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A risk assessment typically includes identifying hazards, understanding who might be harmed, and deciding on measures to minimise risks. It also involves recording findings, implementing solutions, and reviewing assessments regularly. At Omny, we simplify this process, providing clear guidance to help you maintain a safe and compliant workplace.

They can be, especially at senior levels. But they’re not always drafted properly or reasonably. We will review your contract and advise whether your restrictions are likely to hold up, and whether they can be challenged, negotiated, or amended without breaching obligations.

Senior exits are often dressed up as “mutual” when they’re anything but. If you’re being marginalised, sidelined, or pressured to resign, you may have claims for breach of contract, constructive dismissal. Early legal advice gives you the power to respond commercially, and be in the best position to secure a generous package.

Absolutely. Executive exits are generally a negotiation, and everyone will have different priorities, depending on their future plans. With the right approach, we often secure enhanced financial packages, extended notice periods, favourable announcements, and limitations on restrictive covenants.

Don’t sign anything without legal advice. At executive level, settlement terms can impact your bonus, shares, LTIPs, reputation, and future career moves. We review agreements quickly, advise you on your rights and leverage, and negotiate improvements where needed.

We are experienced in guiding senior executives in these areas and will advise the best ways to maximise your exit package, while preserving relations and reputation.

ISO 45001 is particularly valuable in higher-risk industries like construction, manufacturing, and healthcare, where the potential for accidents is greater. However, it’s applicable to businesses of all sizes and sectors aiming to improve their safety standards.

Certification involves implementing a compliant occupational health and safety management system, conducting a risk assessment, and undergoing an external audit from a certification body accredited with the United Kingdom Accreditation Service (UKAS). Omny’s consultants will guide you through the process to ensure smooth and successful certification.

Implementing ISO 45001 improves overall workplace safety, reduces accidents, and promotes employee well-being. A safer environment means happier, more engaged employees, which can lead to better productivity and lower absenteeism due to ill health.

Costs vary based on the size and complexity of your organisation. Our team can provide a detailed estimate tailored to your specific needs.

The timeline depends on the complexity of your organisation’s current systems. Typically, certification can take several months, but our consultants will guide you through the process efficiently.

Yes, you can conduct your own risk assessment as long as you’re a ‘competent person’—someone with enough training, experience, or knowledge to identify hazards and recommend control measures.

Employers are legally responsible for ensuring risk assessments are completed, as required by the Management of Health and Safety at Work Regulations 1999. However, this task can be delegated to a ‘competent person’.

A competent person could include:

• The employer, if they understand workplace risks and safety practices.
• A trained employee with the confidence to identify hazards and recommend measures.
• An external consultant, especially for complex or high-risk environments.

Risk assessments are mandatory for all UK businesses, regardless of size. For smaller businesses with fewer than five employees, documenting findings isn’t legally required but is still considered good practice. Regular reviews are essential to keep assessments relevant as workplaces and regulations change.

Effective risk assessments help protect people, prevent accidents, and demonstrate your commitment to safety, ensuring your business runs smoothly and responsibly.

Yes, conducting risk assessments is required by UK law under the Management of Health and Safety at Work Regulations 1999. Employers must identify hazards, assess risks, and put measures in place to protect their team. For businesses with five or more employees, findings must be documented to ensure compliance and demonstrate a commitment to workplace safety.

Yes, small businesses are also required to conduct risk assessments. If you have fewer than five employees, you’re not legally obligated to document your findings, but doing so is still recommended. At Omny, we believe safety is essential for every workplace, no matter the size, and we’re here to make the process simple and effective.

Common safety risks include slips, trips, and falls, manual handling injuries, exposure to hazardous substances, and electrical hazards. Other risks might involve fire safety, working at height, or poorly designed workstations. Addressing these risks not only protects your team but also ensures a safer, more productive workplace for everyone.

Omny’s auditors review key documents such as your health and safety policy, risk assessments, and training records to get a full understanding of your current safety protocols. This ensures we provide insights that are specific to your organisation’s needs.

Your policy should cover three key areas:

• Statement of Intent: A declaration of your organisation’s commitment to safety, setting out overall goals for maintaining a safe work environment.
• Roles and Responsibilities: Clearly define who is responsible for managing workplace health and safety, from leadership to staff, so everyone knows their role.
• Arrangements: Outline practical steps such as risk assessments, emergency plans, and training to ensure safety is managed effectively.

Effective health and safety procedures are essential in bringing your policy to life. These cover (but are not limited to):

• Risk Assessment and Hazard Identification: Regularly identifying and managing workplace hazards, and implementing control measures.
• Emergency Planning: Clear procedures for handling emergencies like fires or evacuations.
• Accident Reporting and Investigation: Establishing clear procedures for reporting and investigating incidents.

The HSE Best Practice Document HSG65, published by the UK’s Health and Safety Executive (HSE), is a trusted guide for managing workplace health and safety. Known as Managing for Health and Safety, it provides a clear framework that follows the Plan, Do, Check, Act model, helping organisations continuously improve. By using HSG65, businesses can build a proactive safety culture, ensure compliance, and make health and safety a seamless part of everyday operations.

Internal audits are led by a “competent person” within the organisation, focusing on continuous improvement with familiar insights into the company’s operations. They’re more flexible, cost-effective, and allow for easier access to internal resources.

External audits, on the other hand, are conducted by independent experts, following industry standards like HSE Best Practice guidelines. They provide objectivity, benchmarking against industry standards, and a fresh perspective on compliance. Together, internal and external audits create a well-rounded approach to managing and improving workplace health and safety.

Start by gathering essential documents—safety policies, risk assessments, and training records—to keep everything accessible and up-to-date. Do a final walkthrough to catch any visible issues, and make sure safety equipment is in place. Talk with your team about the audit’s purpose, answer questions, and assign roles so everyone’s ready.

A safety inspection focuses on spotting immediate hazards in specific areas, equipment, or behaviours, aiming to prevent accidents. In contrast, a safety audit reviews the organisation’s entire safety management system, assessing policies, training, and overall compliance with regulations, with a focus on long-term improvements.

Regular health and safety audits are essential, particularly if your workplace has changing processes, new equipment, or updated regulations. Many organisations conduct audits annually, but your exact needs may vary based on your industry and operations.

Yes, under UK safety laws, businesses with five or more employees are legally required to have a documented health and safety policy. Even if your business has fewer than five employees, it’s highly recommended to have one to ensure you effectively manage health and safety risks in the workplace.

Your health and safety policy should undergo an annual review or whenever there are significant changes to your business activities or staff. Regular reviews help ensure compliance with specific legislation and that your safety procedures reflect current work regulations.

Health and safety procedures are the step-by-step actions that implement your safety policy. They include emergency procedures, control measures, and the use of safety equipment to protect employees and avoid injuries. These procedures ensure your team can work safely and know how to handle hazardous substances and other potential risks.

Certification isn’t legally required, but many businesses choose to pursue it to demonstrate their commitment to best practices in occupational health and safety. Achieving certification can also improve your organisation’s reputation and help attract new business.

ISO 45001 takes a proactive approach, requiring organisations to integrate health and safety management into their overall operations. It’s designed for continual improvement, encouraging regular evaluations and updates to ensure ongoing compliance and effectiveness.

By implementing an ISO 45001-compliant safety management system, your organisation can proactively manage risks, preventing incidents before they occur. This standard focuses on leadership involvement and worker participation, ensuring safety is embedded throughout your business.

ISO 45001 is an international occupational health and safety management system standard, designed to help organisations create safer, healthier working environments. By implementing ISO 45001, businesses can reduce workplace risks, enhance employee safety, and ensure compliance with international safety regulations.

Published in 2018, ISO 45001 replaced OHSAS 18001, providing a more robust, proactive approach to safety management. At its heart is a risk management focus, encouraging organisations to identify and address potential hazards before they cause harm. This isn’t just about ticking regulatory boxes—it’s about embedding safety into your everyday operations. Strong leadership involvement and employee participation are also important, ensuring that safety is a shared responsibility at every level of your organisation.

For businesses, achieving ISO 45001 certification demonstrates a commitment to creating a safe and supportive workplace. It also brings long-term benefits like improved compliance, enhanced safety performance, and even a stronger reputation with clients, regulators, and employees.

Not having a health and safety policy can lead to legal consequences, fines, and increased risks of workplace accidents or work-related injuries. It’s important to comply with health and safety rules and implement effective policies and procedures to protect employees and ensure a safe, compliant workplace.

The HSE sets and enforces health and safety laws in the UK, but it doesn’t provide accreditations directly. Instead, the HSE:

• Establishes the standards and guidance used by accreditation bodies.
• Recognises certain accreditation schemes, like SSIP member schemes, as proof of compliance with health and safety laws.
• Conducts inspections to ensure compliance, even for accredited businesses.

While the HSE shapes the framework, actual accreditations are issued by third-party organisations following HSE’s standards.

We start with an initial consultation. Our team will assess your current practices, discuss your goals, and outline a customised plan to help you meet your chosen standards. This approach ensures a clear path to successful accreditation.

Which sectors benefit most from health and safety accreditation? Accreditation is valuable across sectors but is especially beneficial in industries like construction, manufacturing, and utilities, where safety is critical. Any business prioritising a safe work environment can benefit from certification.

The timeframe varies depending on your current health and safety system and the specific scheme. Generally, the process can take a few weeks to several months. We’ll work with you to keep everything on track.

Our team provides full support, from initial consultation through document review, on-site assessments, and final submission. We guide you through each phase, making the process manageable and clear.

Accreditation opens doors to new opportunities and shows clients your dedication to workplace safety and compliance with safety legislation. It can help you easily meet prequalification standards, saving time and enhancing credibility with potential partners.

Omny Group provides support for a range of Safety Schemes in Procurement (SSiP) schemes including CHAS, SMAS, SafeContractor, Acclaim and Achillies. Being SSiP accredited helps reduce the burden of pre-qualification and demonstrates your commitment to health and safety.

