Charity HR and Employment Law Support for UK Charities and Non-Profits

Managing human resources for non-profits means covering every stage of employment with a fraction of the resource a commercial employer would have. Our charity HR service gives you a named adviser, a full policy suite and employment law cover for a fixed monthly fee, so the cost is predictable and reportable to your trustees.

We work with registered charities, CIOs, community interest companies, housing associations, faith organisations and grant-funded projects, from single-site organisations with five staff to national charities with several hundred.

The legislation is the same, but the context is not. Funded posts create fixed-term rights and repeated renewals that can become permanent. Volunteers can acquire worker status if you treat them like employees. TUPE arrives whenever a service contract moves between providers, which happens often in commissioned care, advice and support services.

Trustees also carry governance duties under the Charity Commission framework, which means employment decisions have to be documented well enough to show they were in the charity's best interests, not simply expedient.

Outsourced charity HR costs less than a part-time HR manager and covers considerably more ground, because you get advisers, employment lawyers and document systems in one package. For most organisations we support, the annual fee sits well below the cost of a single defended tribunal claim.

It also protects continuity. When your operations manager or HR lead leaves, the policies, the case history and the advice line stay in place.

Our charity HR helpline gives your managers and trustees direct access to an adviser who already knows your organisation, with same working day responses on urgent matters and written confirmation of the advice given.

Where a matter needs legal input, such as a settlement agreement, a tribunal response or a complex discrimination allegation, it is passed to employment law specialists within the same service rather than referred out to charity employment solicitors at hourly rates.

The charities with the fewest people problems are consistent about a small number of things: written terms issued on day one, a handbook that managers actually use, honest probation reviews and a clear separation between volunteer and employee arrangements.

We put those foundations in place first, then keep them current as employment law changes, so your organisation is not relying on documents written for a workforce it no longer has.