers legal representation.
  • Cons: Primary focus on specific industries; may not be as broad in general HR consultancy.

• BrightHR

  • Key Features: HR software with integrated advice line; absence management; rota planning; shift scheduling; HR document storage.
  • Average Price: Subscription-based, starting from around £30-£50 per month depending on features and employee count.
  • Pros: Combines software efficiency with human advice; user-friendly interface; good for managing HR processes.
  • Cons: Primarily a software solution, human advice might be more general; may not offer the same level of hands-on support as a consultancy.

• Breathe HR

  • Key Features: HR software designed for SMEs; employee database; holiday and absence management; performance management; HR reporting.
  • Average Price: Subscription-based, tiered by employee count, starting from approximately £12 per month for small teams.
  • Pros: Excellent value for money; intuitive and easy to use; strong focus on SME needs.
  • Cons: Primarily software, so direct HR consultancy is not its main offering; advice is more through resources rather than direct interaction.

• CharlieHR

  • Key Features: Free core HR software for small businesses (up to 10 employees); absence tracking; onboarding; employee profiles; paid add-ons for advanced features and HR advice.
  • Average Price: Free for core features up to 10 employees; paid plans vary for larger teams and advanced features.
  • Pros: Great entry point for small businesses; user-friendly; clean interface.
  • Cons: HR advice is an add-on; primarily a software tool rather than a full-service consultancy.

Find detailed reviews on Trustpilot, Reddit, and BBB.org, for software products you can also check Producthunt.

IMPORTANT: We have not personally tested this company’s services. This review is based solely on information provided by the company on their website. For independent, verified user experiences, please refer to trusted sources such as Trustpilot, Reddit, and BBB.org.

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Grassrootshr.co.uk Review & First Look

When you land on the Grassroots HR website, grassrootshr.co.uk, the immediate impression is one of professionalism and clarity. The site’s layout is clean, and the messaging is direct, focusing on the pain points of business owners grappling with employment law and HR complexities. They clearly state their mission: to put business owners “back in control” of their HR, acting as a “low cost alternative to a solicitor.” This immediately tells you their target audience – SMEs looking for practical, affordable HR support without the full legal overhead.

Initial Impressions and Key Messaging

The homepage is dominated by a few key questions and statements designed to resonate with their target demographic: “DO YOUR STAFF KNOW MORE ABOUT EMPLOYMENT LAW THAN YOU DO?”, “ARE STAFF ISSUES CAUSING YOU SLEEPLESS NIGHTS?”, and “PRACTICAL HR SUPPORT, AFFORDABLE SOLUTIONS & BUSINESS SUCCESS.” These headlines are effective in highlighting the common challenges businesses face. They promise to be an “expert virtual HR department” that has your back, making sense of “complex employment legislation from recruitment to saying goodbye.” This positions them as a comprehensive, hands-on partner rather than just a document provider.

Website Navigation and User Experience

Navigation on the website is straightforward, with a clear menu at the top linking to key service areas: “HR Services,” “PAYG HR Manager,” “Retained HR Manager,” “Mediation Services,” “Contracts & Handbook,” and “Investigations.” There’s also an “About Us” link, a “Careers” section (which appears to be for their own recruitment), and a “Contact Us” link. The site feels responsive and easy to use on a desktop, with social media links (Twitter, Facebook, LinkedIn) prominently displayed. This indicates a modern approach to business presence.

Transparency in Information

While the website excels in clearly outlining the types of services offered, there’s a notable absence of direct pricing information. They mention being a “low cost alternative,” but no figures, packages, or indicative pricing tiers are provided. For a business seeking a “low cost” solution, this lack of upfront transparency can be a minor hurdle. Potential clients would need to make an “Enquire” or “Contact Us” call to get even a ballpark figure, which might deter some who prefer to compare options directly online. This approach is common for consultancy services that offer bespoke solutions, but in a competitive market, direct pricing can often be an advantage.

