For UK employers, with or without an HR team
Handle it properly.
You still make the call.
Describe what has happened and get clear guidance checked against UK employment law, the letters written for you, and a dated record of every step you took.
One free situation. No card needed. No HR or legal background required.
Something like this on your desk?
What you said“I need to invite someone to a hearing and I have never written that letter.”
Formal disciplinary process
Tarn.hr settles the notice and the order before it writes a word, because the decision is rarely what goes wrong in a disciplinary. The sequence is.
- Invitation letter
- Hearing script
- Outcome letter
- Appeal wording
- Three working days before the hearing
- Right to be accompanied, in the letter
Step by step, with deadlines
Documents generated for you
A record of what you did, and when
UK employment law & Acas codes
Your data, never sold or sharedOne situation, start to finish
A formal disciplinary, from the first question to the letter, then saved to a case with a dated record and its deadlines.
What the video shows, in order.
The situation picker, where Formal disciplinary process is chosen from the list of situations.
Six short questions: whether it is a conduct or a capability matter, the specific allegation, whether an investigation has taken place, how long the employee has worked there, whether they are still in their probation period and whether they have been told they can be accompanied at the hearing. The invented case is a warehouse supervisor who allegedly shouted and swore at a delivery driver in front of two customers, after two informal conversations about his temper.
The guidance, written for those facts and marked Some risk: review the investigation first, check how the disciplinary policy classifies the conduct, set out the allegation in writing with the evidence, explain the right to be accompanied, have someone who did not investigate chair the hearing, and what changes from 1st January 2027.
The documents for the situation, where the disciplinary hearing invitation letter is generated for the case and finishes with buttons to copy it or download it as a Word document.
The case it is saved to, with a dated record of each step: the case opened, a note about the investigation report, the situation added, the letter produced and sent, and two deadlines added, for the employee to confirm attendance and for the hearing itself. Then the Deadlines page, listing every deadline across the cases in one place.
HR, employment law compliance and AI, working as one
Getting a people situation right usually means being three things at once: a good HR head, up to date on the law, and quick. Tarn.hr is all three, so you do not have to be.
The HR judgement
The instincts of an experienced HR professional: the right questions to ask, and a calm, sensible read on what to do next.
The checking
Every answer checked against UK employment law and the Acas codes as they stand today, so you can see what your decision turns on before you make it.
The AI
The speed to bring it all together in minutes, and to write the letters, scripts and checklists for you.
You bring the situation. Tarn.hr brings the rest.
Fifteen situations
Built for what actually lands on your desk
Each one with its own guidance, its own letters and its own dated record.
Before you decide
The other things you could do this afternoon
Nobody goes shopping for an HR provider at the moment a problem lands. There are three realistic options and two of them are free.
Tarn.hr
Guided and written down
- What it costs
- Free for one situation; paid plans from £15 a month, launching soon
- Before you can act
- Minutes
- Whether it is current
- Checked against the law and the Acas codes, with the date shown
- The paperwork
- The letters and checklists written for you
- What you can show later
- A dated record of every step
- When it is beyond it
- Says so and tells you to take advice
Working it out
or asking a general AI
- What it costs
- Nothing, until it goes wrong
- Before you can act
- Hours of searching, still no certainty
- Whether it is current
- A general AI sounds certain either way
- The paperwork
- A blank page
- What you can show later
- Whatever you can remember
- When it is beyond it
- Nothing tells you
Ringing a solicitor
when it is genuinely serious
- What it costs
- By the hour, usually with a minimum
- Before you can act
- Days, if they can fit you in
- Whether it is current
- Yes
- The paperwork
- Usually billed on top
- What you can show later
- Their file, not yours
- When it is beyond it
- You are already there
Tarn.hr is not a substitute for a solicitor and does not try to be. Where a situation carries real risk it says so and tells you to take proper advice. This is about the everyday situations in between.
The order of things, with the dates already in it
Getting a disciplinary wrong is almost never about the decision. It is about doing the right things in the wrong order, or leaving too little time between them.
- Day 0
Something happens
Write down what you know, while you still know it.
- Day 1
Informal or formal
The fork most employers take without noticing they took it.
- Day 2
Invitation sent
With the allegation, the evidence and the right to be accompanied.
- Day 5
The hearing
Three working days later, with a script and someone taking notes.
- Day 6
Decision, in writing
The outcome letter, the reason and how to appeal.
- Day 11
Appeal window closes
Set by you, stated in the letter and diarised so it is not missed.
The days above are what Tarn.hr would set for a straightforward conduct case, not periods the law fixes. Your dates come from your own situation, and every one of them lands in its record, so what you did and when you did it is written down rather than remembered.
When you need more, Tarn.hr says so
Tarn.hr handles the everyday well and flags the moments that need a professional. If you are dealing with something especially complex, or something that carries real risk, or you simply want a hand, get in touch and a real person will help.
The questions people actually ask
If yours is not here, ask it. A real person answers.
Is this legal advice?
No. Tarn.hr is HR guidance grounded in UK employment law and the Acas codes of practice. Where something carries real risk, or where a tribunal claim is possible, it says so and tells you to take advice from a qualified employment solicitor rather than pressing on.
How do you know it is right?
Every answer is written from a hand maintained statement of current UK employment law, which carries a review date published in the footer and fails the build once it is more than six months old.
On top of that there is a fixed set of situations with known right and wrong answers, run against the live model. Every run is published, including the first at 5 of 8, alongside the most recent at 14 of 16. The whole log is here.
Will it write the letter?
Yes. The invitation, the outcome letter, the script for the conversation, the checklist and the dates, with the names and facts of your situation already in them. Editing one is a normal thing to do, and it is yours once it is written.
What happens to what I type?
Your situations are private to your account and stored on servers in the EU. They are never sold and never shared. You can export everything or delete the account outright from your own settings.
What does it cost?
One situation free, start to finish, with no card. Paid plans will be £15 a month or £150 a year for up to 50 situations a month and every document. They are launching soon and are not on sale yet. Leave your email on the pricing page and we will tell you the day they open.
Who is it for?
UK employers, with or without an HR team. It is built for a founder, an office manager or a managing director with something on their desk this week and nobody to hand it to, and equally for the one person who is HR for the whole company and has nobody to check their thinking against. Neither of them wants a solicitor’s bill for a question that may turn out to be simple.
Built by someone who does this job
Tarn.hr was built by a working Head of People, after years of watching employers of every size hit the same wall. Someone has a problem on their desk, they are not sure what they are allowed to do, and there is nowhere quick or affordable to turn.
Founder, Tarn.hr
Read the full storyReady when you are
Describe what is happening and get a clear view of where you stand and what to do next.
One free situation to try it out. No card needed.