Why not just ask a chatbot?
What a chatbot doesn't do
Your staff's details stay with you
You shouldn't paste employee details into a public AI tool, and many employers' IT and AI policies say so. Packs, letters and costings here are made on your device, and nothing you type is sent to us.
Today's law, worked out
Notice, pay rates, review dates and the 6-month rule are calculated for you, with the rule shown. No guessing, no out-of-date answers.
The whole case, not one letter
Every letter from the first meeting to the appeal, with the same names, dates and reference. Your case log picks up where you left off.
On your paper, to your policy
Your letterhead, your policy names, your warning lengths and appeal days, filled in from your organisation profile.
Three everyday tasks
When does a new starter's probation need to be decided?
- Answers written before the law changed still say 2 years' service for unfair dismissal. From 1 January 2027 it's 6 months.
- The statutory week's notice added when counting service (s97(2)) is easy to miss, so the "last safe date" comes out a week late.
- Someone who already has 6 months' service on 1 January 2027 is protected from that day.
- Enter the start date. The probation pack gives the 6-month date, the last day to give notice before it, and warns if the probation or an extension runs past it.
- Then every letter from objectives to appeal, dated to match.
What Statutory Sick Pay does a low-paid part-timer get?
- Older rules had 3 waiting days and a lower earnings limit, so many low earners got nothing.
- Since 6 April 2026, SSP is paid from the first day, with no earnings limit, at the lower of the weekly rate or 80% of normal weekly earnings.
- The SSP calculator applies the current rules and rate, and shows the rule behind the figure.
- The absence pack adds the SSP1 date if sick pay will run out, with every review letter.
A stage 2 performance letter for someone with a live first warning
- You get one letter. The invitation, the outcome, the improvement plan and the appeal are separate requests, each worded a little differently.
- Dates are left for you: the review period, when the warning expires, the appeal deadline.
- To make it specific, you'd have to paste the employee's details and performance record into the chat.
- The performance pack makes all 15 letters for the case, with the same names, dates and reference, checks against the Acas Code, and the improvement plan.
- The case goes into your people case log, so stage 3 or the appeal picks up from where you are.
Fits your IT and AI policy
Many organisations now have rules on which AI tools staff can use, and on putting personal data into them. Every Thing Right HR is built so you can do the work without breaking them, because the work happens on your device.
- Employer packs, letters, bulk costings and their files are made in the browser. The employee details typed or pasted in are not sent to our servers or saved by us.
- No AI processes your employees' details. There's nothing to add to your AI register for that.
- We hold the account email and whether the subscription is active. Payments are handled by Stripe.
- Agree it in writing, where both sides take part, is encrypted on the device before it's saved, so we can't read it.
- Organisation profiles and headed paper stay in the browser. The settings file to move them is yours to keep, and holds nothing about any employee.
Use both
Use AI for what it's good at: thinking a problem through, or tidying wording that has no names in it. Use Every Thing Right HR for the figures, the dates and the letters that go to your people. Every document is a starting point to check and adapt, not legal advice.