Frequently asked questions

We provide practical Human Resource support, from an individual employee issue to wider people projects and HR strategy. Support is tailored to your organisation, its people and the situation you need to resolve.

Yes. We support organisations that do not have an in-house HR professional, helping with day-to-day people matters as well as specific challenges and projects.

Yes. We can provide extra capacity during busy periods, support specific projects, coach or mentor HR colleagues, or contribute HR expertise at senior management level.

We work on a retainer, ad hoc or project basis. A retainer provides ongoing support; ad hoc work addresses a particular issue; project work covers an agreed programme or initiative. We can discuss which arrangement fits your needs.

Our partnership approach starts with understanding how your business works, its people, its culture and its priorities. This helps us suggest practical solutions that fit your organisation rather than applying the same approach to every client.

Rebecca has undertaken interim HR assignments and provided maternity cover. If you need temporary support, contact us with the role, scope and timescale so we can discuss availability and suitability.

Taylor Made HR Solutions is led by Rebecca Taylor FCIPD. Her background includes senior HR leadership, consultancy, organisational change and complex employee relations. Read the About page for her experience and qualifications.

The website does not publish a standard price list. Contact us with a brief outline of the support you need so that the scope, working arrangement and fees can be discussed before work is agreed.

Yes. Employee relations support includes discipline, grievances and appeals. We can help you understand the situation, review relevant documents and plan how to manage the matter in a practical, structured way.

A disciplinary issue generally concerns an employer’s concerns about an employee’s conduct or performance. A grievance is a concern or complaint raised by an employee. Acas provides guidance on handling both; the appropriate response depends on the facts.

Acas: disciplinary and grievance procedures (opens in a new tab)

Rebecca’s experience includes independent investigations involving sensitive and senior-level matters. Contact us to discuss the issue and the independence needed so that a suitable scope and role can be agreed.

Yes. Appeals, communication and difficult people-based situations are included in our employee relations services. Support can help managers prepare, understand the concerns involved and communicate clearly.

Yes. Our services include trade union negotiations and employee representation. We can discuss support with communication, consultation and the people-management aspects of organisational change.

Our employee relations services include maternity and paternity matters, and our news covers wider family-related employment developments. We can help you review the HR process and documentation relevant to your circumstances.

Rebecca’s experience includes complex employee relations, discrimination-related issues, equality, diversity and inclusion. The news section also covers preventing sexual harassment. Contact us to discuss the particular concern and the support required.

We support competency assessment, coaching, appraisals, absence management and long-term sickness handling. We can also help design appraisal systems that give managers and employees a clearer framework for discussing performance.

Yes. Appraisal-system design is one of our services. Rebecca has also developed competency frameworks and role profiles, which can help connect performance discussions to the expectations of a role.

Start by understanding what is happening rather than assuming the cause. Expectations, skills, support, health and the way work is organised may all be relevant. We can help you explore the issue and consider a suitable HR response.

Acas: problems with performance (opens in a new tab)

The news section explores how difficulties with planning, time management, focus, organisation and emotional regulation can affect work. Understanding those challenges may help identify useful support rather than treating every difficulty in the same way.

Yes. Absence-management support and long-term sickness handling are included in our services. The approach should reflect the circumstances of the individual case and the organisation’s relevant policies.

Yes. Coaching and mentoring HR team members are among the ways we work with clients, and coaching is also part of our performance-management services. We can discuss the skills or challenges you want to focus on.

Yes. Business organisation services include redundancy, restructuring and outplacement. Rebecca’s experience includes structural and cultural change, with HR input at both operational and leadership level.

TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations. Rebecca’s experience includes TUPE projects, employee information, consultation and integration. Whether TUPE applies to a particular transaction needs to be assessed for that situation.

GOV.UK: business transfers and TUPE (opens in a new tab)

Yes. Our business organisation services include mergers and acquisitions. We can discuss the people, communication, consultation and organisational issues involved, and how HR support should fit alongside your other advisers.

Yes. Our approach combines practical support for current challenges with planning for the future. This can include helping managers communicate change and considering how the organisation’s structure and culture work together.

