Good morning
Needs attention
Legal risk first, then overdue, then due in the next 14 daysKey numbers
No figure about fewer than 5 people; 5 to 19 shown as “x of y”Coming up
The next 90 daysPick up where you left off
Handle a situation
Manager Hub
Triage a people situation and get the script and steps.
Investigations & Disciplinary
Run a fair investigation and hearing, with every letter.
HR Requests
Log HR requests and keep each one to its due date.
Adjustments
Track adjustment requests, decisions and reviews.
Change
Plan a change: legal checks, consultation dates and agreements.
Hire and onboard
Hiring Tracker
Every vacancy from approval to the first day.
Probation Tracker
Review dates, the decision deadline and the six-month point.
Lifecycle tools
Onboarding, leavers with final pay, and redundancies.
Pay and reward
Pay tools
Check minimum wage with the working, then plan the pay review.
Performance and development
Goals & Performance
Objectives, scorecards and the 9-box.
Performance Improvement
PIP and capability cases, from informal to final stage.
Coaching
Structured coaching pathways, private to the individual.
Skills & Training
Skills cover, required-training dates and the learning plan.
Succession
Critical roles, successors and emergency cover.
CIPD Accreditation
Track HR team members against CIPD grade requirements.
Policies and legal duties
Policy Centre
Policy reviews, staff acknowledgements, flexible working and family leave.
Statutory Compliance Hub
Standing employer duties and the ERA 2025 tracker.
Harassment micro-training
Ten-minute modules with a quiz and certificate.
HR Audit Tool
A gap analysis of your current practices.
Reporting and the board
Board Metrics
Headcount, turnover and absence over time, and the board pack.
People Data
Monthly counts, turnover and absence to one set of definitions.
People Plan
Goals, headcount, role costs, risks and the law horizon.
HR Maturity Scorecard
Where your HR is now, across 8 areas.
Wellbeing, engagement and ESG
Engagement
Engagement results and a survey for your objectives.
Retention
Key roles, stay conversations and retention actions.
ESG Assessment
Environmental, social and governance assessment.
Documents and AI
Document Generator
Letters, policies and forms tailored to your company.
Document Library
Every document you have generated, to re-open or download.
Email Generator
HR emails and consultation letters.
Deck Generator
Briefing, strategy and training slide outlines.
HR Advisor AI
Ask an HR question and get UK guidance.
How it all fits together
How the parts connect, and every tool in the menu.
The 14 HR modules
Your people data stays with you
HR Edge keeps your employee information on this device. You can lock it with your own passphrase, and personal details are removed before anything is sent to the AI.
Encrypt data on this device
Switch this on and everything HR Edge stores in this browser (employee records, case notes, coaching, saved documents, scores) is encrypted with AES-256. Only your passphrase unlocks it, and it never leaves this device. HR Edge cannot recover it for you, so keep an encrypted backup somewhere safe.
AI privacy shield
Before HR Edge asks the AI to tailor a document or answer a question, it swaps people's names, email addresses, phone numbers, National Insurance numbers and dates of birth for placeholders such as [PERSON_1]. The AI never sees them. The real details are put back into the result here, on your device.
The shield recognises names you enter in HR Edge (employees, recipients, contacts). Avoid typing other people's names into free-text boxes; describe them by role instead, for example "the team leader".
What leaves this device
| Information | Where it is kept |
|---|---|
| Employee records, case notes, workflow progress, coaching, saved documents | This device only (encrypted if you switch encryption on) |
| Text you ask the AI to work on | Sent to the AI model to produce your answer, with personal details replaced by placeholders when the shield is on |
| Company profile (name, sector, size, brand colours) | This device; included in AI requests so documents are tailored to your organisation |
Delete everything on this device
Removes all HR Edge data from this browser, for example before handing the computer to someone else. Download a backup first if you want to keep it.
Your Company Profile
Your details pre-fill every document, email, and deck generated by HR Edge. Complete your profile to get the most contextualised guidance.
Company Details
IncompleteHR Maturity
Not setBrand & Identity
Not setStatutory Compliance Hub
Your single view of UK employer obligations — the standing duties that never expire, plus the time-bound Employment Rights Act 2025 reforms. RAG-rate each one, then generate a prioritised compliance action plan.
What is ESG — and how do you actually do it?
A plain-English guide to Environmental, Social & Governance for SMEs — what it means, why it increasingly matters to your customers, staff and lenders, and a practical step-by-step way to get going. Each step links straight to the tool in your ESG Suite that does the work.