Costs vary depending on the scope and depth of the programme. Initiatives like flexible working policies or healthy eating campaigns can be cost-effective, while more comprehensive offerings such as private healthcare plans or specialised mental health services require greater investment. At Omny Benefits, we’ll help you create a programme that fits your budget while delivering measurable ROI.

Safety schemes such as CHAS, SMAS Worksafe, and SSIP member schemes are especially valuable in the construction industry, where health and safety risks are heightened. Achieving these accreditations demonstrates a company’s commitment to safe practices, helps meet client requirements, and contributes to a safer working environment for all.

Most health and safety accreditations, like CHAS, SMAS Worksafe, SafeContractor, Acclaim, and Achilles, have a certificate expiry date one year from the date they’re issued. After a year, they’ll need renewing to keep your compliance up-to-date. Renewal usually includes a reassessment of your health and safety protocols, updates to documentation, and sometimes an on-site audit.

If your business is facing challenges such as rising absenteeism, low morale, high stress levels, or difficulties with recruitment and retention, a wellbeing programme can provide tangible solutions. At Omny Benefits, we’ll work with you to identify these challenges and create a wellbeing strategy that fosters a healthier, happier, and more productive workplace.

While not mandatory for every organisation, health and safety audits are strongly recommended to maintain compliance with UK safety regulations and to help prevent incidents. They provide a proactive way to keep your workplace aligned with best practices.

A health and safety audit provides a detailed snapshot of your organisation’s safety practices, covering everything from policies and training to equipment checks and emergency preparedness. Omny’s safety audits review how well standards are followed across the board—ensuring compliance, spotting opportunities for improvement, and building a stronger safety culture for your team.

Absolutely! At Omny Benefits, we offer end-to-end support — from planning and strategy to implementation and ongoing management.

Our team will:

• Assess your business needs
• Design a tailored programme
• Provide clear communication resources
• Deliver ongoing administrative support
• Measure and evaluate success: We’ll ensure your wellbeing programme is effective, engaging, and easy to manage.

Success starts with a clear understanding of your team’s needs and ongoing evaluation. At Omny Benefits, we recommend:

• Employee Feedback: Gather insights through surveys and focus groups.
• Tailored Design: Create a programme specific to your team’s requirements.
• Effective Communication: Ensure employees understand the benefits available.
• Measure Impact: Track absenteeism, productivity, and engagement.
• Continuous Improvement: Adapt initiatives based on regular feedback and performance metrics.

• Physical Health: Gym memberships, health screenings, and ergonomic assessments.
• Mental Health: Employee Assistance Programmes (EAPs), stress management workshops, and mindfulness sessions.
• Financial Wellbeing: Financial education, retirement planning, and cash plans.
• Social Wellbeing: Team-building activities, social events, and volunteering opportunities.

At Omny Benefits, we’ll help you build a programme that resonates with your team’s unique needs. We will start by listening to you and your team —gathering insights to uncover the wellbeing initiatives that will have the greatest impact.

A fire strategy plan should be created during the design phase of new buildings to meet Building Regulations. However, it can also be developed retrospectively for existing buildings that don’t already have one, ensuring they comply with current fire safety laws.

Not necessarily! At Omny Benefits, we offer scalable options to suit every budget. Some initiatives, like team-building activities or flexible work arrangements, can deliver significant benefits with minimal costs. We’ll ensure your perks package balances affordability with value, delivering measurable ROI.

Although both are essential for fire safety, they have different purposes:

• Fire Strategy Plan: Typically created at the design stage to outline how fire safety will be managed, addressing technical aspects like fire detection, means of escape, and fire spread control. It ensures the building meets Building Regulations.
• Fire Risk Assessment (FRA): An ongoing evaluation of fire risks in a building that is already in use. FRAs assess hazards, recommend mitigation measures, and ensure compliance with the Regulatory Reform (Fire Safety) Order 2005.

A fire strategy plan is essential for most non-domestic buildings and multi-occupancy residential properties—like offices, factories, hospitals, and blocks of flats. It’s required under the Building Regulations 2010 (Regulation 38) for new constructions, major renovations, or changes in building use.

A fire strategy plan is a detailed document that outlines the fire safety control measures in place for a building. It covers everything from means of escape to fire detection systems, fire spread control, and fire safety management procedures. The plan provides the framework for preventing, managing, and responding to fire risks throughout a building’s lifecycle.

Absolutely! From sourcing providers and negotiating discounts to managing ongoing administration and measuring effectiveness, we handle every aspect. Our seamless approach ensures a smooth experience for both you and your employees, saving time and reducing administrative burdens.

The key lies in understanding your team’s needs and preferences. At Omny Benefits, we assist with employee surveys, team discussions, and industry benchmarking to identify impactful perks. We’ll ensure your package is relevant, competitive, and aligned with your broader business strategy.

Employee perks are proven to boost morale, improve productivity, and reduce turnover. Happy employees are more engaged and invested in your business’s success. A strong perks offering also positions your company as a desirable employer, helping you attract and retain top talent in a competitive market.

The responsible person—such as the building owner, employer, or facilities manager—must ensure a fire strategy plan is in place and maintained. However, the actual creation of the plan should be done by qualified professionals, such as an accredited fire risk assessor or chartered fire engineer, depending on the building’s complexity. During construction or alterations, it’s the duty of those carrying out the work (e.g., contractors) to create the plan and comply with Building Regulations 2010.

A fire strategy review is a detailed examination of your building’s fire safety measures. It evaluates whether the current strategy supports safe evacuation and remains aligned with regulations, identifying any areas needing updates or improvements. Regular reviews help maintain fire safety over time as building layouts, occupancy, and regulations change.

Conducting a fire strategy review annually or whenever significant changes are made to the building’s structure or usage is recommended. Regular reviews ensure that fire safety measures remain robust and aligned with updated safety standards.

A fire strategy plan provides the foundation for conducting fire risk assessments (FRAs). While the fire strategy defines the fire safety design and measures, FRAs ensure that these measures remain effective and compliant over time. The FRA may identify any changes or risks that have affected the building’s original fire safety plan.

Setting up Shareholder Protection Insurance requires careful planning. At Omny Benefits, we’ll:

• Assess your business structure and shareholder dynamics.
• Help establish the necessary legal agreements.
• Source competitive insurance policies from trusted providers.
• Guide you through implementation and ongoing management.

Our expert team ensures the process is seamless and aligned with your business objectives.

Costs vary depending on factors such as the age and health of shareholders, the value of the business, and the level of cover required. However, it’s generally an affordable way to safeguard against substantial financial and operational risks.

• Control: Prevent shares from being transferred to unintended parties.
• Stability: Protect against operational and financial disruption.
• Succession Planning: Ensure a clear, legally defined ownership transfer process.
• Peace of Mind: Provide reassurance for shareholders and their families.

This insurance combines a legal agreement with a life insurance policy. Shareholders take out policies on one another, and in the event of death or critical illness, the payout goes directly to the surviving shareholders. This ensures the smooth purchase of shares from the affected shareholder’s estate.

If a shareholder unexpectedly passes away or becomes critically ill, their shares might transfer to beneficiaries who may not align with the company’s goals. Shareholder Protection Insurance ensures surviving shareholders have the financial means to buy those shares, maintaining control, stability, and business continuity.

The cost of a fire strategy plan depends on the size and complexity of the building. For a tailored quote that suits your specific needs, contact our team for more information.

• Faster Access: Avoid NHS waiting lists with quicker appointments and treatments.
• Choice of Providers: Select your preferred hospitals and consultants.
• Enhanced Comfort: Enjoy private rooms and dedicated care teams.
• Wider Treatment Options: Access medications and treatments not always available on the NHS.
• Peace of Mind: Assurance that employees have dependable healthcare when needed.

PMI costs vary based on factors such as employee age, medical history, policy level, and chosen insurer. At Omny Benefits, we compare quotes from leading providers to find a policy that fits your business’s needs and budget while delivering maximum value.

PMI typically offers varying levels of coverage:

• Basic Plans: Cover essential hospital treatments and surgeries.
• Intermediate Plans: Include outpatient care and selected therapies.
• Comprehensive Plans: Provide full coverage, including mental health support, outpatient care, and alternative therapies.

• At Omny Benefits, we’ll help you understand these options and select the right plan for your workforce.

While obtaining PMI with a pre-existing condition can be more challenging, it’s not impossible. Some insurers may offer cover with exclusions or higher premiums, while others specialise in tailored policies for specific health conditions. At Omny Benefits, we’ll guide you through your options and help secure the best possible coverage.

A fire safety consultant provides expert guidance on fire prevention, regulatory compliance, and fire safety strategy. They conduct fire risk assessments, develop safety plans, and offer advice on fire safety systems and processes.

While hiring a consultant isn’t mandatory, UK law requires businesses to comply with the Regulatory Reform (Fire Safety) Order 2005, including conducting a regular fire risk assessment. A fire safety consultant helps ensure compliance and minimises fire risks.

Popular perks include gym memberships, retail discounts, and exclusive deals, but the most effective perks are those tailored to your team’s needs. At Omny Benefits, we’ll help identify what motivates your workforce—whether it’s flexible working options, mental health initiatives, or team-building activities—to create a package that resonates and delivers impact.

The cost of fire safety consultancy varies depending on factors such as the size and complexity of your building, the scope of services required, and whether it’s a one-time assessment or ongoing support. At Omny Group, we offer tailored pricing based on your specific needs. Contact us today for a customised quote that fits your business and ensures you receive the right level of fire safety support.

