Careful AICompliant by designBuilt in the UK
HRrigin
Every great team has an origin.
Every great business begins with one.
Built for the founders who hire the first ten, and the HR teams who scale to five hundred. Capture every employee’s story from day one. Help them grow. Defend the record.
I.·The law.
You do not need to know it all.
The platform does.
Every business that hires takes on legal duties from day one, more at five people, more again at twenty. Nobody hands you the list, so we built it in: what applies, when, and what the law expects on file.
Horizon one
Before the first payday
land on day one
Registrations, insurance, checks and paperwork that all have to exist before anyone starts, not after. None of it is hard. All of it is invisible until someone asks to see it.
In fifteen years I have rarely met a new employer who had all eleven.
Get these wrong and the exposure is immediate, not eventual.
Horizon two
The first six months
that catch up with you
Pensions, pay, leave, absence, and the written procedures the law expects you to already have. Every one of them is straightforward on a quiet Tuesday and impossible in the middle of a dispute.
Several carry deadlines that started counting the day you hired.
This is where most small employers quietly fall behind.
Horizon three
Six to twelve months
that have to hold up
Less about the law now, more about your judgement. Probation, pay, promotion and performance, and whether the reasoning behind each one was written down at the time or reconstructed afterwards.
Tribunals do not weigh the decision. They weigh the record of it.
The point of year one is that year two is not a rebuild.
Indicative only. Your exact duties depend on your sector, contracts and workforce mix, which is exactly why the platform asks about yours before it tells you anything.
II.·Moving in.
Most software ends
at the login. This one doesn't.
Changing HR system is the job everyone dreads, so most businesses put it off for years. We do the heavy lifting. Your records come across, your contracts and policies go in, and your team is shown round by someone who knows HR, not just the software.
Moving in
Your records, brought across
Spreadsheets, a shared drive, an old system, a filing cabinet. We bring your people and their history across for you, and check it the way an HR person would, not the way a script would.
- Employee records and history brought across
- Contracts and documents filed against the right person
- Gaps flagged before they become problems
- Nothing left behind in the old system
Setting up
Built around how you already work
Your contracts, your policies, your managers. We set it up with you, so on day one it looks and works like your business, not like a demo.
- Your contract templates and policies loaded
- Managers and access set up properly
- A walk through for the people who will use it
- Ready for your next hire from the first day
Staying close
A person, not a ticket queue
When something looks odd, you speak to someone who spent fifteen years in HR and built the thing you are using. Not a helpdesk reading from a script.
- A named contact from set up onwards
- Legislation changes built in as they land
- New features shaped by what clients ask for
- Help with the software, and the HR question behind it
III.·The span.
One HR function,
from ten people to five hundred.
Most businesses change HR provider three times on the way up, and every handover loses the record. This one grows with you: the same platform, the same history, more switched on as you need it.
Stage one
First ten hires
You are the HR function whether you meant to be or not.
- Contracts and statutory basics
- Offers, onboarding, right to work
- Someone to ring when it goes odd
Keeps you legal.
Stage two
Ten to fifty
The informal stuff starts breaking. Managers appear who have never managed.
- Handbook, policies, absence
- Probation and performance on a cycle
- Grievances run on a proper process
- Managers told what is due, and when
Puts it on a cycle.
Stage three
Fifty to one fifty
You hire your first HR person. They need a function to walk into, not a shoebox.
- Pay and grading structure
- Recruitment run properly, end to end
- Casework with the paper trail built in
- Engagement measured and acted on
Your HR hire walks into a function.
Stage four
One fifty to five hundred
The questions become evidential. Boards and tribunals want to see the working.
- Full platform across every module
- Reporting a board will accept
- Compliance and audit trail
- One record, first hire to five hundredth
You run it. We stay close.
Know what is coming.
Then have somewhere to run it.
Under fifty people and running on shifts? Meet HRMate, the simpler one →
Memento Originem.