ESG stands for Environmental, Social and Governance. It's simply a way of looking at how responsibly and sustainably a business runs — beyond just profit. It's not a fad or a compliance box: it's how customers decide who to buy from, how good people decide where to work, and increasingly how banks, investors and big clients decide who to back. For an SME, doing ESG well is really about running a resilient, trusted, well-governed business — and being able to show it.
Environmental
How your business affects the natural world — and how environmental change affects you.
- Energy use & carbon emissions
- Waste & recycling
- Water & resources
- Travel & supply chain
Social
How you treat your people and the communities you touch — often where HR and ESG overlap most.
- Fair pay & conditions
- Health, safety & wellbeing
- Diversity & inclusion
- Training & communities
Governance
How the business is led, controlled and held to account — the trust foundation everything else sits on.
- Ethics & anti-bribery
- Data protection & security
- Risk & compliance
- Board & decision-making
The one idea that makes ESG click: materiality
You don't have to do everything at once. Materiality means focusing on the issues that genuinely matter to your business and your stakeholders. A logistics firm weights carbon and driver safety heavily; a software firm weights data privacy and talent. The skill is knowing which issues are material to you — and that's exactly what the suite's assessment is built to find.
ESG used to feel like a big-corporate concern. Not any more — it reaches smaller businesses through the people they deal with:
Winning & keeping work
Larger clients and the public sector increasingly ask suppliers ESG questions in tenders. Good answers win contracts; no answers lose them.
Access to finance
Banks and investors increasingly factor ESG into lending and valuation. A credible ESG position can mean better terms.
Attracting talent
People — especially younger talent — choose employers whose values they share. ESG is part of your employer brand.
Resilience & risk
Energy costs, regulation, supply-chain and reputational risks all sit inside ESG. Managing them makes the business stronger.
The UK direction of travel
Reporting expectations are widening. Large UK companies already report under SECR; the EU's CSRD is pulling more businesses — including some listed SMEs and suppliers — into structured ESG reporting from 2026 onwards, and UK Sustainability Reporting Standards are coming. Even where you're not required to report, your customers and lenders increasingly ask. Getting ahead now is far easier than scrambling later.
You don't need a consultant or a sustainability department. Here's the route the ESG Suite is built around — each step links to the tool that does it.
Map your stakeholders
Start with who matters — customers, employees, investors, suppliers, regulators, community. Their priorities shape what's material to you. Capture them, and optionally survey them, so your assessment reflects real expectations, not guesswork.
👥 Open Stakeholders →Assess where you stand
Work through the Environmental, Social and Governance topics. For each, record the evidence of what's actually in place (which sets your maturity) and judge how material it is. Honest gaps are the point — that's where the value is.
📝 Open Assessment →See your priorities on the matrix
The double-materiality matrix plots each issue by importance vs. how well you manage it. The top-right — highly material, low maturity — is your critical zone: the handful of things to act on first.
🎯 Open Matrix →Build an action plan
Turn the gaps into a prioritised plan — what to do, in what order, with the quick wins first. Proportionate for an SME, not a corporate programme.
✅ Open Action Plan →Measure what matters
Track a focused set of metrics (avoid "KPI inflation"). And if emissions are material, use the carbon calculator to estimate your Scope 1/2/3 footprint from activity data.
📈 Open Metrics → 🌫 Open Carbon →Report & track progress
Produce a board-ready ESG report or a framework-aligned disclosure document (GRI / SASB / ESRS / UK SRS) to share with clients and lenders. Save snapshots so you can show improvement over time — the thing stakeholders most want to see.
📊 Open Overview →Every part of the journey above has a dedicated tool. Jump straight in:
Overview
Your ESG readiness score, sector benchmark, re-assessment history and full report / disclosure exports.
Stakeholders
Register the people who matter and survey their ESG priorities to ground your materiality.
Assessment
Evidence-based maturity and materiality across 20 ESG topics, with coordinator guidance.
Materiality Matrix
The double-materiality map that surfaces your critical-zone priorities.
Action Plan
A prioritised, practical plan that turns gaps into next steps.
Carbon Footprint
Estimate Scope 1/2/3 emissions from your activity data, with a reduction plan.
Isn't ESG just for big corporates?
Where should I start if I've done nothing yet?
Do I have to report publicly?
How is this different from paying a consultant?
Sometimes the clearest way to understand what's required is to see a complete one done well. We've built a fully worked, annotated example ESG assessment for a fictional SME — every category filled in, with teaching notes explaining why each maturity rating and materiality call was made, plus framework references.
Open the Worked Example & Annotated Reference →
A complete example disclosure with annotations on every category — the gold-standard template to follow. Viewable here and downloadable.
Ready to begin?
Start by mapping your stakeholders, then run your first assessment. It's quicker than you'd think.
