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HR software, with real HR support behind it

One UK firm for the system your team uses every day and the people who help you make the calls that carry risk. Built for owner-led businesses up to 150 staff.

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Data hosted in the UK

ISO 27001-certified platform security

UK-based support, Mon to Fri

12-month term, then rolling

Data hosted in the UK

ISO 27001-certified platform security

UK-based support, Mon to Fri

12-month term, then rolling

SOFTWARE AND SUPPORT, TOGETHER

The system and the support, from one firm

Plenty of HR systems will store your records and book your holidays. Far fewer come with someone who picks up the phone and helps you handle the grievance, the probation that is not working out, or the restructure you have not run before.

Progressa gives you both. The software takes care of the day-to-day, and senior UK HR support is there for the decisions that carry legal and financial weight. Take the platform on its own if that is all you need, or bundle it with Progressa's wider HR support and deal with one firm for the system and the advice, rather than a software vendor for the platform and a separate consultant for every problem it throws up.

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Not a call centre

Support from a UK team that knows your business

When you call with a problem, you reach the Progressa team that looks after your account. They know your business, your people and the background to the question you are asking, so you are not repeating your story to whoever happens to pick up. That continuity is the thing a call centre cannot give you, and it matters most in the situations that are not routine: a disciplinary that could turn into a tribunal claim, a long-term sickness absence that needs handling with care, a TUPE transfer that nobody in the business has done before.

Round-the-clock advice lines sound reassuring until you are the one explaining your situation from scratch to whoever happens to answer at the time. Progressa does not offer 2am cover, and does not pretend to. The businesses we work with would rather reach people who know them during the working day than a stranger in the middle of the night.

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Everything in one place

What the HR platform does

The day-to-day of HR runs from one dashboard, built around a single record for each employee. Everything below is included as standard unless noted.

People and documents

Central employee records, secure document storage, read-and-sign for policies, an organisational chart and your handbook, all in one place with a clear trail of who signed what.

Time off and attendance

Holiday and absence booking, sickness recording with a Bradford Factor calculator, overtime and time-off-in-lieu, and timesheets. Absence patterns show up before they become a problem.

Performance and development

Appraisals, one-to-ones, goals, and training, qualifications and CPD tracking, so performance conversations are recorded and the evidence exists when you need it.

Onboarding and recruitment

Onboarding workflows and job-offer automation get a new starter set up before their first day, and a built-in applicant tracking system keeps hiring organised from first application through to offer.

Pay and expenses

Expenses and remuneration records as standard. Full payroll processes pay in three steps, with HMRC submissions, pension auto-enrolment, NI and tax codes handled in the same system.

Staying on top of compliance

Automated reminders for probation ends, right-to-work checks, reviews and renewals, document-expiry alerts, a central GDPR store, and built-in health and safety compliance tools.

Your team's own access

Every employee gets a self-service login to book holiday, view payslips, update details and read and sign documents, in any browser on a phone or laptop. A dedicated mobile app is on the roadmap.

Integrations

Connects with Microsoft Outlook calendars, with control over whose calendars are visible, and with QuickBooks, Xero and Xledger for accounting.

Reporting

Reporting across all of it, so you can answer a question about headcount, absence or cost without exporting three spreadsheets and stitching them together.

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Painless systems switching

We set it up and move your people across

Switching systems is the part most businesses put off, so Progressa does it for you. We configure the platform, move your existing people and records across, and have it ready before your team logs in.

If you are coming from another provider, you export your data, send it over, and our UK support team migrates it and sets the system up. Once it is ready, we arrange a date to onboard and train your team. Your side of the work is turning up to the walkthrough, not spending a weekend re-keying spreadsheets.

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a fair comparison

How Progressa compares

The useful comparison here is with the providers who bundle software and advice, then hold you to a multi-year contract to get it.