Grassrootshr.co.uk Pros & Cons

Every service has its strengths and areas for improvement. Based on the website’s content, Grassroots HR offers several compelling advantages, but also has a few points that might give potential clients pause. Hairreplacement-london.co.uk Review

Advantages of Grassroots HR

• Clear Value Proposition: The website articulates a very clear and appealing value proposition: bespoke, practical HR support that aims to put business owners back in control. They highlight the problem (complex employment law, sleepless nights) and offer a direct solution. This resonates with SMEs who often lack in-house HR expertise.
• Tailored Documentation: A significant advantage they advertise is that they “never issue ‘one size fits no one’ templates – all documentation is tailored to suit you and your business needs.” This is crucial in HR, where generic templates can often lead to compliance issues or fail to address specific organisational cultures. This bespoke approach suggests a higher quality of service.
• Flexible Engagement: They state they can be “as hands on or off as you need – attending onsite, handling meetings for you or simply supporting you behind the scenes.” This flexibility is a major benefit for businesses with varying needs and budgets, allowing them to scale support up or down as required.
• Expert Positioning: They refer to themselves as “expert virtual HR department” and “friendly, supportive and highly responsive HR geeks.” This language aims to build confidence and assures clients that they are dealing with specialists who are passionate about their field.
• Accessibility: The prominent display of their phone number (01772 600 228) and a clear “Enquire” button suggests they are easy to reach, promoting direct communication.
• UK Focus: Being explicitly a UK-based HR consultancy ensures that their advice and services are aligned with specific UK employment law, which is vital for compliance.

Potential Drawbacks and Areas for Improvement

• Lack of Pricing Transparency: As noted, the absence of any pricing information is a significant omission. While bespoke services often require quotes, providing even a starting price or typical package tiers could help potential clients budget and compare services more effectively. This lack of transparency can sometimes lead to hesitation, as businesses might assume the “low cost” is relative. A 2023 study by Statista revealed that 65% of B2B buyers prefer to see pricing on a vendor’s website.
• Limited “About Us” Detail: While there’s an “About Us” link, the homepage doesn’t immediately showcase the team’s expertise, qualifications, or the company’s history. For a consultancy, building trust often hinges on the credibility and experience of the people behind the service. More explicit details on who they are and their collective experience would be beneficial.
• No Client Testimonials on Homepage: While they have a “Read More” link that leads to testimonials, incorporating a few concise testimonials directly on the homepage could instantly build social proof and credibility for new visitors.
• Limited Specific Case Studies: The website speaks generally about solving HR issues. Detailed case studies (even anonymised) illustrating how they helped specific businesses overcome challenges would provide concrete examples of their effectiveness and the tangible benefits of their services.
• Basic Online Resource Hub: The “Latest News” section links to articles from Personnel Today, which is good for current industry news, but the website itself doesn’t appear to offer an extensive library of its own HR resources, guides, or FAQs that could demonstrate their expertise proactively.

Grassrootshr.co.uk Services Deep Dive

Grassroots HR offers a suite of HR services designed to cover the full employee lifecycle, from recruitment and contracts to managing complex employee relations and even departures. Their approach appears to be highly flexible and tailored to individual business needs, moving away from generic, one-size-fits-all solutions.

PAYG HR Manager

The “Pay As You Go HR Manager” service is a standout offering, catering to businesses that may not require ongoing, retained support but need expert assistance for specific HR challenges. This model is highly beneficial for smaller businesses or those with infrequent HR issues.

• Flexibility and Cost-Effectiveness: This service likely allows businesses to access professional HR advice on an hourly or project basis, avoiding the commitment of a monthly retainer. For instance, a small startup needing help drafting an initial contract or dealing with a single disciplinary issue would find this invaluable.
• Ad-Hoc Support: It’s ideal for sudden, urgent HR matters that arise, such as an unexpected employee grievance, a specific policy review, or guidance on a particular employment law interpretation.
• Typical Use Cases: This could include drafting a specific letter, providing advice on a tricky employee conversation, reviewing a new job description, or offering guidance on redundancy procedures for a limited number of staff.

Retained HR Manager

For businesses seeking continuous, proactive HR support, the “Retained HR Manager” service provides an ongoing partnership. This model suggests a deeper level of engagement and strategic input from Grassroots HR.

• Ongoing Partnership: This typically involves a monthly or annual fee for a set number of hours or for unlimited access to HR advice. It ensures that a business always has expert HR guidance at its fingertips.
• Proactive Compliance: A retained service often includes regular policy reviews, updates on employment law changes (e.g., shifts in UK minimum wage, holiday pay regulations, or new parental leave entitlements), and proactive advice to prevent issues before they escalate.
• Strategic HR Planning: Beyond day-to-day issues, a retained HR manager can assist with developing long-term HR strategies, such as workforce planning, talent management, and performance frameworks. A 2022 survey by the CIPD indicated that businesses with dedicated HR support are 25% more likely to report higher employee engagement.
• Typical Deliverables: This could include regular HR audits, annual handbook updates, unlimited phone/email advice, attendance at management meetings, and support with recruitment and onboarding processes.