A full ESG assessment, worked through and explained
A complete, annotated example for a fictional SME — every category filled in, with teaching notes explaining why each maturity rating and materiality call was made, and the framework references behind them. Use it as the gold-standard pattern to follow for your own assessment.
Document Library
Every document, letter, policy and deck you generate is saved here — ready to re-open, download again, or remove. Your library is private to your company profile.
Board Metrics & Scorecard
Track people KPIs month by month, import your history from a spreadsheet, score performance against your objectives, then report on any month, quarter or year to date with an AI board pack or a branded board deck.
Report on any period
Choose a month, quarter or year to date, then generate an AI board pack for a written analysis, or export a branded board deck with charts and your scorecard.
Update metric
Board Meeting Partner
Your companion for the people section of board and leadership meetings — build a briefing pack and talking points from your metrics, draft the agenda, turn rough notes into formal minutes, and get guidance on running the meeting well.
Meeting Partner
Pick a task · add detail · generate
Pick a task to begin
Build a briefing pack and anticipated Q&A, draft an agenda, turn notes into formal minutes, or get guidance on running the meeting. Your Board Metrics feed the prep automatically.
CIPD Accreditation Tracker
Track each member of your HR team against the specific CIPD competency requirements for their target grade. Record evidence for each deliverable, log CPD, and generate a professional evidence report — the credibility framework that sets a serious HR function apart.
Add your first HR team member
Track each person's CIPD journey, requirements and evidence individually. Add yourself or a colleague to begin.
Evidence
Add HR team member
Evidence
Stakeholder
HR Maturity Scorecard
Where is your HR function today? Assess the specific elements within each people domain — in place, partial, or a gap — to get an element-level gap analysis, a maturity score, and an AI-generated prioritised action plan to close the gaps.
ESG Critical Assessment
Assess your ESG readiness across the issues that matter most, see them mapped on a double-materiality matrix, get a prioritised action plan, and track the core metrics — aligned to GRI / SASB / ESRS thinking and proportionate for a UK SME.
👥 How to identify & map stakeholders
Internal: owners/directors, leadership, employees, and (if relevant) a works council or union. External: customers, investors/lenders, suppliers and contractors, regulators, the local community, and industry/NGO bodies.
For each, weigh two things: their level of interest in your ESG performance, and their influence over your business. High-influence, high-interest stakeholders (often customers, investors, regulators, key staff) should shape your material issues most and get the closest engagement. Capture how you'll engage each — survey, interview, workshop, ongoing dialogue.
Good practice is a formal, structured engagement (surveys/interviews), not just internal opinion — this is what makes a materiality assessment credible.
📋 How to complete this assessment — guidance & worked examples
Who should be involved. One coordinator (often HR, COO or a founder in an SME) owns the process and gathers evidence — but doesn't judge everything alone. Pull in topic owners who hold the facts: operations/facilities for energy, waste and water; HR for the social topics; finance or the company secretary for governance, risk and ethics; IT for cyber and data. Leadership / the board should validate the materiality calls, since materiality is a strategic decision. Where practical, factor in what external stakeholders (customers, investors, suppliers, regulators) care about.
How to assess Maturity (evidence — objective). For each requirement, ask "what is verifiably in place?" Mark Met only where you could show evidence — a policy, a dataset, a process, a record. Use Partial where something exists but is incomplete or inconsistent, Not met where it's absent, and N/A where it genuinely doesn't apply (this is excluded from the score, not counted against you). Add a short evidence note so the rating is defensible and repeatable. The maturity band is then calculated for you.
The maturity rating scale. Each topic resolves to a 1–4 band based on the share of requirements met (partial counts as half):
| 1 · Ad-hoc (under 25%) | Little or nothing in place; reactive, informal, undocumented. |
| 2 · Developing (25–49%) | Some elements exist but inconsistent, partial, or not embedded. |
| 3 · Established (50–74%) | Most elements in place, documented and applied with reasonable consistency. |
| 4 · Advanced (75%+) | Comprehensive, embedded, measured and improving; would withstand scrutiny. |
Overriding the rating. The evidence-based band is the default, but you can manually override it using the small 1–4 buttons under the maturity readout — for cases where context, quality or expert judgement justifies a different rating than a simple count implies. An overridden rating is flagged "manual"; click "use evidence" to revert. This mirrors how a consultant lets the framework score, then applies professional judgement.
How to assess Materiality (judgement — strategic). Use the double-materiality lens: (1) Impact — how much does our business affect this issue (people, environment)? and (2) Financial — how much could this issue affect us (cost, risk, opportunity, regulatory or stakeholder pressure)? An issue is highly material if it scores high on either. This depends on your sector, size and geography — e.g. a manufacturer weights emissions and safety highly; a professional-services firm weights data privacy and talent. Rate 1 (Low) to 4 (Critical).
