Whether you have an established HR function or no HR team at all, Citation HR’s effective HR support can help your business stay on the right side of the law. With access to unlimited, untimed, and expert advice, staffed by highly qualified professionals to answer your questions 24/7, 365 days a year, you’ll be glad you have Citation HR by your side.
You’ll have a compliant and productive workplace with best-practice HR management and policies in place. We’ll work with you to put together a plan and support you every step of the way.
You can rest easy knowing that if an employment-related claim is made against your business, Citation HR will be there to protect you. Because no one can predict the future, we highly recommend our Advice Promise – it’s the protection for peace of mind.
Enjoy paperless control over all your employee records from recruitment to retirement with our HR software and HR services for businesses. Fast, secure and easy to use, you can update information anywhere, from any device.
Here are some of the ways we can support you when you sign up:
If you’re not in the HR space, and that’s not where your skill set lies, you’ve got to use Citation HR. In the franchising world it’s so easy to do something incorrectly, even if it’s not on purpose. The costs, fines, and penalties are so high. You’ve got to have that correct advice and that support. Citation HR has totally supported our franchisees with any compliance concerns. The outcome was fantastic.
Citation HR’s advice has been very helpful for us during this time. It’s also acting a solid source of teaching for me as I launch my HR career.
Start with the stages an employee moves through, from recruitment and onboarding to role changes and departure. List the information you need to record at each stage and the documents currently used. Note missing, duplicate or outdated items. The checklist should reflect your business and workforce, so use specialist advice where you are unsure which resources are appropriate.
A template helps you start, but the circumstances still matter. Check names, roles, responsibilities and the relevant employment arrangements before using a document. Make sure the wording reflects the decision or process you intend to communicate. Ask for guidance when a document relates to a sensitive employee matter rather than assuming standard wording will suit every case.
Agree where employee records and supporting documents will be kept and who is responsible for maintaining them. Clear naming and consistent processes help managers locate the relevant information. Review how documents are used across the employee lifecycle, including when roles change or an employee leaves. Consider how HR software could support the way your team manages this work.
Look beyond whether a document exists. Check whether managers understand when to use it, what information to include and where to seek advice. Recurring questions may show that a guide or workflow needs clarification. Use available resources and training to strengthen that understanding, while keeping an internal owner for updating records and following through on agreed actions.
A practical starting point is employment contracts, onboarding records, workplace policies, performance documents and exit records. The exact checklist depends on your workforce and business. Citation HR can help you review the documents you need.
Templates should be reviewed and adapted for the relevant role, workplace and circumstances. Citation HR provides resources alongside specialist advice to help you use them appropriately.
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