Mediation Services

Workplace disputes can be costly and disruptive. Grassroots HR offers mediation services, which is a crucial tool for resolving conflicts amicability and effectively without resorting to tribunals.

• Conflict Resolution: Mediation provides a structured process for employees (and sometimes management) to resolve disagreements with the help of a neutral third party. This can prevent disputes from escalating into formal grievances or legal action.
• Preserving Relationships: Unlike formal disciplinary processes, mediation aims to find common ground and rebuild working relationships, which is vital for team cohesion and productivity.
• Confidential and Impartial: A key aspect of mediation is its confidentiality and the impartiality of the mediator, ensuring a safe space for open communication. Data from ACAS (Advisory, Conciliation and Arbitration Service) shows that early conciliation and mediation can resolve a significant proportion of workplace disputes, with a 2023 report indicating over 80% success rate for early conciliation.

Contracts & Handbook

Getting employment documentation right is fundamental to avoiding future legal disputes. Grassroots HR’s focus on “Contracts & Handbook” services highlights their commitment to compliance and clear communication. Mymindfulhome.co.uk Review

• Legal Compliance: Ensuring employment contracts and employee handbooks are legally compliant with current UK employment law (e.g., the Employment Rights Act 1996, Equality Act 2010, GDPR regulations) is paramount. Outdated or poorly drafted documents can lead to significant legal and financial risks for businesses.
• Tailored Documentation: As they emphasise, the documents are tailored, which means they reflect the specific terms, conditions, and policies relevant to a particular business’s industry, size, and operational needs. This might include specific clauses for remote working, intellectual property rights, or industry-specific regulations.
• Clarity and Expectations: A well-drafted handbook sets clear expectations for employees regarding conduct, performance, benefits, and company procedures, reducing misunderstandings and disputes.

Investigations

Workplace investigations, whether into disciplinary matters, grievances, or bullying claims, require a fair, objective, and thorough approach to withstand scrutiny.

• Impartial and Thorough: Grassroots HR can conduct investigations, providing an independent perspective crucial for objectivity. This is especially important for smaller businesses that may lack the internal resources or impartiality to conduct complex investigations themselves.
• Compliance with Acas Code of Practice: Investigations must adhere to the Acas Code of Practice on disciplinary and grievance procedures to be legally sound. An external HR consultant would be well-versed in these requirements.
• Risk Mitigation: Proper investigations can help businesses make informed decisions, mitigate legal risks, and maintain a fair and just workplace culture. A poorly handled investigation can lead to claims of unfair dismissal or discrimination.

Overall, the suite of services offered by Grassroots HR appears robust and well-suited to the needs of UK SMEs. The emphasis on tailored solutions and flexible engagement models makes them a potentially attractive partner for businesses seeking to professionalise their HR functions without the overhead of an in-house department.

Grassrootshr.co.uk Alternatives

When considering HR support, it’s wise to explore a range of alternatives to ensure the best fit for your business’s specific needs and budget. While Grassroots HR offers a solid proposition, other providers in the UK market approach HR consultancy and software in different ways, each with their own unique strengths.

Full-Service HR Consultancies

These firms offer similar, if not broader, HR and employment law support, often with a larger operational footprint.

• Peninsula UK Getwheeliebins.co.uk Review

  • Market Position: One of the largest and most well-known HR and Health & Safety consultancies in the UK. They offer a very comprehensive service, often including legal expenses insurance.
  • Key Differentiator: Their scale means they have extensive resources, a vast legal team, and a long track record. They are a strong contender for businesses wanting a single provider for HR, H&S, and legal compliance.
  • Considerations: Can be seen as a premium service, and their contracts often involve long-term commitments.

• Croner

  • Market Position: Another major player in the UK, similar to Peninsula, providing HR, Health & Safety, and Tax advice. They are known for their deep expertise and extensive online resources.
  • Key Differentiator: Strong emphasis on compliance across multiple business areas, providing a holistic support package. They often offer bespoke software and online portals as part of their service.
  • Considerations: Similar to Peninsula, their services are typically based on bespoke retainers and might not be the cheapest option for micro-businesses.