Tips. Be honest rather than generous — the value is in finding gaps. Keep evidence notes specific (what, when, who owns it). Revisit periodically (e.g. annually) as evidence and context change. Avoid "KPI inflation" later — track a focused set on the Metrics tab.
This shows exactly what to click and how the ratings turn into a maturity band. We use GHG Emissions (Environment). A mid-size professional-services SME, single leased office, small vehicle.
| Requirement | What this company has | Rating | Why |
|---|---|---|---|
| Scope 1 (direct) | One company car; fuel logged | Met | Direct fuel quantified for the year. |
| Scope 2 (energy) | Electricity kWh from bills, converted | Met | Purchased energy quantified. |
| Scope 3 (value chain) | Only business travel estimated | Partial | One category, not a structured material-category view. |
| Reduction target | Vague “we’ll cut carbon” intent | Not met | No baseline, figure or deadline. |
| Verified / assured | No QA of the figures yet | Not met | Numbers not checked. |
| Requirement | Situation | Rating & reason |
|---|---|---|
| E · Renewable energy sourced | Standard grid tariff, no REGO backing, no on-site generation | Not met — nothing verifiably renewable in place. |
| S · H&S policy & risk assessments | 12 staff; written H&S policy exists but risk assessments are two years out of date | Partial — policy present (required at 5+), but assessments not current. |
| S · Gender pay-gap monitoring | 40 employees; not analysed | Not met — below the 250 statutory threshold so not required, but it’s voluntary good practice, so “Not met”, not N/A. |
| S · Water stress identified | Single UK office, low water use, not in a stressed area | N/A — genuinely immaterial here; add a one-line note explaining why. |
| G · Code of conduct | Documented, in the handbook, staff have acknowledged it | Met — exists, communicated and evidenced. |
| G · Independent challenge / NEDs | Micro firm, no NEDs, but a trusted external adviser reviews decisions quarterly | Partial — some genuine external challenge, but not formal/independent governance. |
ⓘ The two judgement calls people get wrong: (1) “Not met” vs “N/A” — only use N/A when the requirement genuinely cannot apply to you (and note why). If it could apply but you haven’t done it, that’s Not met. (2) “Met” needs evidence — if you couldn’t show a document, dataset or process to back it, it’s Partial at best.
Engagement Report & Survey Builder
Enter your latest engagement metrics for an AI-written engagement report with insight and actions — and generate a best-practice engagement survey tailored to your company objectives.
Performance Management & Goals
Build a high-performance culture through structured appraisals, SMART goals, calibrated ratings, constructive feedback, and fair performance improvement processes.
Generate for Module 1
Select a tool · complete context · generate
Select a tool to begin
Choose a document, guide, or framework to generate expert performance management content.
Document Generator
Generate any HR document — policies, contracts, letters, forms, frameworks — tailored to your company, downloadable as Word or PDF.
Configure Document
Type · context · generate
Select a document type to begin
Choose from 250+ HR document types across 18 categories — policies, contracts, letters, scripts, forms, frameworks, and templates. Not sure where to start? Try Guided Workflows.
HR Email Generator
Professional, legally calibrated HR emails — from routine announcements to sensitive communications. Contextualised to your company and situation.
Configure Email
Select type · add context · generate
Select an email type to begin
From performance letters to wellbeing check-ins — professional HR email templates for every situation.
Certificate Generator
Create polished certificates for recognition, training completion, long service and milestones — as a designed certificate to print and frame, or a formal completion document. Personalised and downloadable.
Configure Certificate
Type · details · style
Presentation Deck Generator
Manager briefing decks, HR strategy presentations, town hall slide structures — structured and ready to drop into PowerPoint or Gamma.
Configure Deck
Select type · audience · context
Select a deck type to begin
Manager briefings, strategy decks, town halls, training presentations — structured and ready to build.
HR Advisor AI
Ask any HR question and get expert, UK-specific, contextualised guidance. Your always-on CPO — available 24/7, at a fraction of consultant cost.
Ask the HR Advisor
Any HR question · UK-specific · expert guidance
Your HR Advisor is ready
Type any HR question — from simple process queries to complex ER situations. Expert, contextualised UK guidance in seconds.
HR Audit Tool
A structured health check of your HR function — identify gaps, prioritise improvements, and build a roadmap to best practice.
Configure Audit
Area · current state · generate gap analysis
Describe your current HR setup
Tell us what you have in place — we'll identify the gaps, risks, and priority actions to build a best-practice HR function.
