THE EVIDA DIAGNOSTIC
Find out where you actually stand.
A full assessment of your organisation across nine areas of HR compliance and practice, scored, rated and turned into a twelve month roadmap. We do the work. You get an honest picture of where your risk sits and what to do about it, in priority order.
NINE AREAS
What we assess
Overall
Two areas need urgent attention. Four need work. Three are already strong.
Illustrative example. Every organisation scores differently.
How it runs
We agree the scope
A fixed fee, whatever we find. You know the cost before we start.
You give us access
Mainly documentation: contracts, policies, handbooks, records. Where we need to understand how something works in practice rather than on paper, we will arrange short question and answer sessions with whoever holds HR, health and safety or payroll.
We do the work
Two to six weeks depending on the size and complexity of your organisation. Your team's involvement is a couple of hours at most, and most of that is the conversation at the end.
We present back
A meeting with whoever you decide needs to be in the room, and the roadmap document itself.
How findings are rated
Red
Red is where you are exposed to a legal breach or a governance failure, or where the Employment Rights Act changes mean you will be unless something moves. These are rated against the government's implementation timetable, so the priority order reflects when each change actually lands rather than an abstract sense of urgency.
Amber
Amber is working for now but not robust. Gaps that hold up today and will not as you grow or as the law shifts.
Green
Green is compliant. This is where you stop defending a position and start building somewhere people want to work.
The roadmap
- RedAlign probationary processes with the new qualifying period for unfair dismissal
- RedClose the gaps in the disciplinary and grievance policy
- RedComplete a workplace sexual harassment risk assessment
- AmberBring sickness absence reporting up to standard
- AmberTrain managers in handling sickness absence
- AmberReview pay structures for discriminatory disparities
- GreenDesign the shared parental leave policy
- GreenTrain managers in effective performance management
Illustrative example. Your roadmap is built from your own findings.
Everything we find becomes a prioritised action, sequenced across one, three, six and twelve months. It is written to be run by you, without us. If you would rather we delivered it, we will, and you can hand us as much or as little as you want. There is no obligation either way, and that is deliberate.
Who it is for
Any organisation with at least five employees. We work with SMEs, global PLCs, household names and some of the UK's official Best Places to Work.
Want to know where you stand?
Tell us about your organisation and we will tell you what the diagnostic would involve and what it would cost.