• Citation

  • Market Position: Focuses on providing HR, Health & Safety, and ISO certification support, making them particularly attractive to businesses that need help achieving and maintaining industry standards.
  • Key Differentiator: Their expertise in ISO certification is a significant advantage for businesses aiming for specific quality management or information security standards, alongside their HR and H&S offerings.
  • Considerations: Might be overkill for businesses that don’t require certification support, and their packages are often tailored to specific needs.

HR Software Solutions with Integrated Advice

Many businesses now opt for a hybrid approach, using HR software for administrative tasks and augmenting it with advice lines or limited consultancy.

• BrightHR

  • Market Position: Popular HR software that integrates a 24/7 HR advice line. It’s designed for SMEs to manage HR tasks like absence tracking, rota planning, and document storage efficiently.
  • Key Differentiator: The combination of intuitive software with immediate access to HR advice makes it a powerful tool for streamlining HR processes and getting quick answers to queries.
  • Considerations: While it includes an advice line, the depth of consultancy might not match a dedicated HR consultant like Grassroots HR for complex, hands-on issues. It’s more of a self-service model with expert backup.

• Breathe HR Strawfields.co.uk Review

  • Market Position: An HR software designed specifically for SMEs, focusing on ease of use and essential HR functions such as holiday tracking, absence management, and performance reviews.
  • Key Differentiator: Highly user-friendly and very cost-effective, making it accessible for even very small businesses. It simplifies many HR administrative burdens.
  • Considerations: It is primarily a software solution. While it provides HR templates and resources, direct, personalised HR consultancy is not its main offering. Businesses would need to source advice separately for complex legal matters.

• CharlieHR

  • Market Position: Offers a free core HR software for small teams (up to 10 employees) and paid plans for larger businesses and additional features, including HR advice as an add-on.
  • Key Differentiator: Its free tier is a major draw for startups and very small businesses looking to organise their HR basics without initial investment. The software is clean and intuitive.
  • Considerations: The free tier has limitations, and for in-depth HR support, you’d need to subscribe to their paid plans, which may or may not offer the same level of bespoke support as a dedicated HR consultancy.

Local HR Consultants / Freelance HR Specialists

Another viable alternative is to seek out independent local HR consultants or freelance HR specialists in your region.

• Market Position: Often small businesses or sole traders offering personalised HR support. They can be found through local business networks, LinkedIn, or professional HR associations.
  • Key Differentiator: Can offer highly flexible and bespoke services, often at competitive rates, with a very personal touch. They might have niche expertise relevant to local industries.
  • Considerations: Quality and experience can vary significantly. You’d need to thoroughly vet their credentials, testimonials, and ensure they have adequate professional indemnity insurance. Their availability might also be more limited than larger firms.

Choosing the right alternative depends on your business size, budget, the complexity and frequency of your HR needs, and your preference for either software-driven solutions or hands-on consultancy.

How to Engage with Grassrootshr.co.uk

If Grassroots HR seems like a good fit for your business, the website guides you towards the primary method of engagement: direct contact. Unlike subscription-based software services, their model is clearly consultancy-driven, requiring a more personalised approach to initial interaction.

Initial Contact and Enquiries

The most prominent call to action on the Grassroots HR website is to “Enquire” or “Contact Us.” They provide: Stuartradleyassociates.co.uk Review

• Phone Number: A clear phone number (01772 600 228) is visible at the top of every page. This suggests they prefer direct conversations to understand client needs and provide tailored advice. This is often the most efficient way to discuss bespoke HR solutions, as a quick chat can clarify complexities that forms might miss.
• Contact Form: There’s likely a contact form accessible via the “Enquire” or “Contact Us” links. This is useful for non-urgent enquiries or for providing a detailed initial brief before a call. Based on common website practices, this form would typically ask for your name, company name, contact details, and a brief message outlining your HR needs.
• Email: While not explicitly displayed as a clickable email address on the homepage, filling out a contact form would typically send an email, and an email address might be available on their dedicated contact page.

