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CONSTRUCTION HR · CONTRACTS · SUBBIES · TUPE

HR built for a site-based workforce, not an office.

Construction HR has its own problems: the status of the subcontractor you've used for years, contracts for a mobile workforce, TUPE when a contract changes hands, and a disciplinary that has to be handled on site without stopping the job. A named HR specialist who knows the sector handles the lot, so it doesn't land on a director's desk at the worst moment.

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WHAT WE HANDLE

The employment side of running a site-based team.

The HR a construction business actually needs, from someone who understands subcontractors, mobile workers and the way contracts move between firms.

Contracts for site & mobile workers

Employment contracts that fit a site-based, often mobile workforce, plus the policies and handbook that back them up and hold up when challenged.

Subcontractor & self-employed status

Getting employment status right for the people you call subbies, so a status challenge or an unexpected liability doesn't land on you later.

TUPE on contract transfers

When a contract changes hands, staff may transfer with it under TUPE. We tell you when it applies and handle your duties so a transfer doesn't become a claim.

Disciplinary & grievance

Conduct and grievance handled properly and quickly, on site where needed, so an issue is resolved rather than left to fester into a tribunal.

Absence & conduct

Fair, lawful absence procedures and the difficult conversations, managed consistently rather than case by case.

Right to work & onboarding

Right-to-work checks and onboarding done correctly, so a new start on Monday doesn't become a compliance problem on Tuesday.

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Ten domains of employment-law compliance, built for the changes landing in 2026 and 2027. Find your gaps before a tribunal does. Free 30-minute review.

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QUESTIONS

Construction HR: common questions

Are my subcontractors really self-employed?
Not always, and getting it wrong is expensive. Employment status depends on how the relationship works in practice, not just what the contract says or how you pay them. If someone you treat as a subcontractor would be judged a worker or employee, you can face back-pay, holiday pay and tax liabilities. We review your arrangements and tell you where the risk sits.
What happens to staff when I win or lose a contract?
Often TUPE applies. When a contract or service transfers to or from another firm, the employees assigned to it can transfer with their existing terms protected. Get the process or the information-and-consultation wrong and it becomes a claim. We tell you whether TUPE applies and handle your duties on either side. See our TUPE guide for the basics.
Can you handle a disciplinary on site?
Yes. We guide you through a fair, lawful process — investigation, hearing and outcome — and can support it on site where that's where the work and the people are. Handled properly, a disciplinary stays a management matter rather than turning into a tribunal claim.
Do labourers and short-term workers need written contracts?
Yes. Almost all workers are entitled to a written statement of the main terms from day one, including casual and short-term staff. Having the right contracts in place protects you on pay, notice and status. We provide contracts that fit a site-based workforce rather than an office one.
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Keep the people side off the critical path.

Book a free HR review with a specialist who knows construction. We'll look at your contracts, your subcontractor arrangements and your processes, and tell you what to tighten first. No pitch.

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