Your first HRIS.
Or your last.

I'm not feeling well, I won't be in today

Recorded as sick leave. Carol Martinez has been notified. No need to do anything else unless it goes beyond 7 days — then you'll need a fit note from your GP.

I'll probably be off tomorrow too

Extended to cover tomorrow. That's 2 days total. Let me know when you're back and I'll arrange a return-to-work check-in with Carol.

I'm back now

Absence closed (2 days). I've scheduled a return-to-work chat with Carol for this afternoon — standard check-in.

How many sick days have I taken this year?

4 days this year: • 15–16 Jan (2 days) • 7–8 Mar (2 days) Your absence policy triggers a welfare check after 8 days in a rolling 12-month period.

I've moved house, need to update my address

What's the new address?

14 Elm Street, Bristol, BS1 4DJ

Updated. 📍 14 Elm Street, Bristol, BS1 4DJ Reflected from your next payslip. Anything else — emergency contact, next of kin?

Yes, update my emergency contact to my partner — Alex Taylor, 07700 900123

Done. 📞 *Emergency contact updated* • Alex Taylor · 07700 900123 Only visible to HR admin and your manager.

I need to claim back a train ticket for the client meeting on Tuesday

How much, and do you have a receipt?

£47.50, here's the photo

Logged. 🧾 *Expense submitted* • £47.50 · Travel · 4 March 2026 • Receipt: attached Carol Martinez notified for approval. Reimbursement in the next payroll run.

I also bought lunch for the client, £32

Added. 🧾 *Expense submitted* • £32.00 · Client entertainment · 4 March 2026 Got a receipt for this one?

I'll dig it out later

Send it whenever — I'll attach it to the claim. Both pending Carol's approval.

What's my notice period?

3 months, both ways. Per your contract dated 1 March 2024.

What about my working hours? Am I contracted to 40?

37.5 per week, Monday to Friday. Core hours 10am–4pm with flexible start/finish. No overtime clause.

If I dropped to 4 days a week, how would that affect my holiday?

At 4 days per week: • Annual leave: 25 → 20 days (pro-rated) • Bank holidays: 8 → 6.4 days (pro-rated) • Salary: 80% of current Want me to submit a flexible working request?

Not yet, just thinking about it

Let me know when you're ready — I'll handle the whole process.

What's my pension contribution right now?

• You: 5% (£216.67/month) • Employer: 3% (£130.00/month) • Provider: Nest Pension • Total: £346.67/month

Can I increase mine to 8%?

At 8%: • You: £346.67/month • Employer: £130.00/month (stays at 3%) • Take-home decreases by ~£96/month after tax relief Effective from next payroll. Want me to make the change?

Do it

Done. ✅ *Pension updated* — 5% → 8% · effective April 2026

There's a React conference in April I'd like to attend

What are the details — name, dates, cost, and how it relates to your role?

React Summit, 14-15 April. £350 ticket, no travel needed. Directly relevant to my frontend work.

Submitted. 📚 *Training request* • React Summit — 14–15 April 2026 • Cost: £350 • Budget: £0 of £1,000 used this year Carol Martinez notified for approval.

How much budget do other people usually use?

Can't share individual details, but the Engineering team average is about 40% so far this year. You're well within budget.

I'm applying for a mortgage and the bank needs an employer reference letter

I'll draft one. Shall I pull your details from your profile, or do you want to confirm them?

Pull them from my profile

Drafted: • Robert Williams · Software Engineer • Employed since 1 March 2024 (2 years) • £52,000 per annum · Permanent, full-time Send to Dana for signing, or review first?

Send it to Dana

Sent. I'll message you when it's signed. Does the bank need it sent to a specific email, or will you forward it?

I'll forward it myself

I'll send you the signed PDF as soon as Dana's done.

My physio recommended a standing desk. Can the company help?

Yes — reasonable adjustments for health are a legal obligation under the Equality Act 2010. Do you have a note from your physio?

Yes, here it is

Attached to your request. ✅ *Adjustment request submitted* • Standing desk · physio recommendation • Supporting document: attached Carol notified. These are usually approved within a few days.

Will this go on my record in a bad way?

No. It's recorded as a workplace adjustment — separate from performance or disciplinary records. Entirely confidential.

When does my probation end?

31 March 2026 — 23 days from now. Carol Martinez will carry out a review before then.

What happens in the review?

It covers: • How you've settled in • Feedback from you and your team • Whether onboarding objectives are met • Any support you need Outcome: confirmed in post, probation extended, or (rarely) employment ended.

Should I prepare anything?