Contact us while you are planning the change, with an outline of your objectives and intended timetable. That gives us the opportunity to discuss the HR work needed before decisions and communications are finalised.

Our services include assessment centres, ability testing, personality profiling, team exercises, scoring and feedback. Rebecca’s experience also includes recruitment-process reviews and recruitment activity across a range of roles.

Yes. Recruitment support includes assessment centres, while team and individual development includes development centres. We can discuss the role or development objectives and the kinds of assessment and feedback needed.

Yes. Our published services include psychometric testing and personality profiling, including OPQ32, 16PF and MBTI. We can discuss the purpose of the assessment and which approach may be suitable.

Yes. Our development services cover both teams and individuals, including development centres, profiling and feedback. The starting point is to understand what you want people to learn or do differently.

Rebecca has developed competency frameworks and associated role profiles. These can support clearer expectations and provide a basis for recruitment, development and performance discussions.

Yes. Documentation review is part of our services. We can review the documents you already use and discuss where they need clarification or updating in light of your business needs and relevant employment requirements.

Yes. Documentation preparation includes policies, procedures, handbooks and managers’ tools. We can discuss the documents you need and how they will be used in practice.

Rebecca’s experience includes contractual reviews and projects involving new terms and conditions. Contact us to discuss the proposed change, existing documentation and any specialist input that may be needed.

Our service is tailored to the client’s organisation. Documents and processes should be considered in the context of how your business works, rather than treated as a substitute for understanding your circumstances.

It is coaching focused on practical challenges such as planning, organisation, time management, task initiation, focus and managing emotions. The site’s news articles explain how these challenges can affect everyday work and performance.

Rebecca’s biography records that she qualified as an accredited Level 1 Executive Function Coach in 2025. Contact Rebecca to discuss your goals and whether the coaching offered is a suitable fit.

Examples include getting started on tasks, prioritising competing demands, keeping track of work, managing time and maintaining focus. Coaching goals can be discussed around the specific situations that are causing difficulty.

An appraisal reviews work and expectations, while coaching focuses on developing practical strategies and skills. If performance concerns and support needs overlap, we can discuss the distinct purpose of each and how support might fit alongside your HR approach.

The website does not set out a fixed coaching programme or number of sessions. Contact Rebecca to discuss your needs, goals, availability and the proposed arrangement before deciding whether to proceed.

The news archive includes employment-law developments, pay and statutory rates, annual leave and holiday pay, sickness absence, family-related leave, contracts, trade unions, workplace harassment and executive-function coaching.

Our approach is to translate complex HR situations and employment-law developments into practical support. We can help you consider which policies, processes or management practices may need attention for your organisation.

Use the current GOV.UK employer guidance for the relevant period and check which rates apply to your workforce. Rates change, so this FAQ does not reproduce figures from older news articles. Contact us if you need help identifying the HR implications.

GOV.UK: employing people (opens in a new tab)

News articles reflect the information and context at the time they were published. Check the publication date and the latest official guidance before relying on an older article for a current decision.

These subjects appear in our news archive and relate to the people-management issues we discuss with clients. Contact us with the particular question so that the current position, relevant documents and appropriate support can be considered.

Call 0845 6446 539 or use the Contact Us form. A short description of the issue, the support you are looking for and any important dates will help us understand your enquiry.

The homepage describes telephone, email and on-site support. The most suitable way of working can be agreed around the nature of the issue and your organisation’s needs.

Start with a brief outline of the situation and what you need help with. Avoid including detailed medical information or other sensitive employee records in the initial contact form; discuss an appropriate way to share relevant material if further work is agreed.

Trust is central to our partnership approach, and client testimonials describe Rebecca’s handling of sensitive issues. Discuss confidentiality and how relevant information will be handled when agreeing the work. The Privacy Policy explains the website’s handling of personal data.

Our Resources page describes a network of expert partners and associates in areas such as employment law, organisational cultural change, health and safety, training and development, and psychometric testing. We can discuss whether specialist input is appropriate to your requirements.

The About page outlines Rebecca’s career and qualifications. The Testimonials section includes feedback from clients across different organisations and examples of the HR support they received.