At Omny Group, our consultants are accredited professionals, fully qualified to provide expert advice and support. Our team’s credentials include:

Health and Safety Certifications:

• CMIOSH (Chartered Member of the Institution of Occupational Safety and Health)

Fire Safety Certifications:

• UKAS-Certified Fire Risk Assessor (FRACS Scheme)
• FDIS Certified Door Inspector
• BS 9997 Fire Safety Auditor
• Level 4 Fire Safety Consultation

Memberships:

• Institution of Occupational Safety and Health (IOSH)
• Institute of Fire Engineers (IFE)
• Institute of Fire Safety Managers (IFSM)

You can trust us to provide reliable, expert guidance at every stage of your safety journey.

We consult across various sectors, offering a tailored approach that addresses the specific risks and regulatory requirements of your industry:

• Commercial: Offices, retail, and hospitality
• Residential: Multi-occupancy buildings, social housing, and more
• Industrial: Manufacturing, warehousing, and logistics
• Healthcare: Hospitals, clinics, and care homes
• Education: Schools, universities, and colleges

No matter your sector, our experienced team ensures that your strategies meet both your operational goals and regulatory standards.

PMI primarily covers acute conditions — new illnesses or injuries that require immediate medical care and are likely to improve with treatment. Coverage typically includes:

• Hospital stays and surgeries
• Specialist consultations
• Diagnostic tests (e.g., scans and blood tests)
• Outpatient treatments

Pre-existing conditions, routine check-ups, and long-term chronic care are usually excluded, but our team at Omny Benefits will guide you through the specifics of your chosen policy.

We understand fire safety inside out, and we’re committed to making it easy for you. Here’s why businesses trust Omny for their fire risk assessments:

• Trusted expertise: Our team are BAFE-certified and UKAS-accredited, ensuring your fire risk assessment meets the highest standards.
• Tailored solutions: We customise our approach to match your business’s unique safety needs, ensuring compliance and long-term protection.
• Ongoing support: Safety doesn’t stop after the assessment. We offer regular reviews and follow-ups to keep your buildings and people safe in the long run.
  With Omny, you’re not just getting a fire risk assessment—you’re getting a partner dedicated to your safety.

Failure to conduct a fire risk assessment can result in legal penalties, fines, or prosecution if a fire occurs. The responsible person may also be held accountable for damages or injuries caused.

The responsible person is legally accountable for overseeing fire safety in a building, including ensuring that a fire risk assessment is carried out. This role typically falls to the employer, building owner, landlord, or occupier, depending on the premises. Their role goes beyond just the fire risk assessment—they must actively manage fire safety across the entire premises.

The cost depends on factors such as the key person’s age, health, role in the business, and the level of cover required. While premiums may vary, the financial protection provided by Key Person Insurance represents an invaluable safeguard against potentially devastating business disruption.

At Omny Benefits, we conduct a thorough assessment of your business to determine the financial impact of losing a key individual. This includes:

• Evaluating their contribution to revenue and profitability
• Assessing their role in client relationships
• Calculating the cost of recruitment and training for their replacement

We’ll work with you to tailor the right level of cover, ensuring your business remains resilient and protected.

A fire risk assessment is a legal requirement for all businesses in the UK. It involves identifying fire hazards in your premises and ensuring that the right safety measures are in place. UK fire risk assessments are required under the Regulatory Reform (Fire Safety) Order 2005.

Yes, under the Regulatory Reform (Fire Safety) Order 2005, fire risk assessments are legally required for all non-domestic premises in England and Wales. As of October 1, 2023, the law requires a full written fire risk assessment to be recorded for all premises, regardless of the number of employees, and the identity of the person or organisation conducting the assessment must also be documented.

The process includes identifying fire hazards, assessing risks, and recommending safety measures. You’ll receive a detailed report with recommendations on how to improve your fire safety.

How often you should conduct a fire risk assessment depends on the specific risks within your premises and your assessor’s advice. Significant changes, such as alterations to the building layout, new equipment, or an increase in staff, are clear signs that a new assessment is needed.

Regular reviews are also essential to keep your fire safety measures up to date and effective. At Omny, we’re here to help ensure your fire risk assessment stays relevant to your changing business needs.

The golden thread is a detailed digital record of a building’s fire safety and operational information required under the Building Safety Act 2022. It was introduced to enhance transparency and accountability in building safety, especially in response to the Grenfell Tower tragedy. The golden thread captures critical data from the design stage through to the building’s entire lifecycle.

The cost of a fire risk assessment depends on the size and complexity of your premises. At Omny, we’ll work with you to provide a tailored quote that meets your specific needs, ensuring you get the right level of support without any surprises. Get in touch today to discuss how we can help.

While it’s not legally required to hire a qualified assessor, it’s strongly recommended. A professional assessor will ensure all hazards are identified and addressed correctly. Omny’s assessors are BAFE-certified, so you can trust that your fire safety is in good hands.

Many Group Life policies offer additional benefits, such as:

• Bereavement counselling
• Mental health resources
• Legal advice
• Employee Assistance Programmes (EAPs)

These services not only provide immediate support in times of crisis but also contribute to your team’s ongoing wellbeing.

Common CDM risks include falls from height, structural collapses, exposure to hazardous substances, and injuries caused by electrical systems or manual handling. The CDM Regulations aim to manage these risks by embedding safety practices from the start of the project.

No, the lump sum payout from a Group Life Assurance policy is typically tax-free. This ensures families receive the full benefit amount, providing crucial financial support during challenging times.

Payment durations depend on the specifics of your policy. Some plans offer benefits for a fixed period, such as two or five years, while others may continue payments until the employee reaches retirement age, provided they remain unable to work.

A common approach is to offer cover based on a multiple of employees’ annual salaries, usually two to four times their earnings. However, factors such as employee age, family circumstances, and outstanding financial commitments should also be considered. Our experts at Omny Benefits will help you determine the optimal level of coverage for your workforce.

The cost depends on factors such as workforce size, employee ages, and the level of cover chosen. However, Group Life Assurance is often significantly more affordable than individual life policies. At Omny Benefits, we’ll guide you in finding a cost-effective policy tailored to your budget while delivering maximum value for your team.

Clients trust Omny Group’s Competent Person Service across a wide range of industries. We understand that every sector has unique risks and regulatory demands, so we tailor our approach to meet your specific needs.

Whatever your sector, our team ensures that your health and safety management strategies align with both your operational goals and the regulatory landscape.

Our consultants hold top certifications and memberships, ensuring that we deliver the highest standard of support.

Health and Safety Certifications:

• CMIOSH (Chartered Member of the Institution of Occupational Safety and Health)

Fire Safety Certifications:

• UKAS-Certified Fire Risk Assessor (FRACS Scheme)
• FDIS Certified Door Inspector
• BS 9997 Fire Safety Auditor
• Level 4 Fire Safety Consultation

Memberships:

• Institution of Occupational Safety and Health (IOSH)
• Institute of Fire Engineers (IFE)
• Institute of Fire Safety Managers (IFSM)

With our team’s credentials and expertise, you can be confident that your business’s safety is in capable hands. We’re committed to providing reliable, professional support at every stage.

All industries require a competent person, but sectors with higher risks, such as industrial and healthcare, benefit greatly from specialised expertise to manage their complex safety requirements.

Yes, if they have the necessary skills and qualifications. However, if you don’t have someone in-house with the right expertise, you can appoint an external consultant like Omny.

A competent person is someone who has the knowledge, experience, and sufficient training to manage health and safety risks in the workplace.

Many Group Income Protection policies go beyond financial support, offering:

• Rehabilitation Services: Access to occupational therapists and physiotherapy.
• Mental Health Support: Counselling and therapy services.
• Return-to-Work Assistance: Tailored programmes to help employees transition back to work confidently.

• At Omny Benefits, we ensure these additional services are fully integrated into your plan for maximum value.

Most policies replace a percentage of an employee’s pre-disability earnings, typically ranging from 50% to 70%, often with a maximum monthly payout limit. At Omny Benefits, we’ll help you determine an appropriate level of coverage that balances affordability with comprehensive support.

Group Income Protection typically covers a broad range of physical and mental health conditions that prevent employees from working. This includes illnesses such as cancer, heart disease, back injuries, depression, and anxiety. Coverage specifics can vary between policies, and at Omny Benefits, we’ll guide you through the details to ensure your policy meets your team’s needs.

While both offer income replacement during illness or injury, Group Income Protection is an employer-arranged policy, often making it more cost-effective than individual plans. Premiums are typically tax-deductible, and employees benefit from streamlined access without needing to apply individually.

Key changes in the CDM 2015 Regulations include replacing the CDM Coordinator with the Principal Designer, extending the regulations to cover domestic projects, and requiring every project to have a Construction Phase Plan. These changes focus on integrating health and safety into the project earlier and more thoroughly.

Setting up a Group Life Assurance scheme is straightforward with **Omny Benefits**. Our team will:

• Assess your business needs and goals
• Compare quotes from trusted providers
• Ensure seamless implementation and enrolment
• Provide ongoing administrative support

We’ll guide you through every step to ensure your scheme is tailored, compliant, and easy to manage.

A fire door inspection survey is a thorough examination of fire doors and their components to ensure they meet fire safety regulations. The inspection covers the door leaf, fire door frame, hinges, seals, and self-closing devices to ensure proper functionality.

In the UK, health and safety procedures should be reviewed at least annually, but more frequent reviews are necessary when there are changes in legislation, organisational shifts, new equipment or processes, incidents, employee feedback, or to assess ongoing performance.

Your business takes out a life insurance policy on the identified key person. In the event of their death, terminal illness, or critical condition diagnosis, the policy pays out a lump sum to your business. This payout can be used to:

• Recruit and train a replacement
• Cover lost revenue and stabilise cash flow
• Repay business debts and obligations
• Buy out shares from the affected individual’s estate (if applicable)

The sudden loss of a key individual can have far-reaching consequences, including:

• Revenue Loss: Expertise and leadership may be challenging to replace quickly.
• Operational Disruption: Projects may stall, and deadlines could be missed.
• Financing Challenges: Lenders may hesitate to provide funding.
• Investor Uncertainty: Confidence in the company’s stability may waver.

