No red tape. No corporate waffle.
Just five simple tools to keep your business safe, legal, and sane.

If you’re running a small business, you’ve probably heard this before:
“You need HR.”

But what does that actually mean?

You don’t want 80-page handbooks or someone quoting policy back at you.
You just want your team to know what’s expected, feel supported, and do their jobs well—without putting your business at risk.

Good news: that’s entirely possible.

You just need a Minimal HR System—the essential toolkit every small employer should have.

Here’s what it includes:

1. Contracts that Actually Protect You
A handshake isn’t enough.
Every employee needs a legally compliant written contract—by law. But beyond that, a good contract sets clear expectations from day one.
It outlines:

• Working hours

• Pay and benefits

• Notice periods

• Confidentiality and restrictions

And when things go wrong? It’s the first thing a tribunal will ask to see.

2. A Simple Onboarding Process
You don’t need a fancy “welcome portal.”
But you do need a checklist to make sure new starters hit the ground running.
At minimum:

• Signed contract and right-to-work check

• Key policies issued (e.g. sickness, holiday, conduct)

• Clear role expectations

• First-week plan and check-in scheduled

Great onboarding boosts retention and productivity—no extra headcount required.

3. Clear, Written Policies
Policies aren’t just for when things go wrong—they help prevent things going wrong in the first place.
At a minimum, you should have:

• Sickness & absence

• Holiday & leave

• Disciplinary & grievance

• Equality & anti-harassment

• Social media & data handling (especially with remote workers)

Keep them short, readable, and practical. The goal is clarity—not compliance theatre.

4. Regular Performance Conversations
You don’t need annual reviews with rating scales.
You just need structured, honest conversations.
Quarterly check-ins are enough to:

• Address issues early

• Recognise good work

• Keep development on track

And if someone’s not performing? You’ll already have a documented trail.

5. A Fair and Legal Exit Process
People leave. Or sometimes, they need to.
When that happens, the way you manage it matters.

A legally sound process helps you:

• Avoid tribunal risks

• Protect morale and reputation

• Learn from what went wrong

Every business should have a basic exit checklist covering notice, final pay, return of property, and an optional exit chat.

That’s It. That’s Your System.
No jargon. No “people strategy decks.”
Just five tools that make employing people a lot less stressful—and a lot less risky.

• Contracts

• Onboarding

• Policies

• Reviews

• Exits

Set it up once, and it works quietly in the background while you focus on growing the business.

Want Help Setting Yours Up?

If you’re missing one (or all) of these pieces, don’t panic.

That’s exactly what the FREE HR Health Check is for.

We’ll review what’s in place, spot the gaps, and help you build a no-fluff

HR setup that works for your business.

Which of these five tools is your weakest link right now?

You can fix it and use our HR Doctor Package, avoid confusion and protect yourself without overkill.