Progressa

Software-only providers

Advice-line providers

Modern all-in-one HR software

Yes

Sometimes

Senior HR support included

Yes

Via a call centre

One firm for the system and the advice

Yes

A team that knows your business

Yes

Not applicable

Rarely

Setup and data migration done for you

Yes

Often self-serve or charged

Varies

UK-based support

Mon to Fri, 9 to 5

Varies

Contract term

12 months, then rolling monthly

Varies

Commonly 24 to 60 months

Data hosted in the UK

Yes

Varies

The rules are changing

The rules are tightening, and records are what protect you

Two changes to UK employment law over the next year raise the stakes on getting the basics documented. They are separate reforms, with different dates, and they point the same way. The businesses that keep clean, current records will be in a far stronger position than those relying on memory and email.

Unfair dismissal, from 1 January 2027

The qualifying period for ordinary unfair dismissal drops from two years to six months, and the cap on compensation is removed on the same date. Many more of your employees will be able to bring a claim far earlier, and the financial exposure is no longer limited to a set figure. Well-run probation, recorded appraisals and a clear paper trail behind any dismissal stop being good practice and start being your main protection.

The Fair Work Agency, since 7 April 2026

Enforcement of several employment rights now sits with a single body that has wide powers to require information and inspect records. Its initial focus is on areas such as the national minimum wage rather than general HR, and 2026 into 2027 is weighted towards helping employers comply. Holiday rules move into scope during 2027, and a duty to keep holiday pay records for six years is already in force.

YOUR DATA, PROTECTED

Your data, held in the UK

Employee data is some of the most sensitive information a business holds, and it is the first thing a careful buyer asks about. Your data is hosted in the UK on infrastructure operated under an ISO 27001-certified information security management system.

As part of onboarding, Progressa also provides the data protection documents your business needs to meet its own obligations, including a data processing agreement, an employee privacy notice and a retention policy.

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What's in place

UK data hosting
Infrastructure under an ISO 27001-certified security management system
Aligned with UK GDPR and the Data Protection Act 2018
Encryption in transit and at rest
Access controls with multi-factor authentication
Documented retention, deletion and breach procedures

Q&A

Questions we get asked

Do I need HR software if I already have HR support?

They do different jobs, and they work best together. The software keeps your records straight and automates the admin. The support is there for the judgement calls the software cannot make for you. With Progressa the two come from the same firm, so the people advising you can see the same records you are looking at.

What HR records must UK employers keep?

At a minimum, employers need records covering pay, working time, holiday, right-to-work checks and statutory leave, and several of these carry retention periods set in law. The holiday pay record-keeping duty introduced under recent reforms runs to six years. The platform stores these in one place and reminds you before anything lapses.

What is the Fair Work Agency, and what does it mean for employers?

The Fair Work Agency is a single government body, operating since April 2026, that enforces a range of employment rights and has powers to require information and inspect records. Its early focus is on areas such as the national minimum wage rather than general HR, though the wider direction is towards closer scrutiny of employer records. Keeping yours current and accessible is the practical response.

What is the difference between HR software and HR support?

HR software is the system that stores your data and runs the admin. HR support is a person who advises you on a real situation, a difficult employee, a restructure, or a tribunal risk. Buying them separately means two suppliers and two bills. Progressa provides both as one service.

Is there a mobile app?

Employees can reach their self-service account from any phone or laptop through a web browser, and save it to their home screen for quick access. A dedicated mobile app is planned. Everything the platform does is available today through the browser.

How long is the contract?

Twelve months to start, then a rolling monthly arrangement with one month's notice. There is no multi-year lock-in.

Where is our data stored?

In the UK, on infrastructure operated under an ISO 27001-certified information security management system.

What happens when I request a demo?

We arrange a short walkthrough at a time that suits you, usually over Microsoft Teams, with someone who knows the platform and can answer the compliance questions on your list. If it looks like a fit, we set out pricing and how setup and migration would work for your team.

See it working

Book a short walkthrough and we will show you the platform against the way your business actually runs, answer the questions that matter to you, and set out how setup, migration and support would work for your team. If it is the right fit, we take it from there.