Christmas party dress code

It’s the way you wear it

How does your company dress code stand up to the latest government guidance and what do you need to consider for this year’s Christmas party?

Government Guidance

Earlier in the year, the government released some long-awaited guidance on discriminatory dress codes [CIPD: New dress code guidance published 22/05/2018].

Called ‘Dress codes and sex discrimination – what you need to know’ it offers best practice guidelines on how employers can avoid dress codes being discriminatory – with particular focus on sex discrimination.

The guidance followed a petition set up by Nicola Thorp, whose agency told her its grooming policy insisted women wear heels measuring between two and four inches. She was sent home for wearing flat shoes. The petition gathered more than 150,00 signatures.

The petition led to a report produced by two parliamentary committees, which gathered evidence from hundreds of women who felt that the way they had been forced to dress while at work was discriminatory or made them feel uncomfortable.

The guidance followed in May and while it doesn’t suggest that dress codes and uniforms for males and female staff should be identical, it does say that the standards imposed on both genders should be of an equivalent level.

The guidance isn’t very exact and it has been accused of being too wishy washy, with too many suggestions rather than hard guidelines – perhaps not surprising due to its very nature whilst considering LGBTQ. (For more information on LGBTQ, please click on the Wikipedia link.) But the general upshot is that while it says it may be unlawful to expect women to wear high heels, it would be best for companies to avoid making any gender-specific requirements at all when it comes to dress codes. For example, the dress code could require all employees – of either gender – to ‘wear smart shoes’.

Employers also need to consider religious requirements – for example expecting staff to wear a skirt, which could be against religious requirements to keep their legs covered.

Where the standards are the same for both genders – ie you need to dress smartly – you are on solid ground. Once you start expecting women to wear makeup or nail varnish or skirts – which is gender-specific – then that ground becomes legally shaky.

You might also need to think about making clothes accessible for those with disabilities. Not all disabilities are visible – someone with diabetes or arthritis may find it uncomfortable to wear smart shoes for instance. Someone in a wheelchair or with mobility issues may struggle with zips and buttons or find them uncomfortable when sitting in a chair.

Office Parties

Lots of companies have already booked their Christmas party – while some of us do little more than arrange a meal in a local pub with a few drinks, other companies arrange far grander affairs. It’s vital that you consider how any dress code could affect your employees and overshadow what is supposed to be a fun event to look forward to. At all times, think inclusiveness.

For instance, have you made it a black-tie affair? Not everyone has a dress suit in the wardrobe – and hiring one is not cheap. While your managers may think nothing of shelling out for suit hire, consider younger, lower-paid staff – and people who just don’t have spare cash to spend on one night out.

The same goes for female staff who may not be able to splash out for a new dress and for what should have been a fun night out with colleagues.

It’s important that everyone feels comfortable with the party dress code – if you are planning on some sort of themed event, ensure the fancy dress is easily attainable. Going for a colour theme – black and white for instance – allows people to enter the spirit as much as they want to/are able to. It’s easy to add a white scarf to a black dress, while those who want to go all out are welcome to hire a panda costume or get the department to dress up as a set of dominoes!

Giving people plenty of choice and options will allow them to do what they feel comfortable with and leave them to enjoy the night – which is the whole point of that office party!

If you would like to discuss any issues relating to inclusiveness, and how it may affect your business, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 769 282 or contact us here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Employees Working

‘No-deal’ Brexit will still be a good deal for workers

Guidelines released by the government show that protection of workers and the legal responsibilities of employers to their staff are set to remain…

The looming spectre of a ‘no-deal’ Brexit is breeding an atmosphere of uncertainty across the UK – whether you are a home owner, business owner or someone who has to deal with HR issues and workers’ rights.

March 29, 2019 will see the EU leave the UK – and if the increasingly likely-looking ‘no-deal’ happens, the government has released guidelines on what the legal implications might be.

