Helping Business Owners
with all of their HR Needs

I'm Jo Trimarco and I formed JT HRConsultancy Ltd in April 2014.

No one size fits all, so you need flexibility from an HR consultant, so that’s exactly what I provide.

JT HRConsultancy will establish full HR legislation compliance for your business. Our consultancy company is always up to date with the latest HR laws.

Whether you need a fully outsourced solution or assistance with creating your HR goals to conducting interviews and appraisals, providing a new employment contract or employee handbook or maybe something in between – with over 20 years’ experience I can offer an efficient and personal HR service.
I help clients who are struggling with employee issues and feeling really fed-up! Employee issues are often urgent and stressful for both the manager and employee, and I can take that stress away from you.

My clients are business owners and directors who are so busy running their business they do not have the time, desire or expertise to deal with employee matters. You have no in-house HR or just need an extra pair of hands to take that stress away.

Are you:
- Juggling too many hats as a business owner or director and stressed out by employee issues?
- Not sure whether you’ve got your HR basics right?
- Building your business, yet the pandemic has seen your margins decrease & you need to restructure?
- Struggling to find talent?
- Wasting valuable time on Google looking up ‘how to deal with a ‘grievance’?
- Waking up in the middle of the night worrying about your HR issues?

Problem solving and finding a solution
Working in HR for over 20 years nothing surprises me, every day is different.

Your company may not possess all the skills & knowledge of an HR professional to deal successfully with employee relation issues and ignoring HR responsibilities and legalities could lead to a costly tribunal and we don’t want that!

I can offer a package specifically around your needs providing you with a clear focus on managing HR & employee issues.

I have worked within the following industries (but not exclusive to):
IT Software, Leisure, Technology, Logistics, Manufacturing, Recruitment, Education, Commercial Cleaning, Corporate Workwear, Printing, Shredding, Charity, Gardening Services, Media, Construction and International Consultancy.

I am highly qualified and experienced and there is not much I haven’t handled in my HR career. In 2000 I set up a complete HR function for a new start-up company and was instrumental in growing the business from 5 employees to over 100 with a 98% talent retention rate.

Reducing sickness absence from 7% to 3%
Employee retention saving £000’s in recruitment costs
Managing employee issues saving £000’s in tribunal costs
Reducing business owner headaches and saving them £00’s in painkiller costs

I'd love to have a conversation to explore if we are a good fit for one another. Send me a message or call 07715 026128

Minimum Wage increases – National Minimum Wage and National Living Wage

From 1st April 2022 organisations must comply with the National Minimum Wage increases. The hourly rate of the minimum wage increases will increase from:
£8.91 to £9.50 for workers aged 23 and over (the national living wage)
£8.36 to £9.18 for workers aged 21 or 22
£6.56 to £6.83 for workers aged 18 to 20
£4.62 to £4.81 for workers aged under 18 who are no longer of compulsory school age, and
£4.30 to £4.81 for apprentices under 19, or over 19 and in the first year of the apprenticeship.

It is essential that employers check their pay rates against the forthcoming minimum wage rates and ensuring where necessary they increase remuneration for the first pay reference period that is beginning 1st April 2022.

If employers do not pay in accordance with National Minimum Wage or National Living wage, employers can be fined a minimum of 4 weeks salary in addition to the difference if the National Minimum Wage or National Living Wage is incorrect. Also, the Government publish a ‘name and shame list’ of businesses that have failed to pay National Minimum Wage or National Living Wage.

Proposed Statutory Increase to Family Friendly related pay and Sick Pay

The rate for statutory maternity, adoption, paternity, shared parental bereavement pay has been proposed to increase from £151.97 up to £156.66. In addition, it is expected that SSP will also increase to £99.35. These increases are due to take place in April 2022.

UK Right to Work Checks

The Government announced back in March 2020, temporary changes to UK Right to Work checks, allowing employers to conduct checks without seeing the individuals face to face. This means that checks can be carried out via video and scanned or photo versions of the original UK Right to Work documents.
These temporary changes are due to last only until 5 April 2022 and employers must revert to in person checks. Look out for further changes regarding new guidance on the UK Right to Work checks from the 6 April 2022. It is possible that the temporary guidance maybe extended.

It is a legal requirement to carry out UK Right to Work checks under the Immigration, Asylum and Nationality Act 2006. Failure to collect employees UK Right to Work can result in a £20,000 per employee fine and even imprisonment.

Changes to Statutory Redundancy Pay

It is proposed that new limits on employment statutory redundancy pay will come into force on the 6 April 2022. Employers that terminate employees for the reason of redundancy must pay those with two years’ service or more an amount based on the employees weekly pay, length of service and age. The new amount will be confirmed in the draft Employment Rights Order 2022, which will be published some time in February. For termination due to redundancy the payments must be calculated on the new maximum amounts for redundancies on or after the 6 April 2022.

It is essential that the correct redundancy payment is calculated, this must include any holiday that may have been accrued up to the date of termination.

Check out the calculator which helps employers work out the correct Statutory Redundancy payment for employees.

