For warehouses, hauliers, manufacturers and trade counters

Proof you did it properly.

Workplace paperwork for small employers with no HR department. We build it around your business, keep it current, and keep a dated record of what you actually did.

Built around your business

Your rules, your named people, your floor. Not a template with your name at the top.

Kept current

Reviewed and reissued when a relevant change needs it, and at least twice a year.

A dated record, not just paperwork

Who acknowledged what, who was there, what you changed and when.

Honest limits

We say what we do not do, in writing, before you sign anything.

No advice line. No HR software. No calls.

Email us for the free check

The free Workplace Evidence Check tells you where you stand. Send us your handbook, your harassment risk assessment and anything else you’ve got, and you’ll get up to three findings back. If there’s nothing significant, we’ll say so.

1 OCT 2026

Twice as long to claim. Staff now have six months to bring most claims, not three.

30 OCT 2026

Harassment duty due. You’ll need to show the steps you took to prevent it, customers and visitors included.

1 JAN 2027

Unfair dismissal from six months. Almost everyone you employ, with no cap on the award.

One product, done properly

What you get

It starts with three documents written around your business. Then we keep them right, every month, for as long as you stay.

A handbook that matches your floor

Twenty-two sections, your rules, your named people. Written so a new starter can follow it without asking someone. They sign for it and the signature is recorded against their name.

A harassment risk assessment

A room-by-room, role-by-role read on who is exposed to what, and the steps you are taking about it. It records the risks you have found and the steps you are taking about them, and every finding in it says where it came from.

What your own people say

Four minutes on a phone, from a QR code on the noticeboard. You get the findings by role with the response rate attached.

The survey is anonymous to your employer. It never asks who you are, and your answers are stored without the time you gave them. The privacy notice sets out exactly what we hold and for how long.

Then, every month

A five-minute toolbox talk, in your name, with digital sign-off your people scan
Your documents reviewed and reissued when a relevant change needs it, and at least twice a year
Four reissues a year of your own, one a quarter, on top of any we have to make
The survey rerun annually, with the change since last year
Your current handbook hosted at a link, acknowledgements recorded
Every HR letter you might need, pre-filled and kept current
Once a year, one dated page summarising everything you did

What is at stake

What it costs to get this wrong.

There's no upper limit on what a tribunal can award for harassment. On top of that it sets a figure for injury to feelings: £1,300 to £12,600 for the less serious cases, and up to £62,900 for the worst, with no ceiling in exceptional ones.

If a sexual harassment claim succeeds and you can't show the steps you took to prevent it, the tribunal can add up to a quarter more.

From 1 January 2027 the statutory cap on the compensatory award for unfair dismissal is removed, and people can bring a claim after six months instead of two years. From 30 October, the date the government has announced, employers must take all reasonable steps to prevent sexual harassment, and from the same date an employer can be liable for harassment of its staff by third parties.

A handbook from 2019 with another company's name in clause nine isn't evidence of anything. What decides these cases is what you can show you did, and when you did it.

What we'd put in place

Sources: the Employment Tribunals' Presidential Guidance on Vento bands, April 2026; the Worker Protection Act 2023; the Employment Rights Act 2025.

The difference

What's it worth if somebody asks?

A folder in a drawer

A handbook someone downloaded years ago, with another company's name still in clause nine. Somewhere there is a policy saying harassment is not tolerated. Nobody has signed it and nobody has read it.

If a tribunal, an insurer or a big customer asks what you did about it, that policy is not much help on its own.

What we build

A file of dated records, built to show what you did, when you did it and why. Who acknowledged your handbook, and when. Evidenced adds what your people said when they were asked, anonymously to you, and what you changed off the back of it. Tracked adds your managers' training records and a second survey six months on.

Every assessment says plainly what it rests on, and where something is your account rather than your staff's, it says that too.

What we don't do

There is no advice line, no HR software and no tribunal insurance here, and there is no tie-in. If something is genuinely contentious we will say so and point you at a solicitor rather than have a go ourselves. The scope is narrow on purpose and the price reflects it.

What this looks like when it goes wrong

A dismissal I watched go badly.

A man with a poor sickness record and an underlying health condition. His own line managers were handling the absence properly, meeting him, keeping notes, doing it by the book. Senior management decided he was going anyway, partly because he was not much good at the job.

They handed the meeting to a manager who barely knew him and had never run one before. Sit him down, tell him the role is no longer needed, effective immediately. Part way through, that manager brought up the sickness record. No letter beforehand, no notice of what the meeting was, nobody with him, and nothing in writing afterwards.

The complaint arrived the following week. It was settled with a payment, which was cheaper than a tribunal and a great deal more expensive than doing it properly would have been.

None of that needed a solicitor. It needed a manager who knew what order things happen in, and a letter that already existed.

One monthly figure, and it goes down

Three ways to do this.

The work is the same in all three. What changes is what the evidence rests on, which matters only if it is ever questioned.

Why it goes down. The first year pays for building your documents, and that is a one-off. Once it is covered the figure drops and stays down, for the same service.