Key Person Insurance provides a financial buffer to help businesses manage these risks and maintain continuity and confidence.

A key person is someone whose skills, expertise, or leadership are vital to your business’s success. This might include founders, CEOs, senior managers, or key sales executives who hold essential client relationships or drive significant revenue streams. Losing them could impact operations, client trust, and overall stability.

Wherever possible we will provide you with a fee estimate before undertaking work. This may not always be possible (particularly where the advice is urgent), but we provide always clients with details of our pricing structure before undertaking any work. In many situations we can also provide a fixed price for the drafting of documents in order to provide you with cost certainty.

Yes! We pride ourselves on ensuring that our experts understand your business – we want to be an extension of your team! Every client has a team of dedicated solicitors of various seniority and experience to ensure that you always have an adviser you can trust will put the business at the heart of our advice. This also allows us to allocate work issues to the appropriate solicitor in your team based on their complexity and sensitivity and therefore that costs are kept proportionate to the issue at all times.

Yes, we can offer a wide range of engagement options to suit your needs as a business. We recognise that different engagement options suit different businesses and so we work with you to find the best solution – whether that is working with us on an ad hoc pay as you go basis, or a longer term retainer based on the size and demands of your business, we have many flexible options.

Fire doors are essential safety features, containing fire and smoke to give occupants more time to escape. Regular inspections are vital, not just for compliance but to ensure the safety of your building and everyone in it. Under the Regulatory Reform (Fire Safety) Order 2005, all non-domestic buildings must maintain fire doors in good working order. While there isn’t a set frequency for all buildings, for most businesses, inspection frequency should be guided by your fire risk assessment, considering factors like occupancy and building use. Fire door inspections are also an important part of fire risk assessments. The Fire Safety Act 2021 clarified that fire doors, including flat entrance doors in multi-occupied buildings, must be included in risk assessments. Since January 2023, the Fire Safety (England) Regulations introduced quarterly checks for communal fire doors in buildings over 11 metres, with annual checks for flat entrance doors.

Fire doors should be inspected every six months for most buildings, although the specific frequency is determined by your fire risk assessment. For buildings over 11 metres, communal fire doors must be inspected every three months, while flat entrance doors should be inspected annually.

Yes, under the Regulatory Reform (Fire Safety) Order 2005, fire door inspections are mandatory for all non-domestic properties. As of October 2023, stricter rules apply to buildings over 11 metres tall, requiring communal fire doors to be inspected every three months and flat entrance doors to be inspected annually.

During a fire door inspection survey, certified inspectors check all aspects of the fire door, including the intumescent and smoke seals, fire door hinges, and closing mechanisms. Gaps are measured, and the door’s fire-resisting qualities are assessed to ensure they meet regulations.

While you can conduct basic visual checks, it’s recommended to hire a certified fire door inspector for a comprehensive fire door survey. Certified professionals ensure your doors meet the latest legal standards.

Originally a joint venture between the British Woodworking Federation (BWF) and the Guild of Architectural Ironmongers (GAI), The Fire Door Inspection Scheme (FDIS) was established in 2012 as the only nationally accredited scheme for fire door inspections. The scheme, as of November 2023, is now solely by the BWF. Fire Door Inspectors certified by FDIS are trained to the highest standards and undergo a rigorous registration, training, and assessment process before being granted certification.

Neglecting regular fire door inspections doesn’t just put your business at legal risk—it compromises safety and peace of mind. Failing to comply with fire safety regulations can result in significant fines and legal action, not to mention the potential for your insurance policy to be voided. But beyond the financial consequences, the real cost is the safety of your people. Fire doors are a critical line of defence in an emergency, helping contain fire and smoke, and giving everyone valuable time to evacuate safely. At Omny, we believe in staying ahead of these risks—because when you’re proactive, you’re protecting your people and your business.

The cost depends on the size and complexity of your building. Contact Omny for a tailored quote that meets your specific needs.

Investigating accidents promptly is recommended to ensure accurate findings. Starting quickly helps preserve the incident scene, captures evidence, and ensures all relevant information—such as witness reports and physical details—is gathered. Timely investigations support accurate findings and strengthen accident prevention efforts.

In health and safety, an accident refers to an unexpected event that causes harm or damage, always occurring without intention. An incident is a broader term that covers any noteworthy event, which may or may not result in harm and can include near-misses. Simply put, all accidents are incidents, but not all incidents are accidents—incidents cover a wider scope in safety reporting, capturing both accidents and potential risks.

Investigation team members include personnel with relevant expertise, such as safety professionals, managers, and sometimes external consultants. This team is responsible for conducting the investigation and collecting relevant documents and witness accounts to determine the underlying causes of the incident.

If an injured person cannot participate immediately, eyewitness accounts and CCTV footage are valuable sources of information for the investigation team. They help reconstruct the events leading up to the incident, providing a complete picture of what occurred.

Managing pensions doesn’t have to disrupt your business operations. Omny Benefits focuses on making administration simple, with our team handling setup, compliance, and ongoing management. This allows you to focus on growing your business while we manage the details in the background.

Data collection involves gathering relevant documents, witness statements, CCTV tapes, and reports from those people involved. The investigation team may also conduct interviews and collect evidence from the incident scene to support a detailed analysis of the events leading to the incident.

RIDDOR, or the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations, is a UK law requiring employers to report certain serious workplace incidents to the Health and Safety Executive (HSE). This includes work-related fatalities, specific injuries, certain diseases, and dangerous occurrences, helping authorities monitor and improve workplace safety.

The “5 Whys” technique involves asking “why” multiple times to drill down to the underlying cause of why an incident occurred, helping to address issues at their source rather than just treating symptoms.

While not explicitly required, many UK regulations imply the necessity of conducting workplace accident investigations to maintain a safe environment and prevent similar incidents.

No problem. At Omny Benefits, we offer a free consultation to review your existing scheme. We’ll evaluate its performance, fees, and alignment with your goals, then suggest improvements to optimise value for your business and employees.

Absolutely! A workplace pension is consistently ranked as one of the most valued employee benefits. It shows you’re invested in their financial future, which can boost morale, attract top talent, and reduce turnover. With My Omny, we also offer one-to-one financial guidance to help employees understand their pensions and make informed decisions.

Selecting the right pension scheme can feel overwhelming, but Omny Benefits simplifies the process. We’ll assess your business, workforce demographics, and long-term goals to recommend a tailored solution. Our expertise ensures your scheme meets the financial needs of your team while aligning with your business objectives.

Setting up a workplace pension can be cost-effective. At Omny Benefits, we’ll help you find a scheme that aligns with your budget while maximising value. Employers must contribute a minimum percentage of employees’ qualifying earnings, but tax relief often offsets these costs. We guide you through every step to ensure your investment delivers real benefits for your business.

Personal protective equipment (PPE) is examined during incident investigations to determine whether it was used correctly and if it provided adequate protection. Reviewing PPE usage helps the investigation team assess safety compliance and identify potential improvements for accident prevention.

Group Critical Illness Cover provides a tax-free lump sum payout if an employee is diagnosed with a serious illness specified in their policy. This payment offers immediate financial support, giving employees the flexibility to cover medical expenses, mortgage payments, or everyday costs while focusing on their recovery.

Coverage varies by provider, but most policies include:

• Cancer
• Heart attack
• Stroke
• Multiple sclerosis

Additional conditions such as kidney failure, major organ transplants, and Parkinson’s disease may also be covered. At Omny Benefits we’ll guide you through the policy details to ensure comprehensive coverage.

Non-compliance with CDM can lead to serious consequences, including fines, legal action, and potential site shutdowns. A CDM consultant helps you avoid these risks by ensuring the project remains compliant with all safety standards.

Site inspections should be carried out regularly throughout the project to ensure compliance with safety regulations. The frequency depends on the size and complexity of the project, but routine inspections help catch and address issues early.

The Principal Designer coordinates health and safety during the design phase of a project. They work closely with designers, contractors, and clients to identify and manage potential risks before construction begins.

Not every project requires a CDM consultant, but larger or more complex projects benefit from their expertise in managing compliance and safety. Even for smaller projects, a consultant ensures all safety bases are covered.

A CDM Advisor is particularly useful for larger or high-risk projects or when in-house expertise on health and safety is limited. They provide valuable support in managing CDM compliance, ensuring safety measures are in place from the pre-construction phase through to completion.

A CDM Advisor is a specialist who provides guidance to clients, designers, and contractors on how to manage health and safety in compliance with the CDM Regulations. They assist in ensuring safety protocols are followed from the design phase to the construction site and help duty holders meet their responsibilities.

CDM responsibilities are the duties assigned to clients, designers, Principal Designers, Principal Contractors, and contractors under the CDM Regulations 2015. Clients ensure the project is carried out safely, designers integrate safety into their plans, Principal Designers manage safety during the pre-construction phase, and Principal Contractors oversee health and safety during the construction phase.

The Construction (Design and Management) Regulations 2015 (CDM Regulations) set out legal guidelines for managing health and safety in UK construction projects. They apply to all types of construction work and assign responsibilities to duty holders, such as clients, designers, and contractors, to ensure risks are managed from project inception to completion.

Selecting the right policy involves understanding your workforce demographics, budget, and benefits strategy. At Omny Benefits, we simplify this process by:

• Conducting a thorough assessment of your workforce needs.
• Recommending policies tailored to your organisation.
• Comparing quotes from leading insurers.
• Supporting you throughout implementation and ongoing administration.

• Financial Security: Immediate financial support during a critical health crisis.
• Peace of Mind: Reduced stress and anxiety about financial burdens.
• Employee Wellbeing: Demonstrates genuine care for your team’s health and financial security.
• Talent Attraction & Retention: Strengthens your employee benefits package to attract and retain skilled professionals.

