Question 1

Are the templates compliant with UK employment law?

Accepted Answer

Yes, all our templates are drafted with UK employment law in mind and are regularly reviewed and updated to reflect changes in legislation. However, we always recommend having important documents reviewed by a qualified employment lawyer for your specific situation.

Question 2

Can I edit the templates after downloading?

Accepted Answer

Absolutely! DOCX files are fully editable in Microsoft Word, Google Docs, or any compatible word processor.

Question 3

How often are templates updated?

Accepted Answer

We review our entire library quarterly and update templates immediately when there are significant changes to UK employment law. Every template shows its version number and last updated date.

Question 4

Can I cancel my subscription anytime?

Accepted Answer

It depends which plan you are on.

On the Monthly Rolling Plan you can cancel at any time from your account settings. There is no fixed term and no exit charge — you keep access until the end of your current monthly billing period.

On the Annual Commitment Plan you commit to a 12-month term in exchange for a reduced monthly price. You can still cancel early, but the Early Exit Charge becomes payable: your reduced monthly price × the number of months remaining in the Commitment Period, collected as a single payment (a part month counts as a full month). For example, cancelling Essentials at £49 per month five months in leaves seven payments, so the charge is 7 × £49 = £343. Cancelling with effect from the end of the Commitment Period carries no exit charge, and we email you at least 30 days before each renewal. Full details are in our Terms of Service.

Question 5

Why is the annual commitment billed monthly rather than up front?

Accepted Answer

Because most SMEs would rather not part with a year's fees in one go. We spread the annual commitment price across 12 equal monthly payments so you get the lower rate — Essentials at £49 + VAT and Essentials Plus at £79 + VAT per month — while keeping your cashflow predictable and your working capital in the business.

In return, you commit to the full 12 months. The reduced price reflects that commitment, which is why an Early Exit Charge applies if you cancel part-way through the term. If you think you may need to stop within the year, the Monthly Rolling Plan is the better fit.

Question 6

How do I get my VAT invoices and receipts?

Accepted Answer

Your invoices and VAT receipts are issued and stored by Stripe, our payment processor — we do not send them from Apex HR directly.

Go to Account → Manage Billing to open the secure Stripe customer portal, where you can download every past VAT invoice and receipt, update your card details, and change your billing name, address and VAT details. Stripe also emails a receipt to your billing email address each time a payment is taken. If you cannot find an invoice you need, email info@apexhr.co.uk and we will help.

Question 7

Do I really need HR templates if I only have a handful of employees?

Accepted Answer

Yes. Employment law does not have a small business exemption for the basics. The day-one contract requirement applies from your very first hire, and discrimination claims carry no minimum service requirement and no cap on compensation. A five-person business faces the same tribunal system as a five-hundred-person one, usually with far less capacity to absorb the cost.

Question 8

Can I just download free HR templates from the internet?

Accepted Answer

You can, but you should know what you are getting. Many free templates are written for other countries, drafted years ago, or generic to the point of being useless when something goes wrong. A US-style at-will termination clause has no place in a UK contract, and an out-of-date sickness policy can leave you paying statutory sick pay incorrectly.

The test is simple: was the template written for UK employment law, and has it been updated since the Employment Rights Act 2025? If you cannot answer both questions with confidence, the free download may cost you far more than a paid one.

Question 9

How does the Employment Rights Act 2025 affect my HR documents?

Accepted Answer

Significantly, and in stages. From 6 April 2026, statutory sick pay became payable from the first day of absence and the lower earnings limit was removed, so sickness policies written around three waiting days are now wrong. Paternity leave and unpaid parental leave became day-one rights, the protective award for collective redundancy failures doubled, and the holiday record-keeping duty began.

Later in 2026, employers must take all reasonable steps to prevent sexual harassment, including by third parties such as customers, and tribunal claim time limits are expected to extend from three months to six. From January 2027, the qualifying period for unfair dismissal drops from two years to six months and the compensation cap goes — which makes probation, performance and dismissal documents matter more than they ever have. Anyone hired from mid-2026 onwards will gain that protection in January 2027, so the time to tighten your processes is now, not then.

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