Documented

Your account of how the place runs, written up properly.

£129 plus VAT a month, first year

Then £79 a month

Handbook, 22 sections
Harassment risk assessment and reasonable steps record
Redrafts of anything now wrong in your paperwork
The full monthly service above
No staff survey
No manager training

The complete option

Evidenced

The same, plus a survey of your own people that is anonymous to you.

£149 plus VAT a month, first year

Then £89 a month

Everything in Documented
Staff survey that is anonymous to you, four minutes, by QR code
Findings by role, with the response rate
A second manager questionnaire, so you see where the office and the floor disagree
Action plan built from what your people actually said

Tracked

For companies that want to show something moved. Measured now, and again at six months.

£209 plus VAT a month, first year

Then £129 a month

Everything in Evidenced
Three manager training modules on a phone, with dated certificates
The survey run again at six months, showing what moved
A written evidence review twice a year, at six months and twelve

£149 plus VAT a month for the first year, then £89. Every figure on this page is plus VAT. It drops after a year because the first year covers building your documents, and that is a one-off. Once it is paid for it comes off your monthly figure and stays off. Same service, less money.

No minimum term and no notice period. If you stop in the first year, you settle what’s left of the build charge and nothing else. From month thirteen there’s nothing to settle. Your handbook, risk assessment and letters are yours to keep. The hosted handbook, sign-off register and evidence summary run while you subscribe.

What you get for staying is that the price drops and the work does not. When the law changes, we change the parts of your documents it affects, reissue them, and tell you what moved and why. When something needs you rather than us, a review falling due, a policy to re-sign, a date coming up, you hear it from us before it matters rather than after. The hosted handbook, the sign-off register and the yearly evidence summary run for as long as you subscribe. Prices are for a single site.

We work with employers of 12 staff and up. The survey needs at least five answers before we report anything, and smaller groups inside a company are folded together so nobody can be picked out. Below 12 staff we can’t promise that, and we will not pretend otherwise. Fewer than 12 staff and still need the paperwork right? There is a version for you at £79 a month, without the survey and without pretending it is there.

Who we are

Who writes this.

I've spent years running warehouses. Different products, different team structures, different constraints on the site and the building, and underneath all of it the same daily reality: our own vehicles going out, other companies' drivers and contractors coming in, and a shift that still has to work when something doesn't turn up or doesn't fit.

If you haven't got an HR department, the person dealing with whatever happens is a supervisor on shift, and what they've got to hand is whatever somebody wrote down before it happened. That's the part I wanted to get right.

So everything I do starts from how your site actually runs, not from a template. The harassment risk assessment I write for you names your driver waiting area, not "communal spaces". The staff survey takes four minutes, because that’s what someone will do standing up on a break. Twenty minutes gets binned.

Every assessment is reviewed and signed off by a CIPD Level 5 qualified practitioner before it reaches you.

Delivery: Remote and national. Everything by document, questionnaire and survey. No meetings and no site visits.
Sign-off: Every pack, reissue and survey finding reviewed by a CIPD Level 5 qualified practitioner.
Scope: Operational assessments and records. Not legal advice, and honest about the line: contentious matters go to a solicitor, and we can introduce one.

Straight answers

The three things everyone asks.

Do you visit the site?

No, and that is deliberate rather than a corner cut. Working remotely is most of the reason this costs a fraction of a consultant. In place of a walk-round you send your documents, photographs from your own phone, and a second set of answers from one of your supervisors, and your whole workforce gets the survey. A visit shows me one morning of a site on its best behaviour. The survey tells me what happens the rest of the time.

Am I tied in?

No. No minimum term and no notice period. If you stop in the first year, you settle what’s left of the build charge and nothing else. From month thirteen there’s nothing to settle. Your handbook, risk assessment and letters are yours to keep. The hosted handbook, sign-off register and evidence summary run while you subscribe. The price goes down at month thirteen, not up, and we put that date in writing on day one.

Are you solicitors?

No, and we will never pretend to be. What we build is operational: assessments, records and training, the file that shows what you did. Anything genuinely contentious, a live dispute, or a change to contract terms belongs with a solicitor, and we will say so at the time and introduce one if you need it.

Start with the free one

Send us what you've got.

Your staff don't just deal with each other. From 30 October 2026, the date the government has announced, you can be held liable when they're harassed by people you don't employ: customers, drivers, contractors, the public. What counts is whether you can show you took all reasonable steps to prevent it, and there's no cap on the compensation.

It isn't the only change, so your handbook's worth a look anyway. That's what the free Workplace Evidence Check is for. Email whichever of these you've got:

your staff handbook
a harassment risk assessment
anything you've done to ask your staff about harassment
when each was last looked at

enquiries@jtmworkplace.co.uk

We'll come back by email with up to three things worth fixing, or tell you straight if there's nothing significant. It's free, there's no call, and we won't chase you.

The findings rest on what you send. We haven't seen how things actually run, and they'll say so.

Got none of them? Email us your company's name and say so. That's an answer too, and the check still works.