Drag shifts onto the grid and watch the labour figure move, with real UK employer costs behind it. Then send it for sign-off, route the holiday requests it creates, and keep the right-to-work paperwork in the same place as the person.
The point of a rota tool is not prettier printing. It is knowing on Wednesday that next week is £600 over, while there is still time to do something about it.
Not a named person on a form. The approval route is derived from the org chart at the moment the request is made: head of department, then their assistant, then up the chain, escalating to a head office role if the chain runs out.
The staff file a pub actually needs to be able to produce: contracts, right to work, policy acknowledgements, training, and the trail showing who signed what and when.
A rota built in isolation is a guess about demand. The pub that knows it has 140 covers booked for Sunday and 40 for the Tuesday should not be staffing them from memory, and yet in most pubs the person building the rota is working from a different screen to the person taking the bookings, if the rota is not simply a spreadsheet.
Putting them in one system means the labour forecast sits next to the covers forecast, the staff list is the same list that compliance checks are attributed to, and the org chart that routes a holiday request is the same one that decides who gets escalated an out-of-range fridge temperature. There is one answer to who works here, and everything that depends on that answer stays consistent.
Rotas, holidays and HR are part of Hendra One at the same flat £100 per site per month, alongside bookings, guest CRM and compliance.
Yes, as you build it. The forecast uses UK employer costs including National Insurance thresholds, and it applies the under-21 zero employer NI band correctly, which is where most spreadsheet rotas overstate the cost of younger staff.
Yes. Sign-off is configurable: off, one stage or two, with each stage naming a role from the org chart at site or head office level. Approvers are emailed, and head office gets a list of what is still pending.
Approvers are derived live from the org chart: head of department, then their assistant, then up the chain, escalating to a head office role if it runs out. Because it resolves at request time, a leaver never needs their queue reassigned.
Yes. There is a right-to-work register with document expiry tracking, alongside a staff document store, contract version history and countersigning, all with an audit trail.
Yes. There is an onboarding pipeline covering offers, contracts and starter forms, with candidate-facing links that need no account, references, probation endings and a leavers process.
A 30-minute walkthrough with someone who has run a service, not a sales deck.