Workers’ Rights

The good news is that the government has already confirmed that there will be no alterations to current rights for workers of their protection – this is all covered in the EU (Withdrawal) Act 2018, which translates EU legislation into UK law. Dominic Raab, Secretary of State for Exiting the European Union, told a recent press conference that domestic law already exceeds the EU when it comes to these matters, and that existing EU provisions would be transferred into UK legislation after Brexit.

What could be a risk in the longer term is the fact that, because these rights will simply be under UK rather than EU law, Parliament could at any time choose to scrap them and there would be no redress to the EU Court of Human Rights.

EU Citizens

If you’re a European Union (EU) citizen, you and your family will be able to apply to get either ‘settled’ or ‘pre-settled’ status. This will mean you can continue living in the UK after December 2020.

The application fee will be £65 for adults and £32.50 for children. The application process will be phased and is intended to be fully operational by March 2019. There will be a grace period until 30 June 2021 for EU nationals to apply for either status.

Two useful articles on this include An employer’s guide to preparing for Brexit [People Management: An employer’s guide to preparing for Brexit, 3 Sep 2018] and, on the website here [GOV.UK: Settled and pre-settled status for EU citizens and their families].

European Councils

One group that may be affected are European works councils, which represent the European employees at a company or organisation. However, the document states that UK regulations will be altered to enable new requests for a works council to be set up and to allow existing ones to continue.

If your company has European Works Councils and trades unions that are parties to European Works Council agreements, you may need to review your agreements as there will no longer be reciprocal arrangements between the UK and the EU.


Another change relates to employer insolvency. Should an employer go into insolvency, employees will still be protected under the Employment Rights Act 1996 and Pension Schemes Act 1993 implementing the Insolvency Directive [EUR-Lex: Document 32008L0094] or relevant legislation in Northern Ireland.

However, UK and EU employees who work in an EU country for a UK employer may be at risk. It is possible that they will be covered under the national guarantee fund in that country, but that is not a given at this stage.

Finally, should we leave the EU without a deal, the UK would also no longer have access to the European Single Market. This would mean companies would have to make customs declarations on all EU trade, and you may need to employ customs brokers or warehousing. This could be pricey, especially for smaller businesses, so if this applies to your organisation it would be worth becoming familiar with existing guidelines for importing and exporting outside of the UK.

Read the full guidance document from the Government here [GOV.UK: Workplace rights if there’s no Brexit deal].

If you would like to discuss any issues relating to your HR provision and Brexit, and how it may affect your business, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 769 282 or contact us here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Image for Support Worker in Haywards Heath

Carer Support Worker in Haywards Heath, West Sussex

Are you a Support Worker looking for a job in Haywards Heath? Our client, is looking for you! She is a 12-year old girl who lives in Hayward Heath, West Sussex, with her parents and siblings.

Shifts offered are both waking nights and day shifts. It’s important that you have some flexibility. We’d love to hear from you if you can offer day, night shifts, or both.

Contact us for an application pack as soon as possible if you’d like this Care Support Worker position. Send a covering letter when you return the application form and let us know your availability.

The general work pattern for a Support Worker with our client in Haywards Heath is :

Waking nights :

  • Sunday to Thursday from 21:00 to 09:00
  • Friday to Saturday from 19:30 to 07:30

After school :

  • Monday to Thursday from 15:30 to 21:00
  • Friday 15:30 to 19:30

Weekends and school holidays

  • Variable shifts depending on family activities.


Pay rates :

  • Day shifts – £13 p/h to £15 p/h
  • Night shifts – £14 p/h to £16 p/h

About our client

A 12-year old girl who has complex physical and learning disabilities.  She lives with her mum, dad and 2 younger siblings.  Our client is non-verbal with sensory impairments and complex physical needs, so full support is needed to undertake all activities of daily living. She is fed via a gastrostomy and uses a combination of facial expressions, symbols and some eye pointing to communicate, and is exploring Eyegaze.

She requires a high level of care both during the day and especially at night as she frequently wakes and has an unpredictable sleep pattern.  She uses CPAP to support her respiration at night and needs attention with regards to her gastrostomy and fluid intake.

