HR Compliance — Wild Hearth Bakery

Collect passport scan, RTW share code and signed declaration for every active employee. Home Office fines have risen to £60k per illegal worker since the 2024 hike — the largest single legal exposure on the chart.

Record driving licence number, categories and expiry for all 7 drivers. Set up quarterly DVLA share-code checks. Without a current register the insurer can walk away from any incident claim.

A written statement of particulars under s.1 Employment Rights Act is a day-one statutory right. Several Evening Packers currently show no contract type on file — issue and signature-capture this week.

Eighteen probation end dates have already passed without a formal review. Hold the review, document the outcome (confirm / extend / terminate) and update the compliance matrix.

Document the policy: review cadence, owner, criteria for extension or termination, notice periods, and the paper trail required at each stage. Pre-requisite for closing the overdue probations cleanly.

Most employees list 5 managers in "Reports To" — meaning nobody actually owns 1:1s, performance reviews or disciplinaries. Assign exactly one line manager per active employee.

Around eight employees have no emergency contact on file. Cheap to fix and a baseline duty-of-care expectation if there is a workplace incident.

Verify every eligible employee is auto-enrolled at the correct contribution rate. The Pensions Regulator regularly audits small employers; mixed 3/5 vs 5/5 enrolment on the chart suggests inconsistency.

Document bands and progression criteria. Hourly rates range £10.88–£15.12 with no obvious banding; two drivers are salaried at £30,072 while the rest are hourly part-time. Make the framework explicit.

Post Harpur Trust v Brazel (2022), the 12.07% accrual shortcut for casual workers is unlawful. Audit current calculation method and fix back-pay exposure for Evening Packers and weekend Cleaners.

Four employee couples are on payroll (Castley / Rogers, Brown / McCarthy, Chesney / Goodfellow, Barbosa / Jeffrey). Document a no-direct-supervision rule and the disclosure process before performance review season.

The BrightHR CSV export corrupts phone numbers and sort codes (visible in this dataset). Scope a move to a system with proper API access and a stable record-of-truth — feeds the renewals dashboard.