Question 1

Is the employer helpline really free?

Accepted Answer

Yes. The employer helpline offers a free 15-minute consultation with a CIPD-qualified HR advisor or an employment law specialist. There is no obligation to buy anything afterwards, and we'll tell you honestly if your issue can be resolved without paid support. If you decide to take out an ongoing HR retainer or need paid legal work, we'll agree fees in writing before any chargeable work starts.

Question 2

Who answers calls to the employer helpline?

Accepted Answer

Calls to the employer helpline are answered by senior CIPD-qualified HR advisors and, where the matter involves legal risk, qualified employment solicitors. You will not be routed through offshore contact centres or junior generalists. Every advisor works only with UK employers and understands the practical, commercial and legal context of the decisions you need to make.

Question 3

What can the employer helpline help with?

Accepted Answer

The employer helpline covers the full range of UK HR and employment law issues employers face: disciplinaries, grievances, dismissals, redundancy, TUPE transfers, employment tribunal defence, ACAS early conciliation, contracts and handbooks, family leave, sickness absence, performance management, TUPE, restructures and health & safety. If your query falls outside that scope we'll tell you on the call and point you to the right specialist.

Question 4

How fast can the employer helpline respond?

Accepted Answer

Urgent employer helpline requests are triaged the same working day and usually within two working hours during office hours (Monday to Friday, 8am to 6pm). Non-urgent bookings are typically scheduled within one to three working days at a time that suits you. If you have an ACAS early conciliation clock ticking or a suspension already in place, flag it in the qualifier and we'll fast-track your call.

Question 5

Do I need to be an existing client to use the employer helpline?

Accepted Answer

No. The employer helpline is open to any UK employer, whether or not you're already an EmployerHQ client. Existing retainer clients get an unlimited advice line included in their package, while new callers get one free 15-minute consultation to see whether we're the right fit. There's no cold sales follow-up — we only get back in touch if you ask us to.

Question 6

Is the employer helpline confidential?

Accepted Answer

Yes. Everything discussed on the employer helpline is confidential. Where employment solicitors are involved, calls are also covered by legal professional privilege, meaning your discussions are protected from disclosure. We're ICO-registered, UK GDPR compliant, and any information you share is used solely to help you with your matter.

Question 7

What is employer helpline under UK law?

Accepted Answer

Employer Helpline is a defined concept under UK employment law that affects how employers manage their workforce day-to-day. In plain English, employer helpline refers to the legal framework, rights and obligations that apply when an employer and employee deal with the matter at hand. Under UK law, getting employer helpline right means following the relevant statute (most commonly the Employment Rights Act 1996 or the Equality Act 2010), the ACAS Code of Practice where applicable, and any contractual terms that already apply between the parties. For UK employers, the practical importance of employer helpline is that mistakes are rarely about substance, they are almost always about process. Tribunals look at what you did, when you did it and whether you gave the employee a fair opportunity to respond. If you are unsure how employer helpline applies to your specific situation, speak to a qualified HR advisor before acting.

Question 8

How does employer helpline work for UK employers?

Accepted Answer

Employer Helpline works through a combination of statutory rights, the employment contract and reasonable employer behaviour. Under UK employment law, the employer typically carries the duty to act fairly, document decisions and consult with the employee before any change that materially affects their terms or status. In practice, employers should: (1) check whether the matter is covered by the contract or handbook; (2) confirm whether the Employment Rights Act 1996 or related legislation imposes a specific process; (3) follow the ACAS Code where it applies; and (4) record decisions in writing with a clear rationale. Failure to follow process is the single most common reason employers lose Employment Tribunal claims about employer helpline. Our HR advisors handle employer helpline for UK businesses every week, get in touch for guidance tailored to your situation.

Employer Helpline for UK Businesses

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