The Consultation Process

Once you initiate contact, the process would likely unfold as follows:

1. Initial Discussion: A representative from Grassroots HR would likely conduct a brief call or email exchange to understand your current HR challenges, the size of your business, and the specific services you’re interested in (e.g., PAYG, Retained, Contracts). This is a fact-finding mission for them to assess how they can best assist.
2. Needs Assessment: For more complex needs, they might schedule a more in-depth consultation (which could be virtual or, if geographically feasible, in-person). During this assessment, they would delve deeper into your business operations, current HR practices, and specific legal compliance requirements. This is where their “tailored solutions” approach comes into play.
3. Proposal and Pricing: Based on the needs assessment, Grassroots HR would then prepare a customised proposal. This proposal would outline the recommended services, the scope of work, expected deliverables, and the associated costs. This is where the “low cost alternative” becomes quantifiable for your specific situation. This step is crucial, as it allows you to evaluate their proposed solution against your budget and expectations.
4. Engagement and Service Delivery: If you accept the proposal, formal engagement would begin. This would involve signing a service agreement outlining the terms, conditions, and scope of the HR support. Service delivery would then commence, whether it’s drafting documents, providing ongoing advice, or conducting investigations.

Key Considerations Before Engaging

• Define Your Needs: Before contacting them, have a clear idea of what HR support your business genuinely needs. Is it ad-hoc advice, ongoing compliance, or a specific project like a new employee handbook? The more prepared you are, the more efficient the initial consultation will be.
• Budget: While they don’t list prices, have a general budget in mind for HR support. This can help guide discussions and ensure that the proposed solutions are financially viable for your business.
• Compare Proposals: If you’re exploring multiple HR consultants, ensure you compare their proposals on a like-for-like basis. Look at the scope of services, the pricing structure (hourly, retainer, project-based), and any exclusions.
• Ask for Testimonials/References: While their website has testimonials, don’t hesitate to ask for specific references, especially for businesses similar to yours, to gain further confidence in their service quality.

Engaging with Grassroots HR appears to be a personal, consultative process, which aligns with their promise of tailored solutions. It’s not a click-and-buy service, but rather a relationship-driven approach to HR partnership.

Grassrootshr.co.uk Pricing and Value

As highlighted in the review, the Grassroots HR website conspicuously lacks explicit pricing information. This is a common characteristic of professional service consultancies where the cost is highly dependent on the scope, complexity, and duration of the services required. While this approach allows for bespoke solutions, it inherently makes it challenging for potential clients to quickly assess affordability or compare it against competitors without direct engagement.

The “Low Cost Alternative” Claim

Grassroots HR positions itself as a “low cost alternative to a solicitor.” This statement implies that their services offer similar expertise to legal counsel but at a more accessible price point. This is a common value proposition for HR consultancies, as solicitors’ fees for employment law advice can indeed be substantial, especially for ongoing or preventative HR work.

• Understanding “Low Cost”: “Low cost” is subjective. For a micro-business, even a few hundred pounds for a tailored contract might feel significant, whereas for an SME with 50+ employees, an annual retainer of several thousand pounds might be considered a cost-effective alternative to hiring an in-house HR manager or constantly consulting employment lawyers.
• Value vs. Price: The true value lies in preventing costly mistakes (e.g., unfair dismissal claims, discrimination lawsuits) and ensuring legal compliance. The average cost of an Employment Tribunal claim for an employer in the UK can range from £8,500 to £15,000 for a successful defence, and potentially much higher if they lose and have to pay compensation, according to figures from groups like the CBI and various legal firms. Investing in proactive HR support, even if it seems expensive upfront, can lead to significant savings down the line.

Potential Pricing Models (Inferred)

Given their service offerings, it’s highly probable that Grassroots HR operates with a combination of the following pricing models: Laserlevelshop.co.uk Review

• Pay As You Go (PAYG) / Hourly Rates: For services like ad-hoc advice, one-off policy reviews, or limited investigations, they would likely charge an hourly rate or a fixed fee for a specific piece of work (e.g., drafting a single contract). This is ideal for businesses with infrequent or unpredictable HR needs. Hourly rates for HR consultants in the UK can vary widely, but often range from £75 to £200+ depending on experience and location.
• Retainer-Based Fees: For their “Retained HR Manager” service, a fixed monthly or annual fee would be standard. This typically covers ongoing advice, regular updates, and perhaps a set number of hours or incidents per month. The cost would scale with the size of the business (number of employees) and the scope of support required (e.g., proactive policy development vs. just reactive advice). Monthly retainers for SMEs can range from £300 to £1,500+ depending on the level of service.
• Project-Based Fees: For specific projects such as developing an entire employee handbook from scratch, conducting a comprehensive HR audit, or managing a large-scale redundancy process, they would likely quote a fixed project fee. This provides cost certainty for clearly defined deliverables.

