Recruit the right person — on video, scored against your spec, with a short, science-based work-style check scored to the role — then onboard them and keep every record an inspector or tribunal could ask for. Built for the UK SMEs that employ staff but don't have an HR department. And with firing now harder and a bad hire dearer than ever, getting the decision right up front is the cheapest insurance you'll buy.
Employment law is tightening fast, and the duties now fall hardest on exactly the businesses least equipped to track them — small teams, variable hours, no HR function.
Workers on zero- and low-hours arrangements gain a right to be offered a contract reflecting the hours they actually work over a reference period, plus reasonable shift notice and short-notice cancellation pay. The exact thresholds are being finalised in secondary legislation.
Since October 2024 employers have a proactive duty to take reasonable steps to prevent sexual harassment of their workers — including by third parties such as customers. The test is whether you can show the steps you took.
Right-to-work, written terms, fair process and current policies aren't new — but "we had it somewhere" doesn't survive a tribunal. The win is a dated, signed, retrievable record for every hire.
The same HR engine that runs across the Friam platform, pointed at the moment you take someone on and every obligation that follows.
Post a role, get a public apply page, and invite candidates to a recorded video interview by SMS — no account needed — plus a short, science-based five-minute work-style check, weighted to the traits that the evidence links to role performance and scored to your role spec. AI scores each answer and profile against the spec you set, with transcripts and a clear applied → shortlisted → hired pipeline. An evidenced reason for every decision — because day-one unfair-dismissal rights make a bad hire expensive to undo. The check is advisory decision-support, not a sole gate — see the science / how it works.
Capture right-to-work evidence and onboarding documents in one dated record, with retention prompts. The record-keeping and onboarding layer around your statutory ID checks — not a replacement for them.
Turn an employee's details into a tailored contract and core HR policies, drafted from your firm's facts and e-signed with a full audit trail — IP, timestamp and a snapshot of exactly what was signed.
A rolling reference-period tracker that flags which staff are now owed a guaranteed-hours offer, a light shift planner, SMS hours self-report and approval, offer management, and CSV payroll export. Ships sensible defaults and updates when the rules are finalised.
A dated, categorised record of incidents and the action taken — typed or dictated and auto-transcribed — that helps you build the "reasonable steps" evidence the Worker Protection Act 2023 expects, alongside a generated harassment policy and risk assessment.
Short, quiz-checked awareness modules — preventing harassment, data protection, and role-specific topics — with completion tracking across the team and an exportable training record.
HireGuard is built for the owner-manager and the ops lead doing the hiring themselves — finished, affordable, and free of the lock-in and per-seat fees that make HR consultancies painful. You hire; the records, the contracts and the compliance file build themselves.
HireGuard provides tools and content; it is not a law firm and does not provide legal advice. Guaranteed-hours thresholds reflect the Employment Rights Act 2025 reforms and will be updated as the secondary legislation is confirmed. A generated policy, a training record and an incident log help you build and evidence your compliance — they don't, on their own, guarantee a defence.