How to Use HR Edge
Set up once. Get the right answer every time. Here is how it all fits together, how to get going, and where to go when a people issue lands.
Create your company profile
Add your company details, logo and brand colours, your sector, size and where you operate. Every document, email and deck is then pre-filled and branded as your own, and drafted for England and Wales, Scotland or Northern Ireland.
Check where you stand
The compliance hub shows your standing employer duties and the Employment Rights Act 2025 changes as red, amber or green, and builds a prioritised action plan from your gaps.
Handle what comes up
Use the Manager Hub when a people issue lands, generate the document you need, or ask the AI HR advisor. Everything you create is saved to your document library.
How serious is it?
Triage in 30 seconds, then the Navigator shows what to weigh up.
Find the words
Model or tailored scripts for the conversations people put off.
Follow the process
Step-by-step workflows and case tools with the right document at every stage.
Show you’re covered
Track every duty and ERA 2025 phase, audit the function, report to the board.
Treat every output as a draft
Every document carries a draft marker and a “guidance, not legal advice” note. Read it, check the facts and names, then finalise. Where Triage or a workflow says take specialist advice, do that before you act.
Keep the record as you go
Save scripts and plans to My Toolkit and documents to your document library. The Probation Tracker and Investigations case manager keep dates, decisions and letters together, so the record is there if it is ever questioned.
Learn the why, not just the what
Each module brings together the policy and guidance, what you need to do, and the documents to generate. Open the Module Library to read the guides behind a process, branded and ready to adopt.
Your data stays on this device
The details you enter are saved in this browser on this device. Use the same browser each time, and avoid using HR Edge on shared or public computers. To lock it with your own passphrase, turn on encryption under Privacy & Data.
Ready to start?
Set up your company profile first. It takes a few minutes and configures everything else in the platform to your organisation.
Senior HR judgement, configured to your business
Set up your company profile once and every policy, contract, letter, email and deck comes out in your name, your branding and your sector. HR Edge tells you the right next step, writes the document and gives you an ESG suite built for SMEs.
Configured to your organisation
Your company profile (name, logo, brand colours, sector, size and where you operate) automatically configures every document, email, deck and certificate. England and Wales, Scotland or Northern Ireland.
Company profile →Senior HR judgement
Triage, the Situation Navigator, conversation scripts and guided workflows tell you the right next step, written under a CIPD-accredited Chief People Officer.
Manager Hub →ESG built for SMEs
Assessment across 20 topics, a double-materiality matrix, carbon calculator, action plan and disclosure export, so you can answer customers, lenders and tenders.
ESG suite →Private by design
Your people data stays on your device, not in someone else’s database. Lock it with your own passphrase (AES-256 encryption), and names, emails, phone numbers, NI numbers and dates of birth are swapped for placeholders before anything is sent to the AI.
Judgement
Triage and the Navigator tell you how serious it is and what to weigh up.
Words
Model and tailored scripts for every hard conversation.
Process
Guided workflows with the right branded document at each step.
Proof
Compliance tracking, audits and board reporting that show you’re covered.
Start from expert content
Every contract, policy, letter, form and guide begins as a template written and reviewed by experienced HR professionals, with UK law and the Acas Codes built in.
Tailor it in minutes
Your company profile, logo and brand colours pre-fill every output. AI adapts the wording to your situation and to England and Wales, Scotland or Northern Ireland.
Know what to do next
The Manager Hub triages the situation, scripts the conversation and walks you through the full process, with the right documents in the right order.
Clear about its limits
Every output is marked as a draft and as guidance, not legal advice, so you stay in control of what goes out. The Manager Hub tells you when a situation needs specialist advice before you act.
Better managers
Private, structured coaching for managers and founders, a Readiness Diagnostic and scripts for every hard conversation.
Coaching →A board-level people function
Ten people KPIs with monthly history, a performance scorecard against your objectives, goals and 9-box reporting, an AI board pack and branded board deck, a Board Meeting Partner and an HR Maturity Scorecard.
Board and strategy →The full scope of a people function
Fourteen expert HR modules, from performance and hiring to employee relations, culture and HR capability, in plain English.
HR modules →One price, whether you have 5 people or 150
- Free: £0, to get your house in order
- Pro: £49 a month, the full library and Manager Hub
- Premium: £99 a month, adds board, strategy and ESG tools
- No per-employee fees. Save about 17% with an annual plan.
For the people who carry HR on top of the day job
- Founders and managing directors of businesses with up to 250 staff and no HR department, who need to get it right first time.