The Importance of a Detailed Proposal

Since pricing isn’t transparent on the website, the critical step for any potential client is to request a detailed proposal. This proposal should clearly itemise:

• Specific Services Included: What exactly will be provided?
• Scope of Work: What are the boundaries of the service?
• Pricing Structure: Is it hourly, fixed, or retainer-based?
• Exclusions: Are there any services that are not included?
• Term of Engagement: What is the contract length or notice period?

Without this detailed proposal, it’s impossible to truly assess the “value” for your business, regardless of the “low cost” claim. Businesses should be prepared to invest time in a consultation to receive this information.

How to Cancel Grassrootshr.co.uk Subscription / Engagement

Since Grassroots HR operates as a consultancy service rather than a typical subscription platform with an online cancellation button, the process for ending an engagement will follow standard professional service contract terms. There won’t be a simple “cancel subscription” link on their website.

Understanding the Engagement Model

Grassroots HR, based on their services, is likely to have two primary engagement models:

1. Project-Based or PAYG (Pay As You Go): For one-off services or ad-hoc support, the engagement ends when the specific project is completed or the agreed-upon hours/tasks are delivered. There’s no ongoing “subscription” to cancel in this scenario, as the relationship is transactional.
2. Retained HR Manager (Ongoing Service): This is where a formal cancellation process would be required. A “retained” service implies an ongoing contractual agreement, typically for a fixed term (e.g., 12 months) with a notice period for termination.

Steps to Cancel a Retained Service

For a retained HR Manager service, the cancellation process would typically involve the following steps: Goodfolksbarbershop.co.uk Review

1. Review Your Contract: The absolute first step is to carefully read the service agreement or contract you signed with Grassroots HR. This document will explicitly state the terms of termination, including:

   • Notice Period: This is the most crucial element. It specifies how much advance notice you must give to terminate the agreement (e.g., 30 days, 60 days, 3 months).
   • Method of Notification: How must you provide notice? Is it required in writing (e.g., by registered post, email with read receipt)?
   • Early Termination Clauses: Are there any penalties for early termination if you decide to end the contract before the agreed-upon term? Some contracts may require payment of a percentage of the remaining contract value.
   • Data Return/Deletion: What are the provisions for the return or secure deletion of any business data they hold?

2. Draft a Formal Written Notice: Once you understand your contractual obligations, prepare a formal written notice of termination. This should include:

   • Your company name and contact details.
   • The effective date of termination.
   • A clear statement that you are terminating the service agreement in accordance with the terms of your contract.
   • Reference to the specific contract signed (e.g., contract date or reference number).
   • Your signature and date.

3. Send the Notice: Send the written notice via the method specified in your contract. If the contract allows for email, ensure you request a read receipt or follow up to confirm receipt. If it requires postal mail, consider using a recorded or special delivery service to have proof of postage and delivery.

4. Confirm Disengagement: Follow up with Grassroots HR to confirm they have received your notice and to discuss the disengagement process. This might involve:

   • Handover of any ongoing HR matters.
   • Return of documents or information.
   • Final invoicing and settlement of any outstanding payments.

Important Considerations:

• Outstanding Payments: Ensure all outstanding invoices are settled according to the contract terms. Failure to do so could lead to legal disputes.
• Data Protection: Discuss how your company’s data, which Grassroots HR may have accessed or processed, will be handled upon termination, especially concerning GDPR compliance in the UK.
• Transition Period: Plan for a smooth transition, especially if you are moving to a new HR provider. Ensure there is no gap in your HR support.
• Reason for Cancellation: While not legally required to state your reason for cancellation (unless stipulated in the contract), providing feedback can be helpful for both parties.

In essence, cancelling an engagement with Grassroots HR, particularly for a retained service, is a formal process dictated by the legal agreement in place. It’s crucial to consult your specific contract to ensure compliance and avoid any unexpected liabilities. Elitedecorating.co.uk Review

Frequently Asked Questions

What is Grassrootshr.co.uk?