Think about what's gone well, any challenges, and questions about your role going forward. Want me to send you a reminder a few days before?

Yes please

Reminder scheduled for 28 March.

How much leave does the rest of the team have?

Here's the remaining leave for your Engineering team: • Alice: 18 days • Bob: 12 days • Priya: 20 days • Tom: 8 days

Can I see their salary info too?

I'm not able to access salary data — that's restricted to HR Admins. I can ask Dana Richardson to send you the figures if you'd like.

That's fine, no need

No problem.

What's our remote work policy?

Remote Working Policy v2 (Jan 2026): • Up to 3 days/week from home • Core hours: 10am–4pm • In-office required: Tuesdays and Thursdays • Equipment allowance: £500 one-off

Update it to 4 days remote, and remove the fixed office days

Drafted. Changes: • Remote days: 3 → 4 per week • Fixed office days: removed • Added: "Teams choose their own in-office day" Save as v3?

Yes, save it

Saved. Previous version archived.

Notify the team about the change

Sent a summary to all 12 employees via DM. Each will be asked to acknowledge the update. ✅ *Policy notification sent* — 12 employees · acknowledgement required

Run a pulse check — how's the team feeling about the new project timeline?

I'll DM all 12 team members with an anonymous survey: 1. How do you feel about the timeline? (1–10) 2. What's your biggest concern? 3. Any suggestions? Send it now?

Yes

Sent. I'll compile results as they come in. 📊 *Survey in progress* — 0 of 12 responses

How's it going?

8 of 12 responded. Average score: 6.8/10. I'll give you the full breakdown once everyone's replied.

Close it and give me the results

Final results (8 responses): • Average confidence: 6.8/10 • Top concern: tight deadline (5 people) • Second: resource allocation (3 people) • Suggestions: hire a contractor, push Phase 2 by 2 weeks

Here's Alice's new employment contract

Uploaded and linked to Alice Chen's profile. Key terms extracted: • Start date: 1 March 2026 • Salary: £52,000 • Notice period: 3 months • Role: Senior Engineer 🔐 Document stored · AES-256 encrypted

Find all docs mentioning TUPE

3 documents found: 1. Transfer Policy v2 (Oct 2025) 2. Legal guidance notes — TUPE obligations 3. Board minutes — Acme acquisition, Dec 2025 Want me to open any of these?

Summarise the legal guidance notes

TUPE Legal Guidance summary: • Employees transfer on existing terms • Must inform and consult affected employees • Can't dismiss solely because of the transfer • Changes to terms need an ETO reason • Consultation period: 30+ days for 20+ employees

Run this month's payroll

Processing March 2026 for 12 active employees. Checking for adjustments...

Two things need attention: • Alice started on the 10th — pro-rating to 15 working days • Bob has an approved £500 bonus this month Shall I proceed?

Yes go ahead

Done. Tax, NI, pension (5%/3%), and student loan deductions applied. ✅ *March payroll finalised* Total gross: £48,320 · Net: £36,890 · 12 employees

Export it to Excel

Here you go — individual breakdowns, employer costs, and a summary sheet.

We need to start a formal disciplinary for an employee

I'll walk you through the ACAS Code of Practice. 🔒 *HR Case opened* — REF-2026-007 · Disciplinary · Confidential Have you completed a fact-finding investigation?

Yes, we have the investigation notes from last week

Next step is to notify the employee in writing. The letter must include: • The specific allegations • Evidence you're relying on • Date, time, and location of the hearing • Their right to be accompanied Want me to draft it?

Yes please

Done. You'll need to fill in the specific allegations and hearing date. Give at least 48 hours notice before the hearing.

What happens after the hearing?

You decide on one of: • No action • Written warning • Final written warning • Dismissal The employee has 5 working days to appeal whatever the outcome. I'll track all deadlines.

I want to raise a formal grievance about how a disciplinary was handled

This conversation is confidential — only you and the HR admin can see it. I've opened a grievance case. Can you describe the specific concerns?

I wasn't given proper notice of the hearing and I wasn't told I could bring someone with me

Recorded. The ACAS Code requires both adequate notice and the right to be accompanied. 🔒 *Grievance opened* — REF-2026-012 · Confidential Escalating to Dana Richardson (HR admin) for formal review. Under your grievance policy, a hearing must be arranged within 5 working days.

Will the person who ran the disciplinary know I've complained?

They'll be informed there's a grievance relating to procedure, but only as part of the formal process. Your initial complaint stays between you and the HR admin until the hearing.

OK, thanks

Dana has been notified. I'll message you when the hearing is scheduled. Everything is in the audit trail.