Our client enjoys the company of happy, lively people with outgoing personalities. She enjoys playing with her siblings, has a fantastic sense of humour and loves joining in all activities integral to family life.  She enjoys being out in the community and therefore a full clean UK driving licence is essential.

About the job

As a support worker you will meet all our client’s care needs which include ensuring her comfort at all times, administering medication, preparing blended diet, implementing therapy plans as set out by her team of therapists, such as speech and language therapy, as well as providing personal care. Support workers / cares will be expected to keep accurate care records.

You will be comfortable working within the family home, as part of a large team of support workers. The team provide care 7 nights a week, after school hours, at weekends and during school holidays.

Her parents enjoy spending quality one-to-one time with our client so team members will support her siblings from time to time.

Some support workers will provide extensive support to the family whilst away on holidays within or outside the UK.

About you

We are looking for a *female support worker for this role in Haywards Heath. You will have a good sense of humour, be responsible, trustworthy, organised with a focus on excellent timekeeping and planning.

Essential :

  • Full clean UK driving licence
  • Passport for travel outside the UK
  • Able to carry out care and outdoor activities
  • Experience of working with children with complex needs
  • Excellent communication, social skills, patience and tolerance
  • Excellent spoken English in order to assist with speech and language therapy tasks.

Satisfactory references, right to work in the UK, and an Enhanced DBS certificate is a requirement for this role. A conviction will not necessarily prevent you from working in this position.

* The Employer claims exemption under the Equality Act 2010


We look forward to hearing from you!

Embrace HR Limited is not a recruitment agency. We are an HR company and recruit directly for our clients.  Visit our website for more information

No agencies please 


GDPR 3 Months On

GDPR – three-month review

It’s three months since the GDPR regulations were introduced – now is a great time to review your own situation and ensure that those responsible for HR in your organisation are complying with these regulations…

The GDPR regulations, which were introduced in May, govern how businesses – whatever their size – handle personal data; this includes information handed over during the recruitment process, as well as staff information, data garnered from marketing initiatives and so on.

According to the Information Commissioner, the new laws, along with some high-profile investigations, have been instrumental in bringing data protection and privacy to the core of the UK public’s consciousness:

Elizabeth Denham said: “This is an important time for privacy rights, with a new legal framework and increased public interest.

“Transparency and accountability must be paramount, otherwise it will be impossible to build trust in the way that personal information is obtained, used and shared online.”

Interestingly, in contrast, recent research from the Chartered Institute of Marketing [CIM: Public understanding of data protection down as GDPR arrives] suggests that public understanding of data protection had actually dropped following the introduction of GDPR, as had their trust in companies using their data responsibly, with 73% not trusting technology platforms such as Facebook and Twitter with their personal data.

So, three months in, do you understand your own responsibilities with regard to GDPR – are you happy that you are compliant, and that you can remain compliant with the regulations going forward?

If you need a reminder about how important this is, if you do not comply with the GDPR regulations, which aim to enhance data protection and the right to privacy for EU citizens, you could find yourself facing a fine of 20m Euro or 4% of the company’s turnover.

For HR staff, it means that company employees must opt in to their personal data being used – and be aware of what it will be used for. This also applies to those in the recruitment process.

It is easy enough to put into practice – a data privacy statement should be signed by each employee – however you must remember that if you ever plan to use that information for a different purpose to the one outlined in the statement – you MUST get their express permission.

So, if you made sure this was done in time for May’s new regulations, now would be a good chance to revisit your statement and ensure that data is not likely to be used for any other purposes than those you listed last time.

If there are new additions – ensure you get a new statement produced, issued and signed.

Still not really sure where you stand with relation to the GDPR and data protection? We recommend this really useful tool for SMEs ­- Data protection self-assessment toolkit from the Information Commissioner’s office (ICO).

This toolkit will help you assess whether you are remaining compliant with GDPR, and what you need to do if not. The checklist is aimed at small and medium businesses.

At Embrace HR we know that managing people’s personal information is part and parcel of the HR process. We use HR software to easily keep data up to date and to manage what we need to keep and for how long. Software is a simple way to help comply in part with the GDPR. Take a look here for more information and to sign up for your free trial.

