Governance
Policies & Standards
The framework that underpins every Arbiter HR engagement. Transparent, professional, and compliant with UK law and ACAS guidance.
Governance
The framework that underpins every Arbiter HR engagement. Transparent, professional, and compliant with UK law and ACAS guidance.
Arbiter HR operates to the same professional governance standards expected of a major HR practice. All eleven policies below apply to every engagement — protecting clients, employees involved in any process, and the integrity of the work itself.
Arbiter HR processes all personal data lawfully, fairly, and transparently. Data is collected only for specified, explicit, and legitimate purposes — and held no longer than necessary.
All clients and individuals involved in any HR matter are provided with clear information on what data is collected, how it is used, the lawful basis for processing, and their rights as data subjects.
Aligned with: UK GDPR · Data Protection Act 2018
Investigation files, casework, and engagement records are retained for clearly defined periods aligned with legal requirements and ACAS guidance — typically six years from case conclusion, unless a longer period is specified by law or by client agreement.
At the end of the retention period, all physical records are securely shredded and all digital records permanently deleted, with a written certificate of destruction available on request.
Aligned with: UK GDPR · Limitation Act 1980
Before accepting any engagement, Arbiter HR conducts a conflict check to identify any prior relationship, financial interest, or association that could compromise independence.
Where a conflict — or even the appearance of conflict — exists, the engagement is declined and the client is signposted to alternative providers. This is non-negotiable and central to the integrity of independent HR work.
Aligned with: ACAS Code of Practice on Disciplinary & Grievance Procedures
Any client, employee, or third party who is dissatisfied with any aspect of an Arbiter HR engagement may raise a formal complaint in writing. Complaints are acknowledged within five working days and investigated thoroughly.
A written response is provided within twenty working days. Where complainants remain unsatisfied, signposting to relevant external bodies (such as ACAS or the ICO, depending on the nature of the complaint) is provided.
All client data is stored on encrypted devices with multi-factor authentication. Cloud storage is provided exclusively through UK or EU-based services that comply with UK GDPR.
Paper records are kept under lock and key. Devices are kept up-to-date with security patches, antivirus protection, and secure password management. Data breaches are reported to the ICO within 72 hours where required.
Aligned with: UK GDPR · Cyber Essentials principles
Arbiter HR delivers all services without discrimination on the grounds of any protected characteristic. Investigations, hearings, and HR processes are conducted with active attention to fairness and to the lived experience of those involved.
Reasonable adjustments are offered as standard for any individual participating in a process — including but not limited to mode of interview, written communication, support persons, and pacing of meetings.
Aligned with: Equality Act 2010
Where any matter discloses a safeguarding concern involving a child or vulnerable adult, Arbiter HR follows recognised safeguarding pathways without delay. Where statutory duties apply, the appropriate local authority safeguarding body is notified.
For social care clients in particular, Arbiter HR works alongside the provider's own safeguarding lead to ensure that workplace investigations do not delay or compromise safeguarding responses.
Aligned with: Social Services & Well-being (Wales) Act 2014 · Children Act 2004 · Care Act 2014
Arbiter HR maintains a documented business continuity plan covering data backups, device failure, illness or incapacity of the practitioner, and engagement handover where necessary.
All active client files are backed up to secure cloud storage. In the event of an extended absence, clients are notified in writing and offered options including pause, refund of unused fees, or referral to a trusted alternative provider.
Arbiter HR has a zero-tolerance approach to bribery and corruption in all forms. No gifts, hospitality, or payments are accepted from any party to an investigation, grievance, or disciplinary matter where such acceptance could compromise — or appear to compromise — independence.
All fees are invoiced transparently, in writing, against agreed scope of work.
Aligned with: Bribery Act 2010
Arbiter HR is committed to reducing the environmental impact of its operations. The practice operates as a digital-first business with minimal paper output, conducts meetings remotely wherever appropriate, and selects suppliers and partners that share these commitments.
Travel for in-person meetings is consolidated and routed efficiently. Office equipment is selected for energy efficiency and longevity.
Arbiter HR is committed to maintaining and developing professional knowledge through ongoing CPD. This includes keeping current with employment law updates, ACAS guidance, sector-specific regulatory changes (particularly in social care), and developments in investigation practice.
A CPD log is maintained and is available for inspection on request as part of any client due diligence process.
The full version of any policy — including procedural detail and supporting documentation — is available on request as part of a client due diligence pack.
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