The template shows you the structure. The judgement is the job.
A good template gets a practice most of the way: the right sections, the right order, the pitfalls flagged. What it cannot know is your rota, your roles and your history. Some practices take a template and need nothing else, which is exactly as intended.
Some come back wanting it adapted, checked or rolled out with acknowledgements. That is a fixed price job we quote in writing, and it is the entire business model behind the word free.
Each page shows the full contents checklist, so you can audit what you already have even if you never request a thing. The editable version is free by email, same day.
Job advert template built round the shift pattern, a structured interview question bank with a scoring matrix, right to work record, offer letter and a reference request that asks closed questions.
See what it covers →Fourteen sections including OOH and on call terms, CPD funding, registration requirements and holiday wording that survives irregular hours.
See what it covers →Offer to first ninety days: induction checklist, a first week plan somebody actually owns, and the probation timetable that stops probation happening by drift.
See what it covers →Job descriptions for the roles a practice actually has, written as activities rather than competencies, with a person specification that separates essential from wishful.
See what it covers →A twenty minute structure that ends in a recorded decision: confirm, extend with a plan, or end with notice.
See what it covers →A working spreadsheet: shift grid, hours totals per person, a Working Time check and a cover log, so the rota stops living in somebody's head.
See what it covers →Request form with the two month deadline printed on it, a consultation record that forces you to explore alternatives, and five decision letters including the trial period.
See what it covers →Self certification, return to work interview, absence record with trigger points, and the long term absence review that keeps a capability process fair.
See what it covers →A one to one form nobody dreads, an objective setting sheet with a support column, and an annual appraisal that produces no surprises.
See what it covers →Every recurring HR duty in a practice year on one sheet, with the dates that moved in 2026 and the annual leave records you now have to keep for six years.
See what it covers →Invitation, outcome and appeal letters with the fairness checks built in, written to stay calm on the worst week of the year.
See what it covers →An investigation plan, a suspension letter that does not prejudge, a meeting record and a witness statement form.
See what it covers →A grievance form, invite and outcome letters that answer each point separately, and appeal letters, with guidance on who hears it in a two partner practice.
See what it covers →Resignation acknowledgement, leaver checklist including the system access practices forget for months, final pay checklist and an exit interview that gets a real answer.
See what it covers →At risk letter, consultation record, selection criteria matrix, alternative employment record and the three outcome letters, with the protected status check most practices miss.
See what it covers →A risk assessment built round the hazards a practice actually has, manual handling assessment, sharps and needlestick procedure, accident and near miss form.
See what it covers →A stress risk assessment on the six HSE Management Standards, a ten question team survey, a conversation guide for the manager who has noticed something, and a support directory.
See what it covers →Written for yards, home visits and single staffed OOH shifts, with check-ins light enough to survive a busy week and escalation that triggers on silence.
See what it covers →A pay banding framework, an annual review form with the consistency check that prevents an equal pay problem, a pay conversation guide and a total reward statement.
See what it covers →The daily questions answered first: rotas, swaps, holiday, sickness, lone working, phones in clinical areas, then the formal procedures behind them.
See what it covers →A staff privacy notice, a personnel file index, a retention schedule including the six year annual leave duty, and a subject access request procedure.
See what it covers →Notification form, acknowledgement letter, a pregnancy risk assessment written for a practice rather than an office, keeping in touch record and return to work plan.
See what it covers →Start with a free HR health check. We look at what you have, tell you plainly what needs work, and quote any fixes in writing. Thirty minutes, no obligation.
Book the health check →No download, no email, no signup. Use them in the browser and see where your practice stands in a couple of minutes.
Work out statutory holiday for any member of your team: full time, part time or the irregular hours that make veterinary rotas so hard to add up. Built on the GOV.UK rules.
Open the calculator →Put in your own figures for overtime, rota admin time and last-minute cover, and see what an inefficient rota quietly costs your practice a year.
Add up the cost →Ten honest questions on contracts, holiday records, policies, rota fairness and more, with a plain-English read on where your practice is exposed and what to fix first.
Take the scorecard →Contracts, rotas, holiday, a difficult conversation. Tell us what you are dealing with and we will come back within one working day. Nothing to sign up to.
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