The cost depends on factors such as employee age, health status, chosen level of cover, and included illnesses. Employers can opt to fully fund the policy or share costs with employees. At Omny Benefits, we’ll compare quotes from trusted providers to secure the best coverage at a competitive price.

Yes, the CDM Regulations 2015 apply to all construction projects in the UK, regardless of size or type. These regulations cover every stage, from pre-construction through to the construction site and completion, ensuring all duty holders fulfil their safety responsibilities.

We use ongoing conversations and corporate reviews to understand what employees have valued, what has worked well and where there may be gaps. We can also look at how benefits are being used and benchmark existing arrangements to identify opportunities for improvement.

Employee engagement forms part of our wider benefits service. Once you become a client, we arrange group presentations and one-to-one meetings as part of the engagement process, with the level of ongoing support depending on your specific arrangement.

Yes. Employee engagement can form part of your onboarding process, helping new employees understand their benefits and giving them a clear point of contact if they have questions.

Yes. Group presentations are an important part of our employee engagement approach. We tailor the content around the benefits your organisation provides and use the sessions to help employees understand what they have, why it matters and what they may want to explore further.

This can vary depending on the employee, but conversations can include pensions, pension contributions, salary exchange, existing pension pots, budgeting, debt, savings, buying a home and longer-term financial planning.

Most of the support provided through employee engagement is financial guidance. This means helping employees understand their options and the potential pros and cons so they can make an informed decision themselves.

Where an employee requires regulated financial advice, such as advice about transferring or consolidating pensions or selecting specific investments, they can access the appropriate advice through Omny Personal Finance.

Yes. One-to-one employee meetings are a key part of our approach. They give employees the opportunity to discuss their own circumstances and ask questions they may not raise during a group presentation.

Employee benefits engagement is about helping employees understand, value and make use of the benefits their employer provides. At Omny Benefits, this involves direct conversations with employees through group presentations and one-to-one meetings, rather than relying solely on online information or benefits documents.

Because Omny Group covers HR, Employment Law, and people strategy under one roof, our data protection guidance fits into the broader context of how you manage your people. Employment issues often raise data protection questions too – so you get joined-up advice from one team, rather than conflicting guidance from separate advisers.

Yes. Under UK GDPR, employees have the right to submit a Data Subject Access Request and receive a copy of their personal data within one month. Handling these requests correctly, including knowing what you can legitimately withhold, requires careful legal judgment. Our team manages this for businesses that want to get it right.

Certain types of breaches must be reported to the ICO within 72 hours of you becoming aware of them. Where the breach is likely to result in high risk to individuals, you must also notify the affected people directly. Omny’s team can advise you on whether a breach meets the threshold for notification and manage the process on your behalf.

More than many realise. Names, addresses, bank details, national insurance numbers, health information, disciplinary records, performance reviews, photographs, and even IP addresses collected through device monitoring all count as personal data. Each category carries specific handling requirements under UK GDPR.

Yes. UK GDPR and the Data Protection Act 2018 apply to any organisation that processes personal data, regardless of size. The documentation required may differ from a large enterprise, but the underlying obligations are the same. The good news is that with the right guidance, compliance for a smaller business is straightforward.

Yes. We support employers at different stages of growth, from businesses putting their first formal benefits package in place through to established organisations looking to review and improve an existing proposition.

Benefits can become outdated as your business and team change. A package that worked well when your organisation was smaller may no longer provide the same value as you grow.

We can review your existing benefits against current market alternatives, looking at areas such as cost, provider performance, cover levels, employee needs and overall value. We can then identify opportunities to improve your proposition without simply increasing your overall spend.

A strong benefits package can help differentiate your organisation in a competitive employment market while demonstrating that you are prepared to invest in your people.

However, simply offering benefits isn’t enough. Employees need to understand what they have and how those benefits can help them. Our employee engagement programme does just that – helping your investment have a greater impact.

There is no single benefits package that works for every organisation. The right mix will depend on factors including the size and demographics of your workforce, your budget, your sector, your recruitment and retention priorities and what your employees value most.

At Omny Benefits, we can review your existing offering and help you identify the benefits that are likely to have the greatest value for both your people and your business. This could include workplace pensions, group protection, private medical insurance, wellbeing services, financial wellbeing support and employee perks.

Yes. We can provide support to individual businesses or work across multiple companies within a portfolio. Our approach can be adapted according to each company’s size, sector, maturity and specific requirements or ambitions.

Yes. We can work alongside CEOs, leadership teams and existing HR functions to help improve performance, provide specialist advice or take on specific projects. This allows investors to feel confident that agreed priorities are being addressed without having to manage the detail themselves.

Our expertise and partnership can be brought in at different stages of the investment lifecycle, including pre-investment due diligence, post-acquisition integration, organisational transformation, periods of rapid growth and preparation for exit.

Yes. We can assess areas including leadership, organisational structure, culture, workforce capability, critical talent, HR processes and employment risks, giving investors a clearer picture of the people and organisational factors that may affect future performance.

Omny supports investors and their portfolios across organisational & people performance, HR, employment law, corporate and commercial law, health & safety and employee benefits. Support can range from a specific assessment or project to ongoing involvement with numerous portfolio companies.

Yes. Omny can provide flexible outsourced HR support for startups, from occasional advice through to more comprehensive ongoing support. This allows you to access experienced HR expertise as your team grows without necessarily employing an internal HR function.

Startups can compete for talent by offering more than just salary. A positive culture, good management, development opportunities, wellbeing support and valuable employee benefits can all contribute to attracting and retaining people. Omny can help you strengthen these areas through HR support, employee benefits and wider people expertise.

The Health & Safety arrangements a startup needs depend on the nature and size of the business. If you employ five or more people, you need a written Health & Safety policy. Omny Group can help you understand your responsibilities, assess workplace risks and put appropriate policies and procedures in place.

The right approach will depend on the circumstances. Issues involving performance, conduct, absence or grievances should be handled fairly and consistently, following appropriate processes. Omny’s HR specialists can talk you through the situation and help you decide what steps to take, or step in to handle it on your behalf. Where there is a significant legal risk, our employment lawyers can provide additional advice.

The policies you need will depend on your business and employees, but common areas include sickness absence, holidays, disciplinary and grievance procedures, flexible working, equality and diversity, Health & Safety and data protection. Omny can help you identify which policies are appropriate for your startup and create or review the documentation you need.

It’s a good idea to get HR and wider people foundations in place as soon as you start employing staff. This can include employment contracts, policies, onboarding processes and understanding your responsibilities as an employer. You don’t necessarily need a full-time HR manager. Omny can provide HR and people support for startups on an ad hoc, project or ongoing outsourced basis, depending on what you need.

Omny Group provides startups with specialist HR, employment law, Health & Safety and employee benefits support. This can include employment contracts and policies, employee relations, absence and performance management, legal advice, Health & Safety risk assessments and employee benefits. You can access individual areas of expertise or combine services as your business grows.

As a small business grows, its people, legal and compliance responsibilities often become more complex. Omny’s business support can help you put the right contracts, policies and processes in place, manage employees effectively, meet Health & Safety requirements and introduce benefits that help attract and retain talent. Having expert support available also means you can deal with challenges confidently as they arise, while building stronger foundations for future growth.

Small businesses often need support across areas such as HR, employment law, health and safety and employee benefits. This can include managing employee issues, keeping contracts and policies up to date, meeting workplace safety responsibilities, resolving legal matters and attracting and retaining good people. Omny brings these areas together, giving small businesses access to specialist support without needing to build every function in-house.

Omny Group brings HR, employment law, Health & Safety, employee benefits, recruitment and payroll expertise together. This gives schools a single partner for all key people and workplace areas for joined-up, holistic support.

Recruitment and retention can be influenced by many factors beyond salary, including the employee experience, benefits, wellbeing, development and workplace culture. Omny can support schools across recruitment, HR and employee benefits to help attract the right people and create an environment where they want to stay.

Schools can improve HR compliance by ensuring their contracts, policies and procedures reflect current legislation and are applied consistently. It’s also important that managers know how to handle common employee situations and understand when specialist advice is needed. Omny can help schools review their existing HR arrangements and provide ongoing support to keep them up to date.

Yes. Our employment law specialists can advise schools on contracts, disciplinary and grievance matters, discrimination, absence, redundancies, disputes and other employment law issues. Our legal and HR teams also work together where a matter requires both practical HR and specialist legal expertise.

Outsourced HR gives schools access to experienced HR professionals without needing to build up a team internally. Depending on your needs, support can include HR advice, employee relations, documentation, policies, compliance, HR administration and ongoing support for managers and leadership teams.

Yes. Omny provides practical HR support for schools across day-to-day and more complex people matters. This can include employee relations, absence, performance, disciplinaries, grievances, contracts, policies and HR compliance. Schools can access advice on individual issues or ongoing outsourced HR support.

Schools can require support across a wide range of people and work-related matters, including HR, employment law, Health & Safety, recruitment, payroll and employee benefits. Common challenges include managing absence, performance and employee relations, keeping contracts and policies up to date, meeting workplace safety responsibilities and attracting and retaining staff.

It can, but the answer depends on which right is in question and on a detailed analysis of the factual matrix underlying the employment relationship. For Equality Act rights, the key test can be whether there is a sufficiently close connection between the employment and Great Britain.  But if the employee is a seafarer there are specific regulatory provisions on jurisdiction, where the vessel’s flag and the seafarer’s nationality can be critical factors. For unfair dismissal, the Employment Tribunal will assess where the worker’s employment ‘base’ is located, taking into account factors such as where their work begins and ends, where their contract is administered, where they are recruited and where they are paid. These are factual questions that need to be assessed on a case-by-case basis, and the case law has produced some results that may surprise employers who might assume their offshore workers will fall outside UK jurisdiction.

Omny brings together HR, Health & Safety, legal and employee benefits support for manufacturing businesses. This can include managing employee relations, improving workplace safety, handling employment and commercial legal matters, and developing benefits that help attract and retain employees. You can access individual services or combine them for more joined-up support.

