Terms of Use

Last updated: 04/07/2026
Website:https://www.thrive-hr.uk
Business: Thrive Human Resources Limited t/a Thrive HR UK
Contact: rosie@thrive-hr.uk

These Terms of Use explain the rules for using this website, our online tools, downloadable resources, calculation records, guidance, forms, templates, paid reviews and related services.

By using this website, submitting a form, requesting a calculation record, downloading a resource, booking a service or otherwise using Thrive HR UK content, you agree to these Terms.

If you do not agree with these Terms, please do not use this website or our tools.

1. Who we are

Thrive HR UK provides practical HR guidance, tools, templates, training, reviews and consultancy support for UK employers.

References in these Terms to “we”, “us” or “our” mean Thrive HR UK.

References to “you” or “your” mean the person using the website, tool, resource or service. Where you are using the website on behalf of an organisation, you confirm that you have authority to do so.

2. What this website is for

This website is designed to provide practical HR information, tools and resources for UK employers, managers, HR teams and business owners.

Our content may include:

  • general HR guidance

  • employment-law-informed explanations

  • practical tools and calculators

  • downloadable or emailed calculation records

  • templates, checklists and wording suggestions

  • service information

  • paid HR reviews, advice, training or consultancy support

We aim to keep the content accurate, useful and up to date, but HR and employment law issues are fact-specific. You should always check the relevant contract, policy, facts and current law before relying on any output.

3. No legal advice

The content on this website is general HR guidance. It is not legal advice and should not be treated as legal advice.

Use of this website, tool, calculator, template, resource or emailed record does not create a solicitor-client relationship, legal adviser relationship, or any formal retainer unless we separately agree written terms for a paid service.

Employment issues often depend on the specific facts, contract wording, workplace history, policy position, statutory framework and risk context. If you are dealing with a complex, disputed, high-risk or sensitive matter, you should obtain appropriate professional advice before acting.

The contract is the final word on any individual entitlement, unless overridden by statutory rights.

4. Annual Leave Logic and other tools

Annual Leave Logic and any other tools on this website are designed to help users work through HR calculations, assumptions, risk flags, wording and record-keeping.

The tool may produce:

  • a calculation

  • a method

  • assumptions

  • risk flags

  • manager wording

  • payroll notes

  • a downloadable or emailed record

  • general guidance prompts

The tool output depends on the information you enter. If the information you enter is incomplete, inaccurate or based on the wrong contractual assumptions, the result may also be incomplete or inaccurate.

You are responsible for checking:

  • the employee or worker’s contract

  • the correct leave year

  • the correct working pattern

  • bank holiday treatment

  • statutory and contractual entitlement

  • whether enhanced terms apply

  • whether variable pay, overtime, commission or rolled-up holiday pay is relevant

  • whether sickness, maternity, family leave, carry-over, TUPE, contractual history or historic underpayment issues affect the position

The tool is not a substitute for reviewing the contract, payroll records or the individual case.

5. Sensitive information and employee data

Please avoid entering employee names, medical details, disciplinary information, grievance information, trade union information, safeguarding details or other sensitive case information into website tools unless it is genuinely necessary.

Where possible, use anonymised, role-based or initials-only information.

For example, use “employee”, “worker”, “manager”, “administrator”, “Band 4 coordinator” or initials rather than a full name.

If you submit personal information through the website, we will handle it in line with our Privacy Notice.

6. Emailed calculation records

Where a tool allows you to request a calculation record by email, we will send the record to the email address you provide.

The record is intended to help you keep an audit trail of:

  • the calculation

  • the method

  • the assumptions

  • the risk flags

  • the suggested wording

  • the payroll note

You are responsible for deciding whether the record is appropriate to save on an HR file, payroll file or other business record.

Requesting a calculation record does not automatically sign you up to marketing. If we offer updates or marketing emails, this will be presented separately where required.

7. Paid reviews and consultancy services

Where you purchase or request a paid service, the scope, price and deliverables will be agreed separately.

A paid review or consultancy service may include HR advice, document review, process review, risk assessment, wording, meeting preparation, template support or other agreed work.

Unless we agree otherwise in writing:

  • advice is based on the information you provide

  • we are not responsible for missing information that was not disclosed to us

  • timescales are estimates unless expressly confirmed

  • we may refuse or stop work where a matter falls outside our competence, availability, ethical boundaries or agreed scope

  • additional work outside the agreed scope may require a further fee

Paid HR support is not a substitute for legal advice where legal advice is required.

8. Payments, cancellations and refunds

Prices will be shown on the website or agreed with you before work starts.

Payment terms will be confirmed at the point of booking, invoice or purchase.