If you would like to discuss this subject further and how it may affect your business, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 769 282 or contact us here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

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CLOSED: Carers

Support Workers : Part-time and Bank near Bishop Stortford CM22



£12.00 per hour weekdays and £14.00 per hour weekends

We’re looking for several people to grow the team looking after a little boy of 8 years old with Cerebral Palsy.

Have you worked with children with special needs?

Do you know the challenges of working in a private home that is also your workplace?


Can you fill this role? If so apply now :

Click here to complete our contact form quoting reference JBSEP2017

If you have experience of working with children with special needs, or can demonstrate a genuine interest in this area, with the right aptitude and willingness to learn, we would like to hear from you. We can offer a rewarding job with a bright and enthusiastic 8-year old boy who has cerebral palsy and non-verbal communication needs.  Our client lives at home in spacious accommodation in CM22, Essex with his mother, needing support in all activities of daily living including personal hygiene, feeding and dressing. He also needs support when enjoying out of school outdoor activities such as ice skating.

You will need to be:

  • Confident and respectful about working in the client’s own home
  • Keen to learn new things e.g. personal care routines (training will be given)
  • Proactive with an encouraging approach and able to positively engage with the client
  • Able to work under your own initiative in a family setting
  • Able to undertake all aspects of the handling management plan using specialist equipment
  • A basic knowledge and understanding of computers, and the ability to operate electronic devices is desirable
  • Car driver desirable

We can offer:

  • A rewarding and enjoyable role
  • Training and development, including use of Eye Gaze technology
  • Good rates of pay
  • Flexible working – hours are available to cover Thursday to Sunday during school term time. Hours required on other days and some support is required also during school holidays.
  • Weekday hours include 7 – 9 a.m, 4 – 8 p.m. and sleeping nights 10 p.m. to 7 a.m.  Weekends and holidays 7 a.m. to 8 pm and sleeping nights.

For a full job description and and application pack click here to complete our contact form quoting reference JBSEP2017.

Satisfactory references, an enhanced DBS disclosure and proof of eligibility to work in the UK are essential. A conviction will not necessarily prevent you from being employed.

We’d like to interview you as soon as possible so do apply now!

Click here to complete our contact form quoting reference JBSEP2017

Based in Aylesbury, Buckinghamshire, Embrace HR supports independent case managers, and business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace HR is not an employment agency. We recruit directly for our clients.

Image for Support Worker in Haywards Heath

CLOSED: Support Worker, Royston Herts

We’re looking for Support Workers for our client in Royston! If you’d like more information, please do apply as soon as possible.

Our Client

Our client is a 20-year-old young man who has enduring needs arising from injuries sustained as a consequence of REI at the age of 7 years, he is dependent on others for certain aspects of his daily living needs.


Our client is based in Royston, Hertfordshire.


Pay is dependent on the day and time of shifts worked but starts from £11 – £13 per hour.


Can you work a minimum of 16 hours per week? This will include evenings and regular weekend work.

We can agree these hours as part of a job share.

Do you know anyone who might want to job share with you? Please show them this advert too.

Role overview

You will support our client, within his own home and promote his independence in partnership with his Therapy team. Our client needs support with self-help skills, such as domestic duties, cooking, money management, time management and planning. You will help him in accessing the community via his Therapeutic programme, including participating in a number of outdoor and social activities in Royston, the surrounding areas and occasionally farther afield. Support needs to be flexible in approach and will involve weekends and some late evenings dependent on the activity that he is involved in.

About you

Previous experience of working with young adults with special needs is preferred but enthusiasm, patience and willingness to learn are as desirable. You must be confident about working in a client’s home and sensitive to the needs and wishes of the client and his family. You will be able to demonstrate the need for confidentiality and privacy, have a good sense of humour and be reliable, sociable and trustworthy. You will be comfortable with budgeting and helping to run a household.