Manufacturing companies often manage large or varied workforces, shift patterns, absence, recruitment challenges, workplace risks and complex employee relations. People support can give managers access to specialist expertise while helping the business manage employees consistently, meet its responsibilities and create a stronger employee experience.

Our HR specialists can support with the full employee lifecycle, including contracts and policies, recruitment, performance, disciplinaries, grievances, employee relations and organisational change. We can provide one-off advice, additional capacity or ongoing outsourced HR support depending on your business needs.

As a manufacturing business grows, its team, compliance responsibilities and operational risks can become more complex. Omny can help you put stronger people processes in place, support managers, improve workplace safety, manage legal risks and develop employee benefits that help attract and retain the people you need. This gives you stronger foundations for sustainable growth.

Manufacturing workplaces can involve a wide range of risks, including machinery, workplace transport, manual handling, hazardous substances, noise and fire. Omny’s Health & Safety specialists can support with risk assessments, audits, workplace inspections, policies, training, fire safety and ongoing advice, helping you meet your legal responsibilities and create a safer working environment.

Yes. We can review your existing HR processes, recommend improvements and support you with HR software implementation and optimisation. The aim is to reduce unnecessary administration, improve efficiency and give managers and employees a better experience.

Yes. Our outsourced HR service includes a dedicated professional or team that can operate as an extension of your business, work remotely, on-site, or through a combination of both.

Absolutely. We regularly provide additional capacity, specialist expertise or independent support alongside internal HR teams. This can be particularly valuable during periods of growth, change, increased workload or when a particular area of expertise is needed – such as a large redundancy project.

Yes. Our services are designed to flex around organisations at different stages of growth. You might need additional HR support as your team expands, help recruiting new talent, more efficient people processes or strategic support to prepare for your next stage. We can adapt our involvement as your requirements change.

We provide a broad range of HR and people services, from day-to-day HR advice and outsourced HR to recruitment, payroll, HR software and organisational and people performance. Our support can be tailored around your organisation, whether you need help with a specific project, additional capacity or an ongoing HR partner.

Both. We can provide targeted consultancy to address a specific organisational or people performance challenge or work alongside your leadership team as an ongoing strategic partner. Our approach can flex around your organisation’s priorities, helping you build more effective teams and a high-performing organisation. Whatever you need, we’re here!

Yes. Organisational and people performance support isn’t only for large organisations. SMEs can benefit from experienced support, particularly when they are scaling, developing their leadership capability, or preparing for their next stage of growth.

Organisational and people performance support can be particularly valuable during periods of growth, organisational change, restructuring, leadership transition, investment or acquisition. It can also help when organisations are experiencing challenges with employee engagement, productivity, leadership alignment, team effectiveness or achieving strategic goals.

Improving specific people performance often starts with creating clarity around expectations, responsibilities and goals. We can support organisations through leadership development, team coaching, workshops, facilitation and development programmes designed to strengthen collaboration, accountability, capability and performance.

Improving workplace culture starts with understanding what is happening within the organisation as it stands. We can help identify behavioural patterns, Senior leadership team challenges and any areas of misalignment, then develop targeted interventions such as leadership development, team coaching, workshops, facilitation and wider organisational development programmes.

Improving organisational performance starts with understanding what is working well and where there are barriers to success and growth. We can help identify these challenges across leadership, culture, team effectiveness, organisational structure and ways of working, then develop practical interventions to improve alignment, capability and performance.

Your people are central to delivering your business strategy. When employees understand their role, leaders are aligned and teams have the right structures, behaviours and support in place, organisations are better positioned to improve productivity, engagement and overall performance.

Organisational and people performance is about enabling and empowering your people, and therefore your organisation, to perform at their best. It brings together business strategy, organisational structure, leadership, culture, employee engagement and ways of working to create the conditions for stronger performance, results and sustainable growth.

Costs vary considerably depending on the scope and components of the programme. Some highly effective initiatives, such as improving internal mental health communication, training managers in wellbeing conversations or introducing flexible working policies, carry minimal direct cost. Others, such as private health screening programmes or comprehensive EAP provision, involve ongoing investment. It’s important to note, however, that the cost of putting in a wellbeing programme is clearly visible but the cost of not having one isn’t always as obvious, can total a lot more. and have a greater negative impact on a business.

A formal wellbeing programme is not currently a specific legal requirement. However, employers have a duty of care under health and safety legislation to assess and manage the risks to their employees’ health, safety and welfare, which includes occupational stress and mental health risks. The Mental Health Act 2025 strengthens the framework within which employer mental health responsibilities will be assessed going forward.

The key lies in understanding your team’s needs and preferences. At Omny Benefits, we assist with employee surveys, team discussions, and industry benchmarking to identify impactful perks. We’ll ensure your package is relevant, competitive, and aligned with your broader business strategy.

Popular perks include gym memberships, retail discounts, and exclusive deals, however, the most effective perks are those tailored to your team’s needs. At Omny Benefits, we’ll help identify what motivates your workforce; whether it’s flexible working options, mental health initiatives, or team-building activities to create a package that resonates and delivers impact.

Success starts with a clear understanding of your team’s needs and ongoing evaluation. At Omny Benefits, we recommend:

• Employee Feedback: Gather insights through surveys and focus groups.
• Tailored Design: Create a programme specific to your team’s requirements.
• Effective Communication: Ensure employees understand the benefits available.
• Measure Impact: Track absenteeism, productivity, and engagement.
• Continuous Improvement: Adapt initiatives based on regular feedback and performance metrics.

Many employers use a wellbeing programme to demonstrate to their people that they care and appreciate their hard work and loyalty. But if your business is facing specific challenges such as rising absenteeism, low morale, high stress levels, or difficulties with recruitment and retention, a wellbeing programme can provide tangible solutions to those problems, too. At Omny Benefits, we’ll work with you to identify these challenges and create a wellbeing strategy that fosters a healthier, happier, and more productive workplace.

An employee wellbeing programme is a structured set of initiatives, benefits and support mechanisms designed to improve the physical, mental, financial and social health of a workforce – driving financial confidence and their sense of connection and purpose within your organisation. Effective programmes go beyond a single product, such as an EAP or a gym discount. They are designed around an understanding of your specific workforce and the challenges your people face, communicated clearly so that employees know what is available and feel comfortable using it, and measured over time so that their impact on absence, retention and performance can be demonstrated.

HR software costs vary significantly based on functionality, user numbers and deployment model (cloud vs on-premise). After consultation, we’ll provide guidance on solutions that fit your budget and deliver appropriate functionality for your organisation’s size.

You’ll have continued access to our technology team for advice, maintenance and troubleshooting. We also provide system updates, improvements, and email you regular new release updates as part of our service.

Yes, your system(s) can be expanded and developed over time. For example, adding performance management, absence, or time-tracking modules when you’re ready to drive further process improvements.

We’ll begin with a review of your current processes and goals, then design an implementation plan. Our team takes care of setup, data transfer and training so you can get up and running smoothly.

We can do both. Many clients use our preferred HR platforms, but we also support and enhance existing systems, depending on your setup.

HR technology consulting provides independent expertise to navigate complex software markets, avoid costly mistakes and ensure successful implementation. Without specialist guidance, organisations often select unsuitable systems, experience failed implementations or achieve poor user adoption. Professional consulting significantly improves outcomes.

HR technology refers to software and digital tools that support human resources functions, including HRIS platforms, recruitment software, learning management systems, performance management tools and employee self-service portals. Modern HR technology streamlines administration, improves compliance and enhances employee experience.

Our clients include people who are new to investing, individuals with existing portfolios who want a clearer strategy, and those planning for major goals such as buying a home, funding education or preparing for retirement. If you have money to save or invest and want a joined‑up plan rather than ad hoc decisions, tailored advice can help.

Yes. We offer the same service for partners, and working with both of you allows us to provide more comprehensive advice that reflects your full financial picture.

You can continue with our service. We’ll review your new situation and provide updated advice tailored to your new role and benefits.

No. If you ever feel you’re not getting value for money, you’re free to leave at any time with one month’s notice.

Our fees are very competitive. Our ongoing advice service is 0.5% on advised products, subject to a minimum fee of £240 per year.

Anyone who wants to make the most of their money — whether you’re early in your career, changing jobs, growing your wealth, or planning for retirement.

Good investment advice gives you clarity, structure and accountability. It helps you decide how much risk is right for you, how to use tax wrappers such as ISAs and pensions, and how to stay invested through market ups and downs. It also reduces the risk of emotional decisions, missed opportunities and holdings that do not match your goals.

There’s no charge for your initial meeting or presentation. We’ll use this time to understand your goals, share our recommendations, and outline how we can support you going forward.

Our recruitment services cover roles at all levels, from entry-level positions and mid-management through to senior leadership and specialist technical roles. We recruit across all industries and functions, tailoring our approach to your sector and specific requirements.

Recruitment support delivers access to specialist expertise, improved candidate quality, reduced time-to-hire, better assessment processes and legal compliance. For businesses without dedicated recruitment teams or those managing high-volume hiring, professional recruitment services significantly improve hiring outcomes and employee tenure.

Recruitment support costs vary depending on the number of roles, seniority levels and complexity of hiring. After a free consultation, we’ll provide a transparent, bespoke proposal based on your specific requirements. Most businesses find our recruitment services more cost-effective than internal recruitment or traditional agencies.

Yes, we can scale our services quickly to meet your needs – whether you require multiple hires at once or need to fill key roles within tight timeframes. Our flexible approach ensures that deadlines are met without compromising on candidate quality.

Our recruitment support is available exclusively to businesses using our retained people services, across all industries and sizes: from growing SMEs to large organisations. If you only require our recruitment service, get in touch to discuss your options.

Absolutely. We manage the process and provide shortlisted candidates, but every final decision is made by you.

