HR Health Check for UK Tech Scale-Ups
Most tech founders discover their HR gaps one of two ways: in a conversation with a lawyer, or when something goes wrong.
The HR Health Check is the third way — a structured, senior-led, professional diagnostic that tells you exactly where your HR stands.
Clear scope. Fixed price. Delivered within two weeks. ERA 2025 compliance assessed as standard.
Grow Fast. HR Sorted!
What the HR Health Check Covers
The Health Check is not a tick-box exercise. A senior M923 consultant reviews your actual documents and processes — not a generic checklist — across eight areas that consistently represent the highest risk and highest opportunity for fast-growing tech businesses.
01
Employment Contracts
WHAT M923 TYPICALLY FINDS:
Outdated, missing ERA 2025 day-one rights, inconsistent across the team
03
Performance management
WHAT M923 TYPICALLY FINDS:
Informal or absent — no documented process, no probation structure
05
HRIS and people data
WHAT M923 TYPICALLY FINDS:
Spreadsheet-based, fragmented or absent — no single source of truth
07
ERA 2025 compliance
WHAT M923 TYPICALLY FINDS:
Contracts and policies not reviewed against new legislation obligations
02
Staff handbook & policies
WHAT M923 TYPICALLY FINDS:
Absent, incomplete or not updated since the business started
04
Culture definition
WHAT M923 TYPICALLY FINDS:
Values exist in the founder's head but aren't documented or embedded
06
Recruitment process
WHAT M923 TYPICALLY FINDS:
Ad hoc, no structured interview framework or culture-fit assessment
08
Manager capability
WHAT M923 TYPICALLY FINDS:
Managers setup to fail - inadequate feedback or management training.
"ERA 2025 compliance is assessed as standard in every Health Check. With day-one rights live from April 2026 and unfair dismissal protections strengthening from January 2027, no tech scale-up can afford to have this gap unexamined."
Who is the HR Health Check For?
The Health Check is designed for tech founders, COOs and people leaders who recognise at least one of the following:
• You've been growing fast and HR has been handled informally — you're not sure what's missing
• Your employment contracts haven't been reviewed since the business started — or since ERA 2025 passed
• You're preparing for a funding round and expect investor due diligence on your people infrastructure
• You've recently promoted managers and aren't confident they have the tools or support they need
• You want to know your biggest HR risks before they become expensive HR problems
"You don't need to have an HR problem to benefit from the HR Health Check. The founders who get the most from it are those who do it before the problems appear — not after."
HR Health Check: What You Get
The HR Health Check produces two things: a written diagnostic report and a prioritised 90-day action plan. Together they give you a complete, honest picture of where your HR stands — and a clear, sequenced path to close the gaps.
WRITTEN DIAGNOSTIC REPORT
Plain English assessment of all eight HR areas. Each finding rated by risk level — critical, moderate or low. No jargon, no padding. Written by the senior consultant who conducted the review.
PRIORITISED 90-DAY ACTION PLAN
A sequenced list of actions — immediate priorities, 30-day tasks, 90-day targets. Each action linked to the specific risk it addresses.
The 90-day action plan will be reviewed over a call, lending the opportunity for clarity of thought and understanding.
NB: We are always within reach if further questions arise during implementation.
How the HR Health Check Works
Five steps from first conversation to final report. Total elapsed time: two weeks.
1 / DISCOVERY CALL (30 - Minutes)
Senior M923 consultant speaks with you to understand your business, headcount, growth stage and immediate concerns. No forms, no questionnaires — a real conversation.
2 / DOCUMENT & PROCESS REVIEW (3-5 Working Days)
We review your employment contracts, policies, handbook, HRIS or people data, and any relevant HR processes. You share documents securely — we do the work.
3 / DIAGNOSTIC REPORT
(Delivered within 5 working days of review)
Written report covering all eight assessment areas. Clear, plain English — no HR jargon. Each finding is rated by risk level and prioritised for action.
4 / 90-DAY ACTION PLAN (Included in Report)
A prioritised list of actions — what to fix first, what can wait, and what M923 recommends as the logical next step based on your specific gaps.
5 / REPORT WALK-THROUGH CALL (45 Minutes)
We walk you through the report together, answer your questions, and agree on priorities. You leave the call knowing exactly where you stand and what to do next.
What Happens After the Health Check
The 90-day action plan always ends with a Recommended Next Step — Common pathways:
• Contracts and policies out of date → ERA 2025 Compliance Audit
• Culture undefined or drifting → Culture Definition Sprint
• No HRIS or spreadsheet-based people data → HRIS Selection and Implementation
• Multiple gaps across compliance, performance and culture → HR Partner Retainer
• All foundations solid → no immediate action required — we'll tell you that too
Not sure where to start?
The right starting point depends on where your business is and what's keeping you up at night:
• Never had formal HR and growing fast → Start with the HR Health Check
• Contracts not reviewed since before 2025 → Start with the ERA 2025 Compliance Audit
• Spreadsheet-based HR breaking down → Start with HRIS Selection & Implementation
• Need ongoing HR support without a full-time hire → Start with the HR Partner Retainer
• None of the above quite fits → Book a discovery call and we'll figure it out together