Unless we agree otherwise:

  • fees are payable in advance or according to the invoice terms

  • work may not begin until payment is received

  • missed appointments, late cancellations or failure to provide required information may affect delivery timescales

  • refunds are not automatically available once work has started, a review has been completed, or a digital product has been supplied

Nothing in these Terms affects any statutory rights you may have.

If you are buying as a consumer rather than as a business, different cancellation rights may apply. Please tell us before purchase if you are buying as an individual consumer rather than on behalf of an organisation.

9. Digital products, templates and downloads

Where we provide a digital product, template, checklist, guide, tool output or downloadable resource, it is provided for your internal business use only unless we agree otherwise in writing.

You may adapt it for your own organisation.

You must not:

  • resell it

  • share it publicly

  • upload it to template libraries

  • copy it into competing products

  • present it as your own original product

  • use it to train, build or improve a competing tool or service

  • remove copyright, version, attribution or proprietary notices

Digital products and templates are version-controlled at the point of issue. Unless expressly stated, purchasing or downloading a resource does not include lifetime updates.

10. Intellectual property

All website content, wording, tools, calculators, logic flows, templates, risk flags, guidance, designs, downloads, written records, frameworks and other materials are owned by or licensed to Thrive HR UK unless stated otherwise.

This includes Annual Leave Logic and the related calculation logic, wording, risk flags, structure, design and record format.

Annual Leave Logic and the related calculation logic, wording, risk flags and design are proprietary to Thrive HR UK. © Thrive HR UK 2026. All rights reserved.

You may use website content for your own internal business reference. You must not copy, reproduce, scrape, redistribute, sell, adapt, publish, exploit or create derivative products from our content without written permission.

Limited sharing within your organisation is permitted where it is necessary for legitimate HR, management or payroll use.

11. Acceptable use

You agree not to misuse this website, tools or resources.

You must not:

  • attempt to interfere with the website’s security or operation

  • submit malicious code

  • attempt to overload, scrape or reverse engineer the tools

  • use automated bots or scripts to harvest content

  • use the website to submit unlawful, abusive or misleading material

  • impersonate another person or organisation

  • use our content to build or support a competing product without permission

  • remove attribution or proprietary notices

  • use outputs in a way that misleads employees, workers, clients or third parties

We may restrict access to the website, tools or services where we reasonably believe there has been misuse.

12. Accuracy and availability

We take reasonable care to keep the website and tools accurate, available and useful.

However, we do not guarantee that:

  • the website will always be available

  • the website will be free from errors

  • the tools will cover every scenario

  • content will always reflect the latest legal position

  • tool outputs will be suitable for every individual case

  • downloadable or emailed records will be delivered instantly or without technical issue

We may update, suspend, remove or change website content, tools or services at any time.

13. Links to other websites

This website may contain links to third-party websites, including government guidance, Acas, payment providers, form providers, software platforms or other external resources.

We are not responsible for the content, accuracy, security or privacy practices of third-party websites.

Links are provided for convenience and do not mean we endorse the third-party website.

14. Privacy and cookies

Your use of this website is also covered by our Privacy Notice and Cookie Notice.

Please read those documents to understand how we collect, use and protect personal information.

Privacy Notice: www.thrive-hr.uk/privacy-notice
Cookie Notice: www.thrive-hr.uk/cookies

15. Limitation of liability

Nothing in these Terms limits or excludes liability where it would be unlawful to do so.

Subject to that, Thrive HR UK will not be liable for loss arising from:

  • reliance on general website content without checking the specific facts

  • incorrect or incomplete information entered into a tool

  • failure to check contract terms, policies, payroll records or current law

  • use of outputs outside their intended purpose

  • technical interruption, email delivery failure or website downtime

  • indirect, consequential or business losses, including loss of profit, revenue, goodwill or opportunity

Where we provide a paid service, our liability will be limited to the amount you paid for the specific service giving rise to the claim, unless we agree otherwise in writing or the law requires otherwise.

16. Indemnity

If you misuse this website, copy or exploit our content without permission, submit unlawful material, or use our tools or resources in breach of these Terms, you agree to compensate us for any reasonable losses, costs, claims or expenses arising from that misuse.

17. Changes to these Terms

We may update these Terms from time to time.

The latest version will be published on this page with the date it was last updated.

By continuing to use the website after changes are published, you agree to the updated Terms.

18. Governing law

These Terms are governed by the laws of England and Wales.

Any disputes relating to these Terms, the website, tools or services will be subject to the courts of England and Wales, unless the law requires otherwise.

19. Contact

If you have any questions about these Terms, contact:

Thrive HR UK
Email: rosie@thrive-hr.uk
Website: https://www.thrive-hr.uk