Practical HR processes for UK businesses, delivered remotely
GullyHR helps UK small and mid-sized businesses audit, design and document their HR processes. We work remotely from Bengaluru and build around the rules your UK adviser confirms. We do not give legal advice.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps UK businesses put HR on a clear footing: audits, hiring and onboarding processes, handbooks, disciplinary and grievance workflows, and performance reviews. We work remotely by video call and shared documents. We do not give legal advice or run payroll. Your UK adviser confirms the rules and we build them into the process.
Time zone. The UK is on UTC+0 in winter and UTC+1 in summer. India is 5 hours 30 minutes ahead in winter and 4 hours 30 minutes ahead in summer. Meeting windows are agreed at the start, and the morning overlap is usually the easiest.
Who this suits in the UK
- A UK business with fewer than a full HR team, where a director, office manager or finance lead handles people matters on top of another job.
- A company that has grown quickly and now has contracts, handbooks and procedures that do not match each other or how people actually work.
- A business that wants a disciplinary, grievance and performance process written down before it is needed, so managers act consistently.
- A UK subsidiary or branch of an Indian or international group that needs local HR documents and processes aligned with head office.
What we do for businesses in the UK
HR audit
We review contracts, policies, personnel files, right-to-work record keeping and management practice against a clear checklist. You get a written report, with questions for your UK adviser marked separately.
Read more →HR process design
We map and redesign hiring, onboarding, absence, performance, and disciplinary and grievance workflows. Each has an owner, steps and records, so managers follow the same path every time.
Read more →Policies and employee handbook
We draft a handbook and core policies in plain British English. Legal wording and entitlements are left open until your adviser confirms them, then we complete the documents.
Read more →Fractional HR management
If you have no full-time HR lead, we can act as an outside HR manager on an ongoing basis. We keep the process calendar, support managers and flag legal questions to your adviser.
Read more →Recruitment and interview process
We design structured interviews, scorecards and offer steps. Records are kept consistently, which helps you explain hiring decisions and keeps right-to-work checks in the right place in the sequence.
Read more →HR situations we help with in the UK
Managers improvise discipline.
Without a written process, two managers handle similar issues differently. The ACAS Code of Practice on disciplinary and grievance procedures is the reference point many UK employers use, so the process should be built with it in mind.
Right-to-work checks.
UK employers must check that new hires may work in the UK. The check needs a clear owner, timing and record. Gaps often appear when hiring is rushed or done by different managers.
Contracts and handbook out of step.
Contracts, offer letters and handbooks are often written at different times. They can contradict each other on notice, absence or working hours.
Absence and sick pay handling.
Sickness reporting, return-to-work conversations and statutory sick pay processes need to be consistent. Informal handling creates uneven treatment.
Probation without structure.
Probation reviews are often skipped or left undocumented. A simple review schedule gives both sides clear expectations.
Remote and hybrid working.
Many UK teams now work from home part of the week. Requests, equipment, supervision and expectations need a written approach that applies fairly.
Redundancy and restructuring.
Change programmes need a defined process, communication plan and records. Doing it informally increases the risk of mistakes and disputes.
Local rules your adviser confirms
These are UK regimes an employer should confirm with a qualified local adviser. We do not state rates, limits or notice periods. We design the process around each point once your adviser confirms it.
| Topic | What we do about it |
|---|---|
| ACAS Code of Practice | The code on disciplinary and grievance procedures. We design the workflow and templates with it in mind. Your adviser confirms fit for your situation. |
| Right-to-work checks | The employer's duty to check and record eligibility to work. We build the check into your offer and onboarding sequence. Your adviser confirms how it must be carried out. |
| Written statement of employment particulars | The information a new employee must receive in writing. We create contract and onboarding templates, and your adviser confirms the required content. |
| Statutory leave and pay | Holiday, sickness, family leave and related pay. We draft the policy structure and request process. Figures are added only once your adviser confirms them. |
| National Minimum Wage | Pay floor rules, including how they apply to different ages and arrangements. Your adviser or payroll provider confirms compliance. We do not check pay rates. |
| Workplace pensions | Auto-enrolment duties for eligible employees. Your adviser or pension provider handles this. We add the joiner step to your onboarding checklist. |
| Equality and discrimination law | Protected characteristics and reasonable adjustments. We design recruitment and performance processes to be consistent and recorded. Your adviser reviews the wording. |
| Redundancy and TUPE | Consultation and transfer rules where roles end or a business changes hands. We draft the internal workflow and checklist. Your adviser leads on the legal steps. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Scoping call
A video call to understand your business, team size, managers and the problems you want solved. We agree scope in writing and set meeting windows that work for UK time.
- 2
Document review
You share contracts, handbooks, forms and sample records in a shared folder. We read them and list gaps, contradictions and questions for your adviser.
- 3
Written findings
We send a written report in plain English with priorities, then walk through it on a call so you can ask questions.
- 4
Design and drafting
We draft process maps, policies, templates and checklists in shared documents. You comment, we revise, and legal points stay marked for your adviser.
- 5
Handover and support
We hand over final documents with a short guide for managers. If you want ongoing help, we can provide it remotely on a regular basis.
What we do not do
- We do not give legal advice or opinions on UK employment law.
- We do not run payroll, process PAYE or make statutory filings.
- We do not carry out right-to-work checks or give immigration advice.
- We do not supply contract staff or run background verification.
- We do not claim a UK office, registration or past UK clients.
Questions from businesses in the UK
GullyHR does. We are based in Bengaluru and work remotely with UK businesses on audits, process design, documents and training. We do not give legal advice and we work alongside your UK adviser.
No. We have no UK office or registration and we do not claim UK clients. This page describes the remote service we offer and how it works with your local adviser.
No. We name areas to check, such as the ACAS Code and right-to-work duties, but your qualified adviser confirms the rules. We then build the confirmed requirement into your processes and documents.
We can draft the workflow, templates and manager guide, designed with the ACAS Code in mind. Your UK adviser should review it before use, because legal wording and fit are their responsibility.
No. We design where the check sits in your hiring and onboarding process, who owns it and how it is recorded. The check itself is carried out by you, following guidance your adviser confirms.
No. We do not compute payroll or make filings. We can design the joiner, leaver and change-of-pay steps that feed your payroll provider, so the right information arrives on time.
It depends on scope, team size and the state of your documents. We share a written scope and timeline after the first call, so you can decide before committing to anything.
Our service is remote. If you want an on-site session, ask us and we will say honestly whether it is possible. Most work is done through calls and shared documents.