Advisers
You already look after payroll. Help clients organise everything around it.
Starters, leavers, salary data and payroll are already yours. HRHive gives each client a tidy place for everything around them: details, contracts, documents, holiday and deadlines. HRHive is not payroll software. Today you are invited into each client's organisation and work in one at a time.
Available in partSome of this exists today. The rest is in development.
Create your account, then ask each client to invite you into their organisation.
What you can do now
Each client has its own organisation in HRHive. You are invited into it with a role that fits the work, and one login covers every client. Everything in this section works today. HRHive is not payroll software, so pay is still worked out in yours.
- Your client invites you. Their owner or an administrator invites you by email and chooses your role. Payroll is the usual choice for payroll work. HR suits contracts, onboarding and policies. An auditor can look but cannot change anything.
- You sign in. With a one-time link, an emailed code or a passkey. There are no passwords.
- You switch between clients. The organisation switcher at the top of the menu shows the client you are in and lists the others you belong to, with your role in each.
- You work in one client at a time. Home shows what needs attention in that client. Nothing from another client appears there.
What you see depends on the role. The payroll role shows bank details, salary and National Insurance numbers, and other roles see sensitive details only where they need to. Date of birth, National Insurance number and bank details are encrypted individually, with a separate key for each organisation. Each client's data is kept apart from every other organisation's, and important activity is recorded in an audit log that shows who acted and what changed.
Starters, leavers and everything around payroll
- Starters. A new starter gives their details, emergency contact, bank details and P45 or starter information through one emailed link, and signs their contract and acknowledges policies there. With the HR role you can send the link and see how far they have got.
- Leavers. Setting a leaving date creates an offboarding checklist and tells payroll, HR and the manager. The checklist includes informing payroll and reviewing outstanding holiday.
- Employee details. One record per person: details, address history, emergency contacts, employment history and a timeline. When an employee changes their own bank details, payroll, owners and administrators are asked to confirm the change before the next pay run.
- Contract records. Build contracts and written statements from plain questions and sign them online. Every signer gets a sealed copy with an audit certificate, so the signed contract sits with the person's record.
- Holiday and sickness. Holiday requests, approvals, balances and carry-forward are recorded, and sickness absence is recorded as leave. HRHive does not calculate sick pay, and it does not run payroll.
- Workforce documents. Qualifications, driving licences, insurance certificates and other documents can carry issue, expiry and review dates, and those dates feed reminders.
- Subcontractors. Record individual subcontractors and the suppliers your client uses. HRHive records employment-status and off-payroll (IR35) assessments that a person makes, including the small-company test and the 45-day clock for responding to a disagreement. It does not decide anyone's status.
- Pay that looks low. HRHive flags pay entered on a person's record that appears to fall below the national minimum wage for their age band. It checks the salary held in HRHive. It does not run payroll.
- Compliance actions. The compliance overview ranks what needs attention across right to work, supply chain, contracts, data protection and status, and shows what is up to date.
- Reports. Sixteen reports export to CSV, Excel and PDF, including starters and leavers.
This is a new starter's record once payroll has confirmed their bank details.
Right to work: what an accountant can and cannot do
If you also look after part of a client's HR administration, you are in the same position as any other adviser.
Right to work checks by third parties explains the rule in plain English.
Records and workflows, not employment advice
HRHive helps you administer workflows and keep records. It does not make an accountancy practice an employment-law adviser, and nothing on this page or anywhere on this site is legal advice. If a client needs advice about a contract term, a dismissal or a right to work question, it should come from someone qualified to give it.
Planned: what is in development
- Payroll handoffs, webhooks and a public API. So that changes can reach your payroll software without being keyed in again. Today you read the notices and reports and enter the data yourself.
- A portfolio view across your clients. Actions, expiries and urgent items from every client together on one screen. Today you switch into each client to see them.
- Wholesale arrangements. For practices that want to bundle HRHive into their own fees. Nothing about price or terms has been set. See the partner programme.
- Your own branding. Your name on the documents your clients see. These are the Adviser Pro and white label plans.
Who this is for
HRHive suits accountancy practices that run payroll or bookkeeping for small employers and want their clients' people records in order before the details reach payroll.
It is a good fit if your clients are happy to keep their people records in their own HRHive organisation and invite you in with the right role.
It is not the right fit yet if you need starter and leaver data to flow straight into your payroll software, or if you need to see every client on one screen. Both are in development. HRHive does not do Construction Industry Scheme verification or returns.
What it costs
The adviser account is free. Each client organisation is priced on its own active workforce, not on how many advisers work in it. Adviser pricing has the detail.