We don’t work like traditional agencies. Instead, we act as a natural part of your team – combining internal HR insight with the reach and expertise of a professional recruitment function.

Recruitment support is expert outsourced assistance with hiring new employees, covering job specification design, candidate sourcing, interview coordination, assessment, offer management and all relevant communication. Our recruitment services handle the entire recruitment process or specific stages, depending on your needs.

Absolutely. Policies that were set up several years ago may no longer reflect your current workforce size, salary levels or business structure. Cover levels that were appropriate when you had ten employees may be inadequate with fifty. The insurance market also changes, with providers regularly updating their product features, added value services and premium rates. An independent review compares what you have against current market alternatives, assesses whether your cover levels remain appropriate and identifies whether you are receiving fair value on your existing premiums. We provide a ‘no cost and no obligation’ review as part of our initial consultation process.

Most group risk policies provide cover only while an individual is an active employee. When someone leaves, their cover under the group policy ends. Some providers offer a conversion option, which allows a departing employee to convert their group cover to an individual policy without medical underwriting. This is a particularly valuable feature for employees with health conditions who may find individual cover difficult or expensive to obtain elsewhere. We advise on providers and policies that include conversion options where this is relevant to your workforce.

Group risk benefits is the collective term for employer-arranged financial protection policies that pay out when an employee dies, becomes seriously ill, or is unable to work due to long-term sickness or injury. The core products are group life assurance (death in service), group income protection and group critical illness cover. These products form the foundation of most employee protection packages and are widely regarded as some of the most valued benefits an employer can provide, because they offer financial security at the moments when employees need it most.

• Control: Prevent shares from being transferred to unintended parties.
• Stability: Protect against operational and financial disruption.
• Succession Planning: Ensure a clear, legally defined ownership transfer process.
• Peace of Mind: Provide reassurance for shareholders and their families.

At Omny Benefits, we conduct a thorough assessment of your business to determine the financial impact of losing a key individual. This includes:

• Evaluating their contribution to revenue and profitability
• Assessing their role in client relationships
• Calculating the cost of recruitment and training for their replacement

We’ll work with you to tailor the right level of cover, ensuring your business remains resilient and protected.

• Financial Security: Immediate financial support during a critical health crisis.
• Peace of Mind: Reduced stress and anxiety about financial burdens.
• Employee Wellbeing: Demonstrates genuine care for your team’s health and financial security.
• Talent Attraction & Retention: Strengthens your employee benefits package to attract and retain skilled professionals.

While both offer income replacement during illness or injury, Group Income Protection is an employer-arranged policy, often making it more cost-effective than individual plans. Premiums are typically tax-deductible, and employees benefit from streamlined access without needing to apply individually.

Many Group Life policies offer additional benefits, such as:

• Bereavement counselling
• Mental health resources
• Legal advice
• Employee Assistance Programmes (EAPs)

These services not only provide immediate support in times of crisis but also contribute to your team’s ongoing wellbeing.

Start by understanding where you are, your income, outgoings, assets and liabilities and then clarify what you want, whether that’s retirement planning, a new home, children’s education or protecting the people you care about. From there, we help you build a plan that aligns your money with your priorities, set the right strategy, put it into action and stay on track.

Personal finance covers all the ways you manage your money, including saving, investing, planning for retirement, and protecting yourself and your family. Together, we help you turn that into a clear strategy for your future.

We follow a transparent charging structure that reflects your individual circumstances and the work involved. Your initial meeting and the presentation of our recommendations are free. It’s a chance for us to understand your goals, share our advice and clearly outline costs before you decide how to move forward.

Yes. We offer the same service for partners, and working with both of you allows us to provide more comprehensive advice that reflects your full financial picture.

You can continue with our service. We’ll review your new situation and provide updated advice tailored to your new role and benefits.

You won’t pay us a fee directly for this advice. Instead, we receive a commission from the insurer we place your policy with. This is paid to us by the insurer, not billed to you. Commission is factored into the premium the insurer charges, so it isn’t a free service – it’s simply collected differently. We’ll always confirm in writing, before you commit, exactly what we’ll be paid and how it works.

Anyone who wants to make the most of their money – whether you’re early in your career, changing jobs, growing your wealth, or planning for retirement.

Good advice gives you clarity and confidence. It helps you make informed decisions, structure your finances effectively, and stay on track as your circumstances change. We’ll also help you make the most of your allowances and understand your tax position, so your money works harder for you.

We search the whole market independently. That means we are not tied to any single insurer or provider, and we have no incentive to steer you towards a particular product. We compare what is available across the market, assess which options suit your circumstances, and recommend the cover that makes sense for you. You get the best fit, not the easiest option for us.

There’s no charge for your initial meeting or presentation. We’ll use this time to understand your goals, share our recommendations, and outline how we can support you going forward.

Anyone who has people who rely on them financially, has a mortgage or significant financial commitments, or would struggle if their income stopped, should consider personal protection planning. This includes individuals early in their careers, growing families, homeowners and those approaching retirement who still want to protect their loved ones.

We provide advice across a range of personal protection solutions, including life insurance cover, critical illness insurance, income protection insurance, mortgage protection insurance and whole of life insurance. Our role is to recommend the combination that best supports your goals, not to promote a single product.

Because we are independent and not tied to any single provider, our selection process covers the full market. We assess providers across a range of criteria relevant to your specific business, including the annual management charge and other member fees, the quality and range of investment options including default fund design, the platform’s ease of use for both employer administrators and employees, the level of support and member communications provided by the provider, payroll integration compatibility and the provider’s regulatory standing and financial stability.

Yes. Every UK employer, regardless of size, must automatically enrol eligible employees into a qualifying workplace pension scheme. The obligation begins on the first day you employ someone who meets the eligibility criteria. Failing to set up a scheme, or failing to enrol eligible employees, can result in fixed penalty notices and escalating daily fines from The Pensions Regulator.

No problem. At Omny Benefits, we offer a ‘no cost and no obligation’ consultation to review your existing scheme. We’ll evaluate its performance, fees, and alignment with your goals, then suggest improvements to optimise value for your business and employees.

Pension schemes can become outdated, poor value or misaligned with your workforce as your business changes. Common reasons to review include: an older scheme where charges are higher than comparable market alternatives; a default investment fund that is no longer appropriate or has underperformed relative to similar options; an administration platform that is difficult for HR to manage or employees to access; growth or restructuring in the business that has changed workforce demographics; or simply the fact that the scheme was set up some years ago without advice and has never been formally assessed.

Absolutely! A workplace pension is consistently ranked as one of the most valued employee benefits. It shows you’re invested in their financial future, which can boost morale, attract top talent, and reduce turnover. With our employee engagement programme, we offer one-to-one financial guidance and advice to help employees understand their pensions and make informed decisions.

Selecting the right pension scheme can feel overwhelming, however, at Omny Benefits we simplify the process. We’ll assess your business, workforce demographics, and long-term goals to recommend a tailored solution. Our expertise ensures your scheme meets the financial needs of your team while aligning with your business objectives.

Managing pensions doesn’t have to disrupt your business operations. Omny Benefits focuses on making administration simple, with our team handling setup, compliance, and ongoing management. It’s more likely we will actually save your business time by minimising the number of issues and queries to resolve – allowing you to focus on growing your business while we manage the details in the background.

Setting up a good workplace pension can be very cost-effective. At Omny Benefits, we’ll help you find a scheme that aligns with your budget while maximising value. Employers must contribute a minimum percentage of employees’ qualifying earnings, which will be the main cost. We guide you through every step to ensure your investment delivers real benefits for your business.

Anyone who wants to make the most of their pension plans or is unsure whether they are on track for the retirement they want can benefit from advice. This includes people early in their careers, those changing jobs, individuals with multiple pensions and those approaching or already in retirement.

Good advice gives you clarity and confidence. It helps you understand what you have, what you are aiming for and what needs to change to get there. We also help you make the most of tax allowances, avoid common pitfalls and make decisions that support sustainable income throughout retirement.

Yes. We offer the same service for partners, and working with both of you allows us to provide more comprehensive advice that reflects your full financial picture.

You can continue with our service. We’ll review your new situation and provide updated advice tailored to your new role and benefits.

No. If you ever feel you’re not getting value for money, you’re free to leave at any time with one month’s notice.

Our fees are very competitive. Our ongoing advice service is 0.5% on advised products, subject to a minimum fee of £240 per year.

Anyone who wants to make the most of their money — whether you’re early in your career, changing jobs, growing your wealth, or planning for retirement.

Good advice gives you clarity and confidence. It helps you make informed decisions, structure your finances effectively, and stay on track as your circumstances change. We’ll also help you make the most of your allowances and understand your tax position, so your money works harder for you.

There’s no charge for your initial meeting or presentation. We’ll use this time to understand your goals, share our recommendations, and outline how we can support you going forward.

Outsourcing payroll delivers reduced overhead, eliminates recruitment costs, improves accuracy and compliance, frees up HR capacity and expert-level management. For businesses of any size, outsourced solutions provide cost-effective, reliable salary administration.

Payroll outsourcing costs vary depending on employee numbers, payroll complexity and additional services required. After a free consultation, we’ll provide a transparent, bespoke proposal based on your specific requirements. Most businesses find outsourced payroll significantly cheaper than managing it in-house.

Payroll outsourcing is delegating your salary processing and administration to a specialist external company. Our outsourced payroll services handle salary calculations, tax filings, pension contributions, statutory reporting and HMRC compliance, whilst you maintain strategic oversight and control.

At Omny Law, we combine specialist commercial property law expertise with a practical understanding of how businesses operate. We provide straightforward legal advice, communicate clearly throughout your transaction and can work closely with colleagues across HR, employment law and health and safety when wider business support is needed – something that a standalone legal firm cannot offer.