You will have a lively, creative personality and be willing to undertake adventurous outdoor activities. A full driving licence is required for this role in order to access the wider community and activities undertaken. Ideally you will be able to swim and ski. Candidates will also be asked to assist with support during holidays and short breaks.

Essential skills and experience

– Experience of neuro-rehab in a community setting and/or supporting young adults with neuro-impairment

– Physically fit and able to take part in adventurous outdoor activities.

– Able to run a household and budget accordingly.

– Excellent communication, social, numeracy and literacy skills

– Confident with using I.T

– Sense of humour

– Driving license

– Availability to accompany client on family holidays and weekends away


This post operates a non-smoking environment at all times.

Ongoing training and support will be provided.

You will require a DBS certificate for this post. A conviction will not necessarily prevent you from being employed.

Satisfactory references and proof of eligibility to work in the UK is necessary.


Do apply as soon as possible as interviews will be held locally on Tuesday 20th February 2018.

The recruiting company is not a recruitment agency, we recruit direct for our clients so no agencies please.

adult at computer

A bit on the side – four in 10 workers have second ‘jobs’

People managers need to start considering how they will tackle this growing trend…

We often talk about developing careers and keeping employees engaged on our blog, but what do you do when alongside their career with your organisation, employees have a second job or small business?

Side hustle

It is a growing trend – with four in 10 working adults having some kind of ‘side hustle’ alongside their full-time job or career, according to Henley Business School’s white paper, The Side Hustle Economy.

And these side hustles form an important part of the economy too – their income adding up to a not-so-inconsiderable £72bn for the UK economy in 2017.

HR policy

Does your organisation have any policy in place for these kinds of activities? It won’t be surprising if not as, in a recent survey, around half of the companies asked had no such policies in place.

With the trend on the increase – figures are expected to double in the next 10 or so years – it is an issue that anyone involved in human resources should be seriously considering.

According to the School’s Dr Charmi Patel, associate professor in international human resource management: “A key issue is compliance; if staff are working flexible hours, from home or virtually, the control might not be there, on whether they are conducting their own business on company time and using company property, resources and data to do so,” she said.

Open for business

But while it is important to have these policies in place, organisations should otherwise be open to the idea of employees running a separate business or job on the side. Often these kinds of activities are creative and involve the employee’s passion – and perhaps one that cannot be fulfilled at work. Of course, there is the risk that they eventually may become so successful that they are able to leave to pursue their dream full-time but, in many cases, it is the key to your employee feeling fulfilled and successful, and becoming someone who will carry that success into their full-time job as well.

Organisations that seek to restrict or control side hustles are likely to see employee engagement slide – and in turn well-being and hence productivity dip.

Where human resources may need to keep a careful eye is on people burning the candles at both ends to keep up with both their career and their extra-curricular business. And of course, you will want to ensue that it is not going to conflict with your own business.

A life balance, which enables staff to manage their job and their side hustle, is the ideal, and maintaining that equilibrium is something that people managers need to focus on.

If you would like to discuss this subject further and how it may affect your business, please contact Cecily Lalloo at Embrace HR Limited.

T: 07767 308717 or contact us here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Manager and employee engagement

Being the best – starting at the top

Managers need to understand how they can support employee engagement and well-being. And why…

Employee engagement and well-being is vital if you want to keep your people happy and productive – and retain valued members of your team. But this kind of culture must be supported from the top down – so to ensure it works properly, managers must be on board.

What the research says

And yet in recent CIPD research [CIPD Community: New tools to help you develop managers to support employee well-being and engagement, 22 Mar 2017], it appeared that less than half of the surveyed HR professionals believed that their company’s line managers had indeed bought into the importance of their staff’s well-being.

On the back of this research, the CIPD has teamed up with Affinity Health at Work and a number of research partners to come up with a selection of tools aimed at giving managers the tools and skills they need to ensure the well-being of their teams – called the Maturity Model [CIPD: Developing managers for engagement and well-being, 21 Feb 2017]

Being the best

Working on employee engagement and well-being is key to becoming a great company to work for. Every year, the Sunday Times Best Companies lists reveal which companies and not-for-profit-organisations are the best to work for.

