HR software for construction
Keep direct employee records, cards and tickets, right-to-work evidence and leave together, with a free plan for up to 10 active employees.
No sales call. No card. No trial clock.
- Cards and tickets
- Teams across locations
- Employees and subcontractors
- Right-to-work evidence
Is HollyHR a good fit for your construction firm?
HollyHR is designed primarily for UK construction firms with about 5 to 100 direct employees. That range describes the organisations we build for, not a plan limit. It fits when employment records, location details, cards and tickets, leave and right-to-work evidence are the main jobs you need to organise.
Free covers up to 10 active employees. Standard does not have an employee cap.
Free for up to 10 employees. Standard is £2 per active employee.
HollyHR Free costs £0 for up to 10 active employees. Standard costs £2 per active employee each month, including the first 10. Plus will cost £4 per active employee each month when it launches. Prices are before applicable tax.
Construction records move even when the site changes.
Expiry dates need to be visible before someone reaches the gate.
Keep card, ticket and certificate evidence with each person and track the compliance dates your firm is responsible for reviewing.
The employee record should not live on one site.
Keep locations, reporting lines, documents and dated employment changes together so the office is not reconciling site-cabin folders.
Employees and subcontractors are different records problems.
Use HollyHR for the employed team's durable HR record while CIS deductions, subcontractor verification and tax returns stay in the accounts process.
Keep the employee record moving with the team.
One employee record across locations
Keep employment details, workplace information and dated changes with each person.
- Import employee records without retyping every detail
- Keep locations and employment changes connected
Leave without another spreadsheet
Manage holiday and sickness with allowances and decisions that stay easy to trace.
- See balances and working patterns before deciding
- Keep holiday and sickness records in one place
A clearer start for every new employee
Bring contracts, right-to-work evidence, policies and starter details into one organised journey.
- Reuse the same onboarding pack for the next hire
- Track policy acknowledgements without chasing inboxes
Core HR for employees, alongside your site, CIS and payroll systems.
HollyHR gives the employed team a consistent record while your site and commercial systems continue to run each project.
Your employee record in HollyHR
- Employment records and dated changes
- Locations, working patterns, holiday and sickness
- Documents and expiry-dated requirements
- Recorded right-to-work evidence and decisions
Works alongside your specialist tools
- CIS deductions, returns and verification
- Timesheets, estimating and site diaries
- Card checking and site-safety compliance
- Plant management and payroll
HollyHR keeps the evidence and decisions you record. Your chosen checking services continue to validate cards and right-to-work evidence.
A clear employee record across the construction sector.
Main contractors
Contractors coordinating directly employed office, commercial and site teams.
Housebuilders
Residential builders keeping a consistent employee record across developments.
Civil engineering
Infrastructure and groundworks firms with teams moving between projects.
Fit-out and refurbishment
Interior, fit-out and refurbishment firms working across client sites.
Mechanical and electrical
M&E contractors organising employed engineers, installers and supervisors.
Specialist trades
Trade contractors with employed teams, qualifications and expiry-dated evidence.
Practical help for the people jobs behind every site.
Right to work and sponsor duties
Understand the checks, records and ongoing duties UK employers need to manage.
Open guideEmployment status
Understand the practical difference between employees, workers and self-employed people.
Open glossaryWorking hours calculator
Add up weekly hours and check the shape of a working pattern.
Open toolStraight answers for the employed team.
Is a CSCS card a legal requirement?
No law requires a CSCS card. It is an industry requirement imposed contractually by most principal contractors and clients, so in practice workers without the right card are refused site access. The legal duties are about competence and training, which the card evidences. Note also that all Industry Accreditation ('grandfather rights') cards expired on 31 December 2024; only qualification-based routes remain.
Do I need to check right to work for subcontractors?
Today the civil-penalty checking scheme applies to the people you employ, though knowingly using illegal labour is a criminal offence however the person is engaged. Legislation passed in 2025 extends checking duties to individual subcontractors, agency and gig workers, due from 1 October 2026, so construction firms should extend their checking process across the labour chain now rather than scramble later.
Can a CIS subcontractor be an employee?
Yes. CIS only applies where the contract is not a contract of employment, and HMRC's own guidance says status must be judged on the terms of each engagement. Prior self-employment and CIS registration are irrelevant. Get it wrong and the engager owes backdated PAYE and National Insurance with penalties, and the worker may claim employment rights such as holiday pay.
How long does an SMSTS certificate last?
Five years. Site managers renew with the two-day SMSTS refresher before expiry; once the certificate lapses, the full five-day course must be retaken. SSSTS for supervisors follows the same pattern with a one-day refresher and a two-day full course, which is exactly why the expiry date belongs in a system rather than a diary.
How often does first-aid-at-work training need renewing?
First-aid-at-work and emergency-first-aid certificates are valid for three years, renewed by a requalification course before expiry. HSE strongly recommends an annual refresher between requalifications but does not legally require one, a distinction worth knowing when a training provider's marketing suggests otherwise.
Is asbestos awareness training legally required every year?
No. Training is required under Regulation 10 of the Control of Asbestos Regulations 2012 for workers liable to disturb asbestos, and it must be kept up to date, but HSE states plainly that there is no legal requirement to repeat a formal awareness refresher every twelve months. Annual refreshers do apply to the higher training tiers for people actually working with asbestos.
Can we make employees take holiday during a Christmas shutdown?
Yes. Under the Working Time Regulations an employer can require workers to take leave on specified days by giving notice at least twice as long as the leave being required: ten calendar days' notice for a five-day closure, unless the contract or a relevant agreement sets different notice. The closure days come out of statutory entitlement, so accurate balances matter.
How much does HollyHR cost for a construction firm?
Free covers up to 10 active employees with no card required. Standard is a separate plan at £2 per active employee per month before applicable tax, including the first 10; a 30-employee firm pays £60 per month. There is no headcount band, and monthly billing remains available. Volunteers do not count for billing; other profiles with active employment do.
Start free with up to 10 active employees.
Bring your team over from a spreadsheet. There is no card, no sales call and no lock-in. For up to 10 active employees, everyday HR is free.