We support businesses of all sizes across a wide range of sectors, from SMEs purchasing their first premises to established organisations managing extensive commercial property portfolios. The Omny Law Team also has specific sector-based expertise gained through our involvement with industries including healthcare, dental, veterinary, pharmacy, hotel, retail, manufacturing and licenced premises. Whatever the size or type of your transaction, our advice is tailored to your business goals.

Absolutely. We work with landlords, tenants, investors, developers and business owners, providing practical commercial property law advice tailored to each client’s objectives and circumstances.

A commercial property solicitor manages the legal aspects of property transactions for businesses. This can include drafting and reviewing contracts, negotiating lease terms, carrying out due diligence, managing property acquisitions and disposals, advising on landlord and tenant matters, and completing transactions efficiently.

It’s advisable to instruct a commercial property solicitor as early as possible. Whether you’re buying or selling business premises, negotiating a commercial lease or refinancing a property, early legal advice can identify potential risks, avoid costly delays and help keep your transaction on track.

Commercial property law covers the legal aspects of buying, selling, leasing and managing property used for business purposes. It includes everything from commercial leases and acquisitions to property finance, landlord and tenant matters, and development projects. Working with experienced commercial property solicitors helps ensure every transaction is legally compliant and protects your commercial interests.

Yes, our corporate team regularly advises on M&A transactions (both acquisition and disposal), joint ventures and investment rounds, supporting you from due diligence through to completion and integration.

Our HR specialists can collaborate with teams across Omny Group, including employment law, payroll, health and safety and employee benefits. This gives you access to joined-up people expertise when an issue extends beyond a single area of HR.

HR outsourcing can be particularly beneficial for smaller organisations that need access to experienced HR expertise without the cost of employing an internal resource. Our support can be scaled according to your organisation’s size, requirements and budget.

Yes. Our HR specialists regularly support with a range of challenging people matters, including performance concerns, absence, disciplinaries, grievances, restructures and redundancies. Where specialist legal advice is required, our HR team can also work alongside our employment lawyers.

Yes. Our HR specialists often provide additional capacity, expertise or independent support alongside your existing team. This can be particularly useful when workloads increase, specialist knowledge is required or your organisation is going through a period of change.

You can outsource a wide range of HR activities, depending on what your organisation needs. This can include HR advice, employee relations, contracts and policies, HR administration, compliance support, employee lifecycle processes and strategic HR consultancy.

HR outsourcing involves using an external HR provider to deliver some or all of your organisation’s HR requirements. This can range from occasional advice and specialist support to a fully managed HR function.

Many of our courses are delivered in person, and some can also be adapted to suit different delivery needs. We will guide you on the best format based on the course and your organisation.

Yes, of course. If you are unsure which course is best, we will talk through your requirements and recommend the most suitable option for your role, team or business.

Our training courses are suitable for site managers, supervisors, team leaders, employees in higher risk environments and organisations that need refresher or compliance-based training. We also support businesses looking to build capability across their teams.

We offer a range of health and safety training courses covering site safety, fire awareness, first aid, asbestos awareness, working at height and health and safety management. Some courses are accredited, while others focus on practical, non-accredited learning.

Our consultants can act as your competent person, manage audits and assessments, update policies, deliver staff training and provide continuous advisory support – all tailored to your organisation

It depends on your business size, site complexity and specific needs. After an initial consultation, we’ll provide a clear quote for either a one-off project or ongoing support.

Yes. If you employ five or more people, you must have a written Health & Safety Policy that sets out your arrangements for managing safety. Omny can write, review or update this for you.

Professional fire safety services ensure your fire risk assessments, fire documentation and processes are thorough, compliant and conducted by qualified experts. Poor fire safety management exposes businesses to serious risks, including regulatory fines (now unlimited for certain offences), insurance complications, premises closure and, most importantly, danger to life. Expert fire safety risk assessments protect people, property and business continuity. Since October 2023, all fire safety policies must be documented in writing, regardless of business size.

Fire safety services costs vary depending on premises size, complexity, occupancy type and the scope of fire risk assessments or fire safety audits required. After a free consultation, we’ll provide a transparent, bespoke proposal based on your specific requirements.

Employees must follow fire safety procedures, keep escape routes clear, use equipment correctly, and report hazards immediately. As part of our Fire Safety Consultancy, we provide tailored training and advice to ensure every team member understands their role in fire prevention and evacuation.

Fire risk assessments should be reviewed regularly (at least annually or whenever significant changes occur, such as renovations, new equipment, or layout changes). Fire door inspections are recommended every 6 months to ensure compliance and functionality. For high rise domestic buildings over 11m, their common area fire doors must be inspected every 3 months under the Fire Safety (England) Regulations 2022.

A fire risk assessment is a legal requirement for all UK businesses under the relevant parts of legislation covering the respective UK areas (i.e. Regulatory Reform (Fire Safety) Order 2005 for England & Wales). It involves identifying fire hazards in your premises, evaluating who is at risk, assessing existing fire safety measures and implementing improvements where needed.

By law, employers must provide a safe environment, which includes carrying out fire risk assessments, maintaining fire doors, and training staff in emergency procedures. Our Fire Door Inspection service and expert Fire Strategy Plans ensure your business not only meets legal requirements but also prioritises your teams’ safety.

Fire safety is vital to protect your staff, visitors, and property. A fire can spread in seconds, so businesses need strong procedures, training, and equipment in place to reduce risks and ensure compliance with legal requirements. Our Fire Risk Assessments and Fire Safety Consultancy services help ensure your workplace is fully compliant and prepared for any fire emergency.

Yes. Our lawyers can work hand-in-hand with our HR, health and safety and employee benefits teams to deliver joined-up solutions tailored to your business context and specific needs.

We recommend starting with a full review of your core contracts and workplace policies. We will identify gaps, risks and improvement opportunities, then help you implement robust contractual frameworks built for your operations.

Beyond one-off projects, we provide retainer and subscription-type support models. This combines regular health checks, training, updates on regulatory change, and priority access to our legal team. This ensures you are proactive rather than reactive.

Yes. Because Omny combines legal, HR, Health & Safety and Employee Benefits, we can help you align your corporate structure, governance and incentive arrangements with your wider people strategy. This joined up view supports a stronger culture, clearer accountability and better long-term outcomes.

We are used to collaborating with clients’ accountants, tax advisers, corporate finance teams and investors. Our aim is to complement their expertise, not duplicate it, so that together we create solutions that work legally, financially and commercially.

As well as one-off project support, we can provide retainer and subscription-style arrangements that give you regular access to our corporate lawyers, periodic governance reviews, updates on legal developments and priority input on strategic decisions. This helps you stay proactive rather than reactive and ensures your corporate framework keeps pace with your growth.

Yes. Our corporate team regularly advises on mergers and acquisitions, investments, joint ventures and business sales, from initial heads of terms through due diligence, negotiation and completion. We work closely with your other advisers and internal stakeholders to help transactions run smoothly and protect your position at every stage.

No. Our corporate law services are focused on privately owned and non-listed businesses, including start-ups, owner-managed companies, family businesses and investor backed growth companies. We tailor our approach to the size, sector and stage of each client so that advice is proportionate and pragmatic.

Absolutely. Many businesses come to us after holding a licence for some time and want confidence that their processes are fully compliant. Our compliance audit service reviews your existing approach, identifies any areas of risk and provides practical recommendations. We can also take on ongoing management of your Sponsor Management System as Level One Users if that would benefit your team.

Once you hold a licence, you are required to monitor your sponsored workers, report specified events to UKVI within set timeframes, keep accurate records on the Sponsor Management System and maintain HR processes that meet Home Office standards. Our compliance audit and training service helps employers stay on top of these obligations as the rules develop.

In most cases, yes. If you want to employ a worker who is not a British or Irish citizen, an EU or EEA national with settled or pre-settled status, or a person who already holds a visa permitting them to work for you, you will generally need a sponsor licence before that person can apply for a work visa. There are limited exceptions, and our team can advise on whether any apply to your particular situation.

Yes. If you employ five or more people, you must have a written Health and Safety Policy that sets out your arrangements for managing safety. The Omny Safety team can write, review or update this for you.

It depends on your business size, site complexity and specific needs. After an initial consultation, we will provide a clear, fixed-fee quote.

Our expert team supports businesses in achieving best practice and legal compliance. Through ISO 45001 Consultancy, Risk Assessments, Health & Safety Policies & Procedures, and Audits, we provide practical solutions that not only keep you compliant but also protect your staff and reputation.

Employees are key to workplace safety. They should report hazards, follow safety procedures, and engage with training. Our Health & Safety Policies & Procedures help ensure staff clearly understand their responsibilities and how to contribute to a safer workplace.

Risk assessments should be reviewed regularly – at least annually or whenever your workplace changes significantly. Audits are typically carried out on a scheduled basis (e.g., yearly or bi-annually) to ensure compliance. Our team can create a tailored schedule to keep your business up to date and fully compliant.

An audit is a systematic review of your safety management system, while a risk assessment focuses on identifying specific hazards and controls in your workplace. Both are vital parts of effective safety management.

Assessments and audits help identify risks before they turn into serious issues. They ensure your workplace is safe, legally compliant, and that all safety measures are working effectively. Our Risk Assessments and Health and Safety Audits give you the confidence that your business is protected.

Yes. Some businesses come to us for a single issue or review, while others want longer-term health and safety advisory. We can tailor our service to suit the level of help you need – and this flexes and scales when required.

Our health and safety advisors give practical, hands-on support that works for your business. That might include reviewing documents, answering compliance questions, advising or reporting on incidents or helping you improve your overall safety culture.

If you want confidence that your workplace is compliant and your people are protected, health and safety support can help. It is especially useful if you do not have in-house expertise or want reassurance that your current approach is robust

Advisory services provide expert, hands-on support to help businesses meet their legal health and safety obligations. Our advisors work closely with you to identify risks, recommend improvements, and ensure your workplace is both compliant and safe for employees and visitors.