And it’s not just for the blue chips and global giants – this accolade is something that all companies can work towards, whatever their size. It’s an aim that will reap its own rewards in terms of employee productivity and retention. There are eight specific segments to be considered – including leadership, how employees relate to their managers, and the level of engagement they have with their company. How staff feel about pressure at work and their life/work balance, their satisfaction with pay and benefits and how their growth within their job/career is managed are other vital criteria.

Here at Embrace HR we work with a number of SME’s to help them address these eight important areas as part of the ‘Best Companies’ programme. Take a look here to find out more: [Best Companies: The 8 factors of workplace engagement]

Taking it from the top

These things need to start at the top though, so the maturity model, mentioned earlier, which can help those involved in people management identify where an organisation is at in terms of management development, is really useful in helping to bring you up to speed.

Once you have assessed where your company currently sits within the maturity model – at the lower end for instance (little or no competence) – you can work on the required processes to achieve the next level, and ultimately aim for the lofty heights of level 3 – competence.

So to use the maturity model, you would evaluate your company’s approach and current leadership development offering to work out what level you were starting at.

For instance, at level 2, your managers receive some support to develop their management skills, and the company culture and policies support effective management development.

You can start assessing your team and making plans to bring your managers to the next level in order to increase employee engagement and well-being by downloading the report and maturity model here [CIPD: Developing managers for engagement and well-being, 21 Feb 2017].

If you would like to discuss this subject further and learn how Embrace HR can help your business, please contact Cecily Lalloo at Embrace HR Limited.

T: 07767 308717 or contact us here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.


The benefits of HR Software

The new regulations for protecting data are imminent but using specialist HR software can help you stick to the rules – as well as offering many benefits with other day-to-day HR tasks – as we highlight below…

No one with an email address can fail to have noticed the vast numbers of messages asking you to re-opt in to newsletters and marketing messages, which have been flooding in over the past couple of weeks.

It’s all related to the General Data Protection Regulation (GDPR) (EU) 2016/679 that is a regulation in EU law on data protection and privacy for all individuals within the European Union. This comes into effect on 25 May 2018.

These Regulations are aimed at protecting personal data as people become increasingly aware of, and concerned about, how their personal information is stored and shared online.

As well as affecting how you collect and store data from clients and potential clients there are also rules about the information you retain about your employees, what it’s used for and how long it should be kept. Find out more in our previous blog.

Keeping up with these kinds of initiatives can be hard work – especially if you don’t have a whole department of people to keep on top of things. It is a great idea to start automating some of the more transactional and repetitive tasks, freeing up your staff to deal with people-related matters, where they can use their skills and expertise to best effect.

Technology is making it easier to automate some mundane tasks – chatbots (a chatbot is a computer program which conducts a conversation via auditory or textual methods that can interact with potential candidates on your website, and collaboration tools such as Asana (a web and mobile application designed to help teams organise, track, and manage their work) can be used for communicating with potential candidates and staff.

Moreover, specially designed HR software – HR Software As a Service (SAS) – can really help streamline your administration and enable your organisation to keep on top of other developments, such as payroll requirements. HR Software makes all data accessible in one easy-to-find place – perfect when you have to keep track of it for GDPR.

But that’s not its only selling point…

Other benefits of HR software

  1. Automate the workload – Makes it easy for you to keep up with admin for holidays, absences and medical leave.
  2. Ditch the paperwork – Time-consuming tasks can be integrated using real-time data straight on to the system, so you don’t have to deal with mounds of paperwork.
  3. Compliancy – The HR Software can produce up-to-date legal documents for issues such as grievances, performance, disciplinarians and staff exits.
  4. Easy access – Because our HR software is based in the cloud, you can access it wherever you are, as long as you have internet access.
  5. Transparency – With information available for you, your staff and managers, people management can be open and transparent.

Just what you need? You can sign up for your free trial of HR software today at

If you would like to discuss this subject further and how it may affect your business, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 769 282 or contact us here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.