- Lone HR generalists and office managers who want a senior colleague’s judgement on tap, and a library that saves hours of drafting every week.
- Accountants, chambers and business networks who want to point their clients to reliable HR support.
Written under the authority of a Chief People Officer
HR Edge content is written and overseen by Rebecca Curtis, a CIPD-accredited Chief People Officer with more than 23 years’ experience leading HR. The aim is simple: give every small business the judgement a senior HR leader would bring, at a price a small business can carry.
Not a template library. A Chief People Officer’s toolkit.
HR Edge configures every document to your organisation from one company profile, tells you what to do, what to say, which document to send and whether you’re covered, then helps you build the people side of the business. More than 30 tools, one login.
How serious is it?
Triage in 30 seconds, then the Navigator tells you what to weigh up.
Find the words
Model or tailored scripts for the conversations people put off.
Follow the process
Step-by-step workflows with the right document at every stage.
Show you’re covered
Track every duty and ERA 2025 phase, audit the function, report to the board.
Situation Triage
Answer three questions: how serious, how urgent, and whether it involves discrimination, harassment, whistleblowing or safety. Triage tells you whether to handle it yourself, follow a formal process, or get specialist advice first, and explains why.
Situation Navigator
Pick the situation: resignation risk, underperformance, a conduct issue, a grievance, sickness absence, a pay or promotion request, conflict between team members, or a flexible working request. Get what to consider first, what to say, the traps to avoid, your next steps and the legal lines not to cross.
HR Advisor AI
Ask any HR question and get UK-specific guidance that knows the Acas Codes and the Employment Rights Act 2025 timetable, with quick starters for the questions small employers ask most.
Conversation Builder
Model scripts for a performance concern, putting someone on a PIP, declining a request, raising a conduct issue and giving recognition, each with the structure, the opening line and what to do if it goes sideways. Or describe your situation and generate a script tailored to it.
Guided Workflows
Nine end-to-end workflows: handle a grievance, manage a disciplinary, make a role redundant, manage long-term sickness, manage probation, hire someone, address underperformance, process a leaver and prevent sexual harassment (the all-reasonable-steps duty from 30 October 2026). Each step explains what to do, links the exact document you need, and tracks your progress.
Probation Tracker
Run every probation the fair way: reviews scheduled from your policy, warnings before the six-month point, guard rails that stop unfair steps, and every letter from Module 01 filled in for you.
Policy Centre
Every policy your business should have, in one register: adopted or not, owner, version, review date and staff acknowledgements, with flags when a law change affects a policy. Flexible working requests are tracked against the 2-month decision period, the duty to consult and the eight business reasons, with every letter. The Family Leave planner works out the key dates and statutory pay from the expected week of childbirth or placement.
Lifecycle tools
Onboarding: every new starter from the offer to the end of the first 90 days, with legal day-one items, check-ins and a link to probation; new starters from the Hiring Tracker appear automatically. Leavers: notice and last day, holiday and final pay with the working shown, the offboarding checklist and the exit interview. Redundancy: the pool, weighted scores with evidence, individual consultation before any decision, alternatives and trial periods, and statutory redundancy pay with a written statement of the calculation.
Hiring Tracker
Every vacancy from approval to the first day: essential and desirable criteria set before you advertise, a language check on the advert, shortlisting and interview scores against the same criteria, adjustments recorded, a conditional offer with its conditions, right-to-work, references and other checks, every candidate letter filled in, and a hand-over to the Probation Tracker. Unsuccessful candidates’ details are flagged for deletion when your retention period ends.
Performance Improvement and capability
From informal support to the final stage: the standard expected and the evidence, the support you will give, reviews scheduled from your policy, guard rails before each formal stage (notice, the right to be accompanied, health and other advice triggers), warnings with expiry dates, and every letter from Module 01 filled in. Start a case straight from a 9-box review.
Harassment micro-training with certificates
Three short modules (all staff, managers, customer-facing staff) with your own reporting routes, a quiz with a pass mark, a certificate for each person, refresher dates and a training register you can print as evidence. Download a take-home version for people who don’t use HR Edge.
Investigations and Disciplinary
From the first concern to the appeal: the law, a case manager that tracks every stage, deadline and decision, every letter filled in for you, and clear points at which to bring in an employment lawyer.
Expert HR modules and the Module Library
Fourteen modules, from performance and hiring to employee relations, culture and HR capability. Each one brings together the policy and guidance, what you need to do, and the documents and guides to generate. Read any guide in the Module Library, branded to your organisation, then adopt, print or download it.
Open →Company profile and auto-branding
Add your company details, logo and brand colours. They pre-fill and brand every output across the platform, and give the AI the context to tailor content to your sector, size and region.