Managing the Bank Holiday Entitlement during the Platinum Jubilee

Friday 3 June 2022 has been announced as an additional Bank Holiday to celebrate to Queens Jubilee. In addition, the late May Bank Holiday has been moved to Thursday 2 June 2022.
This may cause confusion for employers and will need to be planned in advance. It will largely depend on how employment contracts are worded, even if the employer is not contractually obliged to grant an extra day annual leave, employers may choose to do so as a gesture of goodwill to employees.

Potential changes to Flexible Working Requests

In current legislation, to apply for flexible working you must have worked for your employer for at least 26 weeks before making a request for flexible working arrangements. A proposal is in place to allow employees to apply for flexible working from day one of their employment as opposed to waiting until at least 26 weeks. The Government says it will give 2.2 million people more access to different working arrangements, helping support work life balance.

Carers Leave

Carer’s leave to be introduced as soon as parliamentary time allows. This allows employees with caring responsibilities to take up to one week (5 working days) of unpaid leave per year from day 1 of employment.

SSP Rebate Scheme (SSPRS) makes a return

The SSP Rebate Scheme, which reimbursed employers for the sick pay paid to employees due to Covid-19, has been reinstated.
The Scheme was created in April 2020 to assist employers with the rising cost of sick pay as employees took time off work because they had Covid, or they were self-isolating.

Eligible employers were able to claim back Covid related Statutory Sick Pay (SSP), up to 2 weeks per person, for any absences which fell before 1 October 2021. Paying SSP is a legal requirement provided that the employee meets certain criteria. At the start of the pandemic, SSP laws were extended to include those who were self-isolating, in addition to those who were sick. Because of this, employers found that they were paying substantially more SSP to employees than before.

The Scheme enabled employers with fewer than 250 employees, counted at 28 February 2020, to claim back Covid related SSP to a maximum of 2 weeks per person. The Scheme was closed on 30 September 2021 – the same day the Job Retention Scheme (furlough scheme) was closed – due to the UK being in a better place in terms of Covid cases.

However, the emergence of the Omicron variant has seen an increase in cases and therefore an increase in time off from work due to either sickness or self-isolation.

To help employers meet this extra cost, the Scheme re-opened today (21 December 2021) for eligible businesses across the UK however claims cannot be made until mid-January 2022, when they can be made retrospectively. Employers should ensure they carefully record absence, reasons for absence and accompanying evidence in order to be able to make an accurate claim.


Even short-term pieces of work can have an extreme impact on your business. No matter how simple or commonplace, these can escalate into much bigger issues if they’re not managed and just ignored. Whether it's managing an employees’ poor performance or a redundancy process, I can guide you through every stage. I keep abreast of latest case law and legislation and am able to offer the best solutions to your employment issues.

Recruitment & Selection

It is important to get the right people for your business and I can assist you with all your recruitment and on-boarding needs.

Disciplinary & Grievance

It is important that issues are handled quickly and in a fair and sincere manner to avoid unnecessary and costly tribunal cases. I can support you through any stage of the process.

Employment Law

Employment Law can be a minefield and very daunting. I stay on top of legislation and regulations and can guide you through the complexities, no matter how big or small your question.

Policies and Procedures

As a business, it is important that you protect yourself and your staff. Having well written employment documents is essential, the documentation must be legally correct, as well as protecting your company's confidential information and demonstrating HR best practice. I can help you draw up contracts of employment, develop policies and procedures, produce job descriptions and employee handbooks to ensure compliance.

Performance Management

Good performance management helps everyone in the company and is the activity and set of processes that aim to maintain and improve employee performance in line with an organisation's objectives.


Change is unavoidable and that at some point every business will go through a period of transformation, whether it is relocating your business, restructuring or downsizing.

HR Health Check

Do your HR practices support the needs of your business, are your policies fit for purpose and do they meet current legislation?


TUPE can be complex and I can help you through the complexities

  • Dunstable, Bedfordshire, UK
  • Registered office: 49 The Drive, Rickmansworth, WD3 4EA. Company No: 09004469

JT HR Consultancy is an established HR Services company in Dunstable Bedfordshire & working all over the UK. Call for a friendly chat about your HR needs.

About MeAbout MeAbout Me
I think it is always good to know a little about the person, so this is the interesting stuff and a few facts about me:

  • In 1989, I resigned from my job and went to work in Rhodes, Greece for the Summer Season and in 1990, I headed to Australia on my own where I stayed for a year, working and travelling and continued backpacking for another 2½ years mainly around SE Asia and New Zealand visiting 16 countries. This gave me a passion for travel and to-date I have visited 100 countries and all 7 continents, Antarctica and South Georgia remain my favourites.
  • I started my HR career in 2000 when I joined a start up company and then founded JT HRConsultancy in 2014
  • In 2009 I gave up my career to be a holiday rep (on the bucket list and had to do it).  I worked in Egypt, Spain and Cape Verde and spent 7 weeks on a ship sailing up and down the Rhine and Moselle.
  • I am a bit of an adrenaline junkie and have bungee jumped and skydived in NZ, paraglided in Bolivia, parasailed in Rio, dived the Great Barrier Reef, abseiled in Argentina, flown a Tiger Moth to name a few of my favourites.  
  • I have a cat named Chablis and she did have a brother called Merlot (so yes, I like wine) and have known my best friend all my life, we grew up together and meet up every week for a walk and coffee.

Advice Line

  • One off HR advice via email or phone

Introductory Offer

  • First consultation is free
  • Up to one hour