- 01824 544 568 or 0330 043 3983
- Open Today: 9am - 6pm
- Ruthin, North Wales
Access professional advice when you need it to resolve workplace challenges quickly and confidently. Just a call away.
We don’t believe in one-size-fits-all advice. Our solutions are designed to align with your company’s policies and operational needs, helping you make confident, legally sound decisions.
Tailored businesses services included documentation for your business incl employment contracts, employee handbooks, disciplinary procedures.
We’ve had the privilege of partnering with industry leaders and growing teams alike, helping them navigate their biggest HR challenges. But don’t just take our word for it—here is what our clients have to say about our commitment to excellence and the results we’ve achieved together.
”After being with a large but impersonal national provider for five years, working with Luke was a breath if fresh air. A local contact we can talk to on the phone or via email.”
Owner, Fineline Printer & Stationary
“Luke handled a grievance for our organisation excellently. He was diligent, thorough and dealt with things in a timely manor. Throughout his communication was brilliant, taking early calls…”
Business Owner
“He took time to really understand our business and was able to explain complex HR processes and procedures in simple terms. I felt able to ask all the questions I needed. and he has supported us throughout.”
Director, Safe Schools
Contact us through our dedicated HR Advice Line phone number or email. Our friendly support team will connect you with the right HR expert.
Schedule a convenient time for your consultation. During this session, our HR specialist will listen to your concerns, ask pertinent questions, and provide actionable advice.
After your initial consultation, we offer follow-up support to ensure your HR issues are resolved effectively. We're here to assist you every step of the way.
Our HR Advice Line is a direct support service for employers, offering immediate, professional HR and employment law advice. Whether you’re dealing with disciplinaries, grievances, contracts, redundancy, or workplace disputes, our experienced HR professionals are here to help.
Speak to qualified HR professionals who provide clear, practical guidance tailored to your business.
Stay legally sound and avoid costly mistakes with up-to-date legal insights.
Whether you need a one-off consultation or ongoing support, our HR Advice Line is here when you need it.
Source: Employment Tribunal Awards 2022/23: A Year of Transition and Shifting Trends. Read more.
In 22/23, the employment tribunals dealt with 85,352 claims – and, right now, it’s easier than ever for an employee to bring a claim.
Defending an employment tribunal claim successfully doesn’t come without a (often considerable) cost, but, if you lose, the awards granted to claimants can be considerable…
Whilst it is impossible to completely mitigate the risk of an employee bringing an employment tribunal claim, you can stack the odds more in your favour by taking professional HR advice and guidance from our HR Advice Line before matters escalate.
Partner with our HR experts to secure exceptional talent, strengthen workforce performance, and accelerate sustainable business growth with confidence.
Our HR Advice Line provides expert, on-demand guidance for employers who need quick and reliable advice on HR and employment-related matters. Whether you need help resolving a staff issue, understanding employment law, or managing workplace challenges, we’re here to assist.
Our HR Advice Line provides expert, on-demand guidance for employers who need quick and reliable advice on HR and employment-related matters. Whether you need help resolving a staff issue, understanding employment law, or managing workplace challenges, we’re here to assist.
ACAS (Advisory, Conciliation and Arbitration Service): Offers guidance on employment law, workplace disputes, and employee relations.
Federation of Small Businesses (FSB): A support network for small businesses, offering advice and resources on HR, legal, and financial matters.
Yes, all advice provided through the HR Advice Line is entirely confidential. We take your privacy and the sensitivity of your business matters seriously.
You can access the HR Advice Line by calling our team at 0330 043 3983 or emailing Hey@dekela.com. Alternatively, you can book a consultation via our website.
Most workers who work a 5-day week must receive at least 28 days’ paid annual leave a year. An employer can include bank holidays as part of statutory annual leave. Part-time workers who work regular hours for the whole year are entitled to at least 5.6 weeks’ paid holiday, but this will amount to fewer than 28 days. For example, if they work 3 days a week, they must get at least 16.8 days’ leave a year (3 × 5.6).
If an employer wants to dismiss or terminate an employee, they must have a valid reason for doing so and must follow a fair and legal process. Unless gross misconduct has occurred, dismissal should only happen if a disciplinary procedure, as detailed in the company’s disciplinary policy, has been unsuccessful. An investigation with appropriate evidence will be required to establish facts, avoid discrimination and manage the risk of unfair dismissal. This is particularly important for employees with more than two years service.
An employer must give employees and workers a document stating the main conditions of employment when they start work. This is known as a ‘written statement of employment particulars’ and must contain certain information. Most employers choose to incorporate this information into a legally binding 'contract of employment' - and it's always best to have these written by experienced professionals.
If your business is struggling to keep up with employment laws, managing employee relations, or handling recruitment, outsourcing HR can be a cost-effective solution. Our services provide expert guidance, freeing you to focus on growing your business.
By law employers must set out a grievance procedure and share it in writing with all employees, e.g. in their statement of employment or employee handbook. Regardless of the size of your business, all employers should follow a 'full' and 'fair' grievance procedure (as set out in the ACAS Code of Practice). The procedure you've followed will be taken into account if the case reaches an employment tribunal.
At Dekela, we understand that you may have questions about the Dekela HR Advice Line. To help, we’ve compiled a list of frequently asked questions. Whether you’re exploring how we can assist your organisation or need more details about the HR Advice Line and our other services, you’ll find clear and helpful answers here.
Our HR Advice Line provides expert, on-demand guidance for employers who need quick and reliable advice on HR and employment-related matters. Whether you need help resolving a staff issue, understanding employment law, or managing workplace challenges, we’re here to assist.
The HR Advice Line is designed for business owners, managers, and employers who need expert HR advice. It’s suitable for companies of all sizes and industries.
We can assist with a wide range of HR matters, including but not limited to:
Yes, all advice provided through the HR Advice Line is entirely confidential. We take your privacy and the sensitivity of your business matters seriously.
You can access the HR Advice Line by calling our team at 0330 043 3983 or emailing Hey@dekela.com. Alternatively, you can book a consultation via our website.
Most workers who work a 5-day week must receive at least 28 days’ paid annual leave a year. An employer can include bank holidays as part of statutory annual leave. Part-time workers who work regular hours for the whole year are entitled to at least 5.6 weeks’ paid holiday, but this will amount to fewer than 28 days. For example, if they work 3 days a week, they must get at least 16.8 days’ leave a year (3 × 5.6).
If an employer wants to dismiss or terminate an employee, they must have a valid reason for doing so and must follow a fair and legal process. Unless gross misconduct has occurred, dismissal should only happen if a disciplinary procedure, as detailed in the company’s disciplinary policy, has been unsuccessful. An investigation with appropriate evidence will be required to establish facts, avoid discrimination and manage the risk of unfair dismissal. This is particularly important for employees with more than two years service.
An employer must give employees and workers a document stating the main conditions of employment when they start work. This is known as a ‘written statement of employment particulars’ and must contain certain information. Most employers choose to incorporate this information into a legally binding 'contract of employment' - and it's always best to have these written by experienced professionals.
If your business is struggling to keep up with employment laws, managing employee relations, or handling recruitment, outsourcing HR can be a cost-effective solution. Our services provide expert guidance, freeing you to focus on growing your business.
By law employers must set out a grievance procedure and share it in writing with all employees, e.g. in their statement of employment or employee handbook. Regardless of the size of your business, all employers should follow a 'full' and 'fair' grievance procedure (as set out in the ACAS Code of Practice). The procedure you've followed will be taken into account if the case reaches an employment tribunal.