Open →Document Generator
Choose from 250+ document types across 18 categories, add the specifics, and get a tailored draft for England and Wales, Scotland or Northern Ireland, in Word or PDF. Drafts are watermarked until you’re happy, and saved to your document library.
Email Generator
44 calibrated HR email types, from job offers to redundancy consultation, in your tone and your brand.
Open →Deck Generator
12 presentation types, from manager briefings to the board HR report, for PowerPoint or Gamma.
Open →Certificate Generator
8 branded certificate types for recognition and training.
Open →Standing obligations dashboard
Right to work, UK GDPR, health and safety, pay and pensions, equality and core documents, each marked red, amber or green, with a running total of actions required, in progress and compliant.
Open →Employment Rights Act tracker and action plan
Each phase of the 2025 Act as a checklist, from day-one SSP to the six-month unfair dismissal qualifying period. One click turns your gaps into a prioritised compliance action plan built around your company profile.
HR Audit Tool
Describe your current set-up and get a structured audit of your HR function against good practice and the 2025 Act, with prioritised recommendations.
Open →Readiness Diagnostic
A self-check of management strengths and blind spots, from setting expectations to giving feedback and difficult conversations, which generates a personalised development plan.
Open →Coaching pathways, sessions and resilience check-ins
Guided pathways for stepping into leadership, building resilience, finding direction, getting unstuck and handling difficult relationships, plus a coach session to talk anything through and a resilience check-in to track how you’re doing over time. Built-in safety controls signpost professional support when a conversation goes beyond coaching.
Open →Engagement report and survey builder
Track eNPS, engagement, participation, job satisfaction and wellbeing against targets, generate an AI engagement report, and build surveys from seven survey types.
Open →Goals and performance, with a SMART objective coach
Set your organisation objectives (or import them from Board Metrics) and team objectives, cascade them into individual scorecards of 3 to 7 weighted objectives (or import them all from a spreadsheet), check in through the year and hold a mid-year review with a snapshot. At the year end, rate what each person achieved and how they achieved it, see everyone on a 9-box, calibrate with reasons recorded, and report by team. Tailor the cycle, thresholds, behaviours and box names to your organisation. The SMART objective coach includes a full guide and a builder that turns vague goals into clear ones.
Board Metrics, scorecard and board deck
Ten people KPIs, including headcount, turnover, absence, time to fill, engagement and cost per hire, with monthly history you can import from a spreadsheet. Report on any month, quarter or year to date, score performance against your objectives, then generate an AI board pack or export a branded board deck.
Board Meeting Partner
A briefing pack and anticipated Q&A, a timed agenda, formal minutes from rough notes, and practical guidance on running the meeting.
Open →HR Maturity Scorecard
Assess 40 elements across 8 people domains, see your maturity score and gaps, and generate a roadmap of what to build next.
Evidence-based ESG assessment
Maturity and materiality across 20 ESG topics, with guidance on the evidence for each, feeding a double-materiality matrix, a tracked action plan, 12 ESG KPIs and a report with GRI, SASB, ESRS and UK SRS disclosure export.
Open →Carbon calculator and a worked example
A Scope 1, 2 and 3 carbon footprint calculator with a reduction plan, plus a plain-English guide and a fully annotated example assessment of a fictional SME to follow.
Open →A template library
- Documents to download
- You brand and adapt them
- You decide what to do, and in what order
- You check what the law now requires
HR Edge
- 272 documents, tailored and branded automatically
- Triage and a Navigator that tell you what to do
- Scripts for the conversation, and workflows for the process
- A live tracker for every duty and the 2025 Act
- Coaching, board packs, maturity scorecard and ESG
- From £0. No per-employee fees.
Manager Hub
Practical, in-the-moment support for the people situations managers actually find hard — assess, triage, navigate and script, with the legal guardrails built in.
Module Library
Every guide, policy, letter and form in a module, in your branding. Find the right document for the situation in front of you, jump to the section you need, and go straight from reading to doing.
Goals & Performance
Set organisation objectives, cascade them into weighted individual scorecards, coach SMART objectives, check in through the year, then review what people achieved and how they achieved it on a 9-box you tailor to your organisation, with reports for the board.
Performance Improvement & Capability
Run every performance improvement plan and capability case the fair way: clear standards and evidence, real support, reviews on time, guard rails before each formal stage, and every letter from Module 01 filled in for you.
Micro-training
Short modules for all staff, managers and customer-facing teams on the duty to take all reasonable steps to prevent sexual harassment, with a quiz, a certificate for each person and a training register you can print as evidence.
