HR Support for Construction Businesses
From CIS compliance and CDM regulations to managing subcontractors and seasonal workforces, we provide specialist HR support built for the construction industry.
Book a Free ConsultationHR Challenges in Construction
Every sector has its unique HR pressures. Here are the challenges we help construction businesses overcome.
Employment Status and Workforce Structure
Construction businesses typically rely on a mix of directly employed staff, subcontractors, agency workers, and self-employed individuals. Getting employment status wrong has serious consequences: HMRC can reclassify self-employed workers as employees, resulting in back-dated tax, National Insurance, holiday pay, and pension liabilities. Tribunal claims for unfair dismissal and statutory rights can follow. The IR35 rules (off-payroll working) add further complexity when engaging workers through intermediaries. We help you review your workforce structure, ensure contracts accurately reflect the true working relationship, and put processes in place so that new engagements are classified correctly from the start.
Scaling Your Workforce with Project Demand
Construction workloads fluctuate with project pipelines, tenders, and seasonal conditions. You may need to scale up quickly when you win a contract and reduce headcount when projects finish. This means managing fixed-term contracts, lay-off and short-time working clauses, and redundancy processes. Under the Employment Rights Act 1996, employees on fixed-term contracts have the same unfair dismissal and redundancy rights as permanent staff after two years of service, and successive fixed-term contracts totalling four years or more automatically convert to permanent status. We help you draft contracts that give you flexibility while meeting your legal obligations, and manage redundancy processes fairly when workloads reduce.
Site-Based Disciplinary and Grievance Processes
Running fair disciplinary and grievance procedures in construction presents practical challenges that office-based industries do not face. Your staff are spread across multiple sites, often starting and finishing at different times. Witnesses may be subcontractors or agency workers who are no longer on your site by the time a hearing is scheduled. Incidents can happen at a client's premises rather than your own. Despite these difficulties, the Acas Code of Practice applies in full, and a poorly handled process will not survive scrutiny at tribunal. We manage disciplinary and grievance cases from investigation through to hearing and appeal, attending on site where needed and ensuring the process is fair, documented, and legally sound.
Contracts and Policies for Construction Workers
Every employee is entitled to a written statement of employment particulars from day one, but standard contract templates rarely address the realities of construction work. Your contracts need to cover site-based working, travel and accommodation arrangements, lay-off and short-time provisions, what happens when a project ends, PPE obligations, substance misuse policies, and any sector-specific requirements around competence cards and training records. HR software can help you track certifications and expiry dates across your workforce. We draft bespoke employment contracts and site-specific policies that protect your business, meet legal requirements, and reflect how your people actually work.
TUPE on Project Transfers and Acquisitions
TUPE transfers in construction can arise when contracts change hands between contractors, when facilities management services are retendered, or when businesses are acquired or merged. The staff delivering the service may transfer automatically to the new provider, bringing their existing terms, conditions, and continuous service with them. Failure to inform and consult affected employees carries a protective award of up to 13 weeks' gross pay per employee. In construction, where margins are tight and contract timelines are short, getting TUPE wrong can turn a profitable project into a loss. We manage TUPE transfers end to end, from due diligence and employee liability information through to consultation, integration, and post-transfer support.
Mental Health, Wellbeing and Absence
Construction has one of the highest rates of work-related stress, depression, and suicide of any UK industry. Long hours, physically demanding work, time away from home, job insecurity between projects, and a culture that has historically discouraged talking about mental health all contribute. At the same time, musculoskeletal injuries and physical health conditions drive significant absence in the sector. Employers have a legal duty of care to support employee wellbeing, and failing to address mental health or manage absence properly can lead to tribunal claims, increased turnover, and reduced productivity. We help you put wellbeing policies, absence management frameworks, and manager training in place that address both physical and mental health proactively.
How We Help Construction Businesses
We work with construction businesses from sole traders to large contractors, providing practical HR support that fits around the realities of site-based work. We know that your HR needs are different from office-based industries.
- Review employment status of your workforce and subcontractors
- Draft compliant contracts for employees, subcontractors, and fixed-term workers
- Support with TUPE on project transfers and company acquisitions
- Handle disciplinary and grievance procedures for site-based staff
- Set up HR policies covering site safety, PPE, and substance misuse
- Guide you through redundancy processes during project downturns
Key Regulations We Help You Navigate
Staying compliant in the construction sector means understanding industry-specific legislation. We keep you up to date and protected.
Employment Rights Act 1996 (Employment Status)
Determines who qualifies as an employee, worker, or self-employed contractor, each with different rights and obligations. In construction, where mixed workforces are common, getting status wrong can result in claims for unfair dismissal, holiday pay, redundancy payments, and back-dated pension contributions. The off-payroll working rules (IR35) add further complexity for engagements through intermediaries.
TUPE Regulations 2006 (as amended 2014)
Applies when construction contracts change hands between providers, or when businesses are acquired or merged. Employees assigned to the service transfer automatically with their terms, conditions, and continuous service preserved. Both outgoing and incoming employers must inform and consult affected staff. Failure to consult carries a protective award of up to 13 weeks' gross pay per employee.
Working Time Regulations 1998
Limits average weekly working time to 48 hours (with individual opt-out), requires minimum daily and weekly rest periods, and mandates a 20-minute break after 6 hours of work. Night workers face additional restrictions and are entitled to health assessments. Particularly relevant in construction where long hours and early starts are common, and fatigue directly affects site safety.
Health and Safety at Work Act 1974 (People Management)
Places a duty on employers to ensure the health, safety, and welfare of employees so far as is reasonably practicable. From an HR perspective, this means ensuring proper induction and training for all new starters, maintaining competency records, having disciplinary processes for safety breaches, and managing return-to-work after workplace injuries. Failure to manage the people side of health and safety can result in enforcement action and unlimited fines.
How It Works
Initial Consultation
We learn about your projects, workforce structure, and specific HR challenges in a free no-obligation call.
Tailored Plan
We design an HR support package around your construction operations, covering contracts, compliance, and workforce management.
Ongoing Support
Your dedicated consultant understands the construction sector and is available for day-to-day queries and complex workforce issues.
“We outsource all our HR to Rebox. They have been instrumental in helping us navigate the complexities of employment law and keeping our business protected.”
Relevant Services for Construction
Retained HR Support
Ongoing expert HR support with a fixed monthly fee, tailored to the construction industry.
Learn more →Health & Safety
Site-specific risk assessments, H&S policies, and CDM compliance support for construction businesses.
Learn more →HR Project Support
Expert guidance for TUPE transfers, redundancy programmes, and restructuring on construction projects.
Learn more →Ready to Build Stronger HR Foundations?
Book a free consultation and discover how we can help your construction business stay compliant and manage your workforce effectively.
Book Your Free ConsultationOr call: 01327 640070