Right-to-work, working time and people records, linked to the field team.
Keep people compliance in the same system as operations: right-to-work, certifications, working hours, holiday and on-call rotas.
Quick answer
HR and people compliance means keeping the employment records that prove people are legally allowed, properly scheduled, trained and protected at work. For inspection firms, GOV.UK right-to-work and working-hours guidance, the Working Time Regulations and ICO data protection principles shape records for eligibility, working time, competence and employee personal data.
The employer carries the main duty for right-to-work checks, working-time records, employee data protection and people-related health and safety. Managers also need to make sure rotas, on-call work and job allocation respect availability, competence and any limits on working time.
Right-to-work checks must be completed before employment starts, with follow-up checks before time-limited permission expires. Working-time and absence records are ongoing. Personal data should be reviewed and retained only for as long as needed under a lawful retention policy.
Keep right-to-work evidence and check dates, working-time and rest records, holiday and absence logs, personnel files, training and competence records, policy acknowledgements and access-control or audit logs for sensitive data.
CertFlow keeps people compliance connected to operations. Right-to-work evidence, training records, working hours, holidays and on-call rotas sit alongside jobs and competencies, so scheduling can respect availability, expiry dates and role-based access while keeping a clear audit trail.
The duty
People compliance is usually stranded in a separate HR system, disconnected from the work your team actually delivers.
CertFlow keeps right-to-work documents, working-time records, holidays and on-call rotas alongside the jobs, so scheduling always respects availability and qualifications.
Your legal duties
Employers must check that every worker has the right to work in the UK before their employment starts, and keep evidence of the check carried out.
Working time, rest breaks, daily and weekly rest and paid annual leave must be managed in line with the Working Time Regulations 1998, with appropriate records kept.
Personnel records must be held securely and processed in line with UK GDPR, with appropriate retention periods and access controls.
People management overlaps with health and safety: making sure workers are fit, trained and not put at risk through excessive hours or unsafe scheduling.
How CertFlow handles it
HR & People Compliance runs on the same platform as every other discipline, so the workflow, the registry and the audit trail are identical, whatever your team inspects.
A built-in Right to Work report template, plus a drag-and-drop builder and bespoke PDF overlay for any client-specific form.
Put every hr & people compliance asset on a recurring examination cycle. CertFlow generates the jobs and warns you before anything falls due.
Readings, photos and signatures are captured in the field on mobile, fully offline, and sync the moment a connection returns.
Every hr & people compliance certificate is filed in a searchable, exportable compliance registry with a full timestamped history.
From the field
The defects and gaps that come up again and again on hr & people compliance inspections, the ones a good system helps you catch before an auditor does.
Why it matters
People-compliance failings carry their own penalties: civil penalties for illegal working, employment tribunal awards, and ICO fines for mishandling personal data under UK GDPR. Good records are the difference between a quick response and a costly dispute.
Free download: the HR & People Compliance duty-holder guideQuestions
A record of the check carried out before employment began, retained for the duration of the employment and for two years after it ends.
Limits on weekly working time, rest breaks, daily and weekly rest, restrictions on night work, and the right to paid annual leave.
CertFlow keeps right-to-work documents, working-time records, holidays and on-call rotas alongside the jobs, so scheduling always respects availability and qualifications.
Yes. CertFlow is UK-hosted and GDPR compliant, with role-based access so personnel records are only visible to the people who need them.
Yes. Working hours, holidays and on-call rotas connect to the calendar, so jobs respect availability, rest requirements and competencies.
Further reading
The people-side duties every employer carries: right to work, working time, training records and personal data, in plain English.
References
Links to primary UK legislation and official regulator guidance. CertFlow is independent and not affiliated with these bodies.
Related disciplines
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