Policy Centre
Your policies in one place: which you have adopted, who owns each one, when it is due for review, which staff have read it, and which law changes affect it. Decide flexible working requests on time and for the right reasons, and plan family leave dates and statutory pay, with the Module 05 letters filled in.
Lifecycle tools
Onboard new starters from the Hiring Tracker to the end of probation, handle every leaver with holiday and final pay worked out, and make redundancies fairly: selection scores with evidence, consultation before any decision, alternatives and trial periods, and statutory redundancy pay with the working shown.
Minimum wage and pay review
Check that everyone is paid at least the minimum wage for their age, with the working shown and the next uprating and birthdays flagged. Then plan the annual pay review: statutory uplifts first, a budget shared by your chosen method, range, compression and fairness checks, a decision sheet and the pay rise letters.
Reasonable adjustments tracker
Take each request for a workplace adjustment from the first conversation to the review: interim help straight away, a meeting and a written decision on time, the senior review a refusal needs, Access to Work, a passport, and the outcome and review letters. No diagnosis is needed to start helping, and nothing medical is recorded beyond what the employee agrees.
Your people plan on a page, costed
Turn your business goals into a plan you can run: priorities and actions, headcount by team with a bridge that must balance, what each role really costs, a people risk register, the growth thresholds and law changes coming, and a one-page summary for the Board. It is written about roles and teams, never named people, and it is HR Edge practice, not legal advice.
Critical roles, successors and cover
Know which roles you cannot leave empty, who could step in and when, who covers in an emergency (and whether that has been tested), what each successor still needs to learn, and what has been handed over so far. It is restricted to the MD and HR, successors are agreed by people on evidence and never by a score, and it is HR Edge practice, not legal advice.
Plan a change: impact, consultation and questions answered
Write down why you are changing something, who it affects (teams and counts, never named lists), and which legal checks it raises. Build the consultation timeline, keep a “you asked, we answered” log, record individual agreements when terms change, and check readiness and adoption. Planning is not a decision, and this is HR Edge practice, not legal advice.
Log HR requests, keep to your service levels and plan cover
A light front door and queue: record what came in, who it is from (role and team), who has it and what is late. Due dates are HR Edge practice service levels counted in working days. Statutory or formal matters link to the owning tool and the log sets no legal deadline itself. Counts only go to the Board; no scoring of people.
Plan skills cover, required training and learning in one place
Rate skill cover as covered, thin or gap by team and shift, keep required-training due dates and refreshers, plan and cost learning against a budget, record on-the-job sign-offs, check whether training worked, and test a repayment agreement against the minimum wage floor. Names stay in a restricted view; the Board and People Plan get counts only, and only when you press a button. No scoring or ranking of people.
Keep your people numbers right, small numbers hidden and requests logged
Record what people data you hold and why, enter the monthly counts, and get turnover, stability and absence worked out to one set of definitions, with figures about fewer than 5 people hidden automatically. Build a one-page dashboard, screen a new analysis before you start, log who asked for people data, and send headcount, turnover and absence to the Board when you press a button. It holds counts, not people: no names, no scoring or ranking, no automated decisions.
Stay interviews and key people
Know which roles you cannot afford to lose, make sure each has real cover, and hold stay conversations on time: key people every six months, new starters at months one, three and five, and anyone six weeks after a role change. Risk is a manager’s judgement with a reason, never a score, and every record is written as if the employee will read it.
Hiring Tracker
Recruit the fair way, from approval to the first day: criteria set before you advertise, every candidate scored the same way, adjustments offered, a conditional offer in writing, right-to-work and other checks done before day one, and every letter from Module 02 filled in. Then hand over to the Probation Tracker.
Probation Tracker
Run every probation the fair way: reviews scheduled from your policy, warnings before the six-month point, guard rails that stop unfair steps, and every letter from Module 01 filled in for you.
Investigations & Disciplinary
From the first concern to the appeal: the law, a case manager that tracks every stage, deadline and decision, every letter filled in for you, and clear points at which to bring in an employment lawyer.
Integrations
Connect HR Edge to your HR Edge service, Slack and Microsoft Teams, and choose how you get reminders.
Team Resilience Report
Anonymous results from staff who chose to share their resilience check-ins, mapped to the six HSE work-related stress areas. Groups under five are never shown.
Your Career Agent
A private coach that lives in your own Microsoft 365 Copilot or Google Workspace, reviews how you work against your role and development areas, and gives you weekly feedback.
Coaching
Expert coaching support for everyone — not just the boardroom. Structured pathways, a coach to talk things through with, and resilience you can build over time. Private to you.
Your account
Your plan and usage, sign-in and security, your team and your encrypted records.