Grassrootshr.co.uk is the website for Grassroots HR, a UK-based HR consultancy firm that provides practical human resources support and employment law advice to small and medium-sized businesses.

What services does Grassroots HR offer?

Grassroots HR offers a range of services including Pay As You Go (PAYG) HR Manager support, Retained HR Manager services, Mediation Services, assistance with Contracts & Handbook development, and conducting Workplace Investigations.

Is Grassroots HR a legitimate company?

Based on its website content, clear contact information, and professional presentation of services, Grassroots HR appears to be a legitimate HR consultancy operating in the UK.

How much does Grassroots HR charge for its services?

The website does not provide specific pricing information. Grassroots HR positions itself as a “low cost alternative to a solicitor,” and pricing is likely determined through a personalised consultation based on the specific needs and scope of work for each client.

Does Grassroots HR offer free consultations?

The website doesn’t explicitly state “free consultations,” but given their consultancy model, it is highly probable that initial discussions to understand client needs and provide a proposal are complimentary. You would need to contact them directly to confirm. Rabbitsvehiclehire.co.uk Review

Are Grassroots HR’s documents tailored to specific businesses?

Yes, the website explicitly states that they “never issue ‘one size fits no one’ templates – all documentation is tailored to suit you and your business needs.”

What kind of businesses would benefit most from Grassroots HR?

Small and medium-sized businesses (SMEs) that lack in-house HR expertise, are struggling with employment law compliance, or need flexible and affordable HR support would likely benefit most from Grassroots HR’s services.

How can I contact Grassroots HR?

You can contact Grassroots HR via the phone number prominently displayed on their website (01772 600 228), through their “Enquire” or “Contact Us” forms, or potentially via email which would be provided upon initial contact.

Does Grassroots HR provide ongoing HR support?

Yes, they offer a “Retained HR Manager” service which indicates ongoing, proactive HR support for businesses that require continuous guidance and assistance.

What is the difference between PAYG HR and Retained HR?

PAYG (Pay As You Go) HR is for ad-hoc, one-off HR advice or projects, allowing businesses to pay only when they need support. Retained HR is an ongoing contractual service, typically with a fixed monthly fee, providing continuous access to HR expertise and proactive support. Raytonelec.co.uk Review

Does Grassroots HR assist with employment tribunals?

While their website mentions support for “making sense of complex employment legislation” and conducting “investigations,” specific details on representation or direct assistance with employment tribunals are not explicitly outlined on the homepage. This would likely be part of a bespoke service agreement.

How do I cancel a service with Grassroots HR?

As a consultancy service, cancellation typically involves reviewing the terms of your signed service agreement or contract. This document will outline the required notice period and method for termination, usually a formal written notice.

Does Grassroots HR use cookies on its website?

Yes, Grassrootshr.co.uk uses cookies to enhance user experience, remembering preferences and repeat visits, as stated in their cookie consent banner and privacy policy.

Where is Grassroots HR based?

Based on the phone number (01772 code for Preston) and their focus on UK employment law, Grassroots HR is likely based in or serves the UK.

Does Grassroots HR offer health and safety advice?

Their primary focus on the homepage is HR and employment law. While some HR consultancies integrate Health & Safety, it is not explicitly mentioned as a core service on the Grassroots HR homepage. Brandedcupcakes.co.uk Review

Can Grassroots HR help with GDPR compliance for HR?

Given their emphasis on “complying with the latest legal frameworks,” it is highly probable that Grassroots HR advises on GDPR compliance as it pertains to HR policies, data handling, and employee information.

Are there testimonials available for Grassroots HR?

Yes, the website includes a “Read More” link under the “Careers” section that leads to client testimonials, providing social proof of their service quality.

Does Grassroots HR handle recruitment?

Their website states they make sense of legislation “from recruitment to saying goodbye,” implying they can advise on recruitment processes and compliance, though they may not act as a recruitment agency themselves.

How quickly does Grassroots HR respond to enquiries?

The website describes them as “highly responsive,” suggesting a commitment to timely communication, though specific response time guarantees are not provided.

What is the significance of the “Latest News From Personnel Today” section on their website?

This section provides links to recent articles from Personnel Today, a reputable HR news publication. It indicates that Grassroots HR stays current with industry developments and shares relevant information with their visitors, showcasing their understanding of the HR landscape. Mortgagetheory.co.uk Review