When you visit an Mployus website, we may place cookies or similar tracking technologies on your device. These technologies store data about your preferences and interaction with our sites and are used for the reasons outlined below. You can manage which categories of cookies you accept by clicking “Cookie Settings.” To consent to all cookies, select “Accept All Cookies” when prompted. Your choices will be applied in accordance with this Cookie Policy. If you choose not to accept non-essential cookies, only strictly necessary cookies will be used, which may limit access to some personalised features or services.

Cookies are small text files stored on your device by a website. They serve multiple purposes such as identifying users, saving preferences, and customising content presentation.

Cookies used by Mployus Group (UK and Ireland) fall into two main categories:

To view a full list of cookies used on our websites, visit the “Cookie Settings” link available on all pages.

Cookies used by Mployus UK and Ireland help us to:

Note: Disabling essential cookies may restrict your ability to fully access or benefit from certain site features.

1. Strictly Necessary Cookies:

Essential for core site functionality (e.g. secure login, job application forms). These cookies do not collect personally identifiable information and expire after each session or shortly thereafter.

2. Performance Cookies:

Help us understand how users interact with our sites through analytics and usage statistics. These cookies are not used for advertising but may be used to test features or optimise performance.

3. Functionality Cookies:

Enhance usability by remembering settings or preferences (e.g. language choice, saved job searches). May also enable integration with social platforms for content sharing.

4. Targeting Cookies:

Used for delivering ads tailored to user interests, limiting ad frequency, and measuring campaign performance. While Mployus does not currently use targeting cookies directly, third-party platforms integrated with our site (e.g. Google) may employ them. Please review those third parties' privacy policies for more information.

You have control over how cookies are used on your device:

Note: Withdrawing consent for certain cookies may result in limited functionality or access.

Cookie-related data is retained for a maximum of 12 months, unless shorter periods are required by UK or Irish data protection legislation.

Under the UK GDPR, Data Protection Act 2018 (UK), EU GDPR (as retained in Irish law), and the Irish Data Protection Act 2018, you have the right to access, amend, or request deletion of your personal data.

For more details, please refer to our [Privacy Policy].

To exercise your rights or to make an enquiry, please contact our Data Protection Officer at:

📧 [email protected]

Disciplinary and grievance procedures are essential for addressing workplace issues fairly and consistently. In the UK, these are governed by the Employment Rights Act 1996, the ACAS Code of Practice on Disciplinary and Grievance Procedures, and associated case law.

We help businesses develop and implement fair and legally compliant procedures, reducing the risk of claims related to unfair dismissal or workplace disputes.

Terms and conditions of employment are vital in defining the relationship between employers and employees. Under the Employment Rights Act 1996, employers are legally required to provide a written statement of employment particulars on or before the first day of employment.

We assist businesses in drafting clear, legally compliant employment contracts that set out employee rights, responsibilities, and entitlements.

Employee policies and procedures establish standards for workplace conduct and help ensure a consistent approach. These must comply with UK employment legislation, including the Equality Act 2010, Health and Safety at Work etc. Act 1974, and other statutory duties.

We specialise in crafting bespoke policies that address conduct, anti-discrimination, grievance procedures, and more—promoting compliance and a positive work environment.

Redundancy occurs when a job role is no longer required. In the UK, it is governed by the Employment Rights Act 1996, including provisions on fair selection and statutory redundancy pay.

We provide expert guidance on managing the redundancy process—ensuring compliance, effective communication, and minimising risk.

Effective performance management aligns employee contributions with business goals. While not governed by a single UK statute, it must comply with broader employment laws, including the Equality Act 2010 and principles of fairness and transparency.

We help organisations design and implement performance management frameworks that support growth, accountability, and legal compliance.

Workplace investigations into misconduct or grievances must be handled fairly and lawfully. In the UK, guidance comes from the ACAS Code of Practice, case law, and relevant employment statutes.

We support employers by conducting impartial investigations, documenting findings, and ensuring procedural fairness throughout.

Employees in the UK are entitled to a range of statutory rights, including National Minimum Wage, statutory sick pay, holiday entitlement, maternity/paternity leave, and more, as outlined in laws such as the Employment Rights Act 1996, Working Time Regulations 1998, and the National Minimum Wage Act 1998.

We help ensure businesses meet these obligations, maintaining compliance and promoting a fair workplace.

The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) protect employees’ rights when a business or service provision changes hands.

We provide expert guidance through TUPE processes—ensuring the smooth transfer of staff, maintaining employment terms, and minimising legal risks.

Working arrangements—including hours, rest breaks, and flexible working—are governed by the Working Time Regulations 1998 and the Employment Rights Act 1996.

We assist employers in developing working patterns that are both compliant and supportive of employee wellbeing and business goals.

Managing absenteeism is crucial for maintaining productivity and workforce morale. While no specific legislation governs absence management, employers must comply with statutory sick pay rules and the Equality Act 2010 in cases involving disability.

We help businesses develop robust absence management policies that support employee health, reduce disruption, and remain compliant with employment law.