Our HR services for landscapers cover people and safety together, because on a landscaping site the two are inseparable. We draft compliant employment contracts for seasonal, fixed-term, and permanent crews, sort employment status, and handle recruitment for skilled, hard-to-fill roles. We build staff retention plans that keep good teams season after season. On safety, we provide risk assessments, method statements, and site documentation that stand up to scrutiny, plus a dedicated health and safety portal. When you win or lose a grounds-maintenance contract, we manage TUPE cleanly. Every service links to a specialist team, so you always speak to a real adviser who understands landscaping and how your crews work.
We provide complete support with safer recruitment, DBS checks, contracts, and inductions. All services are tailored through our outsourced HR services for care homes.
We ensure compliance with mandatory training, supervision, and career development as part of our tailored HR management services for senior care homes.
We provide professional HR advice to manage disciplinary and grievance cases fairly, helping you resolve issues quickly and prevent them from escalating.
We offer proactive guidance on health and safety policies, workplace risk management, and staff wellbeing to keep your care home safe and compliant.
We deliver accurate payroll management, rota planning, and attendance tracking, taking the pressure off managers and keeping care home operations running smoothly.
We provide up-to-date contracts, policies, and processes that comply with employment law and meet Care Quality Commission (CQC) standards.
We deliver HR documentation and audits designed to keep your care home fully prepared for CQC inspections.
A trusted partner providing ongoing HR management support, giving you expertise and peace of mind without the expense of a full-time HR manager.
More landscaping businesses are handing both HR and safety to specialists, and the logic is simple. The cost, on-site risk, and seasonal way crews work all point to outsourced HR for landscapers. Here is why.
Landscaping brings people and safety risks that generalist providers rarely grasp. Draft seasonal contracts so you can scale crews up in spring and down in winter without triggering unfair dismissal claims. Employment status is a minefield: get self-employed subcontractors wrong, and you face back-pay, tax, and tribunal exposure. On site, real hazards, from mowers to chainsaws to working near roads, demand proper risk assessments and method statements. Winning or losing a grounds-maintenance contract can trigger TUPE. And skilled crews are hard to recruit and harder to keep. We build clear, practical answers to each of these sector-specific pressures.
Getting started is simple and low-risk. We begin with a free HR and safety audit, tailor support, and become your long-term partner, including a smooth switch from any current provider.
Duncan is a CIPD-qualified HR leader with 24+ years’ experience across retail, automotive, manufacturing and financial services. His expertise includes HR leadership, restructuring, acquisitions, employee relations and regulatory change. He has held senior roles with Sytner Group, Porsche GB and Dollar Financial Group and founded Harwood HR Solutions.
Zoe is a CIPD-qualified HR professional with extensive experience in HR, operations and training. She helped grow a business from 4 to 250+ employees and has expertise in acquisitions, TUPE, restructuring, recruitment, employee relations and FCA regulatory change, with a strong record of delivering HR projects without litigation.
Charlotte is a qualified HR professional with experience across people planning, organisational change, performance, talent and employee relations. She progressed to HR Business Partner at The Money Shop, supporting senior leadership through structural and financial change. Her expertise includes TUPE, redundancies, sickness absence and HR support across multiple sectors, including social care.
Most landscaping firms have no in-house HR or safety team, and the cost of building one is hard to justify. Outsourced HR for landscapers gives you employment law advice, a health and safety consultant, and day-to-day support for a fixed monthly fee, so you can focus on the work.
It depends on the model. Retained HR support starts from £50 per month, and the health and safety portal from £20 per month, both fixed and predictable. Pay-as-you-go suits occasional needs. Together they cost far less than an in-house HR or safety manager, whose salary alone usually exceeds £35,000 a year.
Yes. Seasonal and fixed-term contracts are common in landscaping, and we draft them so you can scale crews with demand. Ending a fixed term is lawful when the contract is written correctly, and you follow a fair, documented process. We make sure your contracts and procedures protect the business at season’s end.
It matters enormously. Employment status determines rights, tax, and your liability. Many landscaping firms treat crews as self-employed subcontractors when the law treats them as workers or employees, risking back pay, holiday pay, and HMRC penalties. We assess each role, correct your contracts, and get your employment status right from the start.
At minimum, a health and safety policy, task-specific risk assessments, method statements for high-risk work, COSHH assessments for chemicals, and equipment and training records. Our risk assessment services produce site-ready documents your teams will actually use, and our health and safety consultant keeps them current as jobs and regulations change.
Yes. Grounds-maintenance and landscaping contracts are classic TUPE situations: when you win or lose one, staff often transfer with it. We manage the whole process, including information and consultation, measures, contract harmonisation, and communication, so crews transfer lawfully and you avoid costly tribunal claims from getting it wrong.
Skilled crews are scarce, so we help on both sides. On recruitment, we sharpen your adverts, roles, and hiring process to attract reliable people. On staff retention, we improve pay structures, onboarding, training, and management, plus year-round scheduling that keeps good workers through winter, so you rebuild less each spring.
Yes. Getting started is simple: book a free HR and safety audit, and we will review your contracts, employment status, and site documents. If you have a current provider or in-house setup, we handle the switch and paperwork for you. Then we agree on the right support level and get going, usually within days.
Day-to-day HR support for absence management, grievances, and performance issues, giving care homes peace of mind and expert guidance whenever needed.
Read MoreEmployment contracts and HR policies tailored to the care sector, ensuring staff understand their roles while meeting legal obligations and compliance requirements.
Read MoreStaff training and development programs are designed to improve skills, meet CQC expectations, and maintain high-quality standards of care across your team.
Read MoreHealth and safety compliance support to protect staff and residents while ensuring your care home meets social care sector regulations.
Read MoreSupport for employee wellbeing and mental health initiatives, helping staff feel valued, reducing absence, and creating a positive workplace culture in care homes.
Read MoreExpert HR guidance through disciplinary and grievance procedures, helping care homes handle complex issues fairly and in line with employment law.
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