HR Consulting Services

We know the value of HR.

At CML, we understand the importance of your people and the tools required to ensure they are performing at the highest level and are legally compliant. Your people are your biggest asset. They are your value. They need to be supported and invested in. We take a consultative approach and will professionally assess your HR function.


We provide the right tools, recommendations and support to help your business and your people grow.

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What should you look for in an HR consultant?

Someone  who understands you. who knows local laws with a bespoke approach. who you can trust. who gets to know you.
What to expect.

Our team of experts has the knowledge and experience needed to provide you with tailored HR solutions that meet your unique needs. We'll work closely with you to ensure that we're meeting your expectations every step of the way, from project kick-off to post-project support.


With CML on your side, you'll have the peace of mind that comes with knowing you have a partner you can trust to help you navigate the complex world of HR.

bespoke solutions tailored to your team

Our Core Services

We are proud to offer a fully bespoke service, so while we have common areas of support – don’t feel limited by the list below. Speak to our team today to discuss how we can support your team.

  • General HR Management

    Our expert team can handle a range of HR tasks for your business, such as maintaining accurate employee records, staying up-to-date with compliance requirements, and providing guidance on HR policies and procedures. By outsourcing these tasks to us, you can focus on growing your business while ensuring that your HR functions are in good hands.

  • Onboarding/Off-boarding

    We can help streamline your onboarding process, making it more efficient and effective for new hires. We can also assist in the off-boarding process to ensure a smooth transition for departing employees, reducing stress on both you and your team. With our help, you can create a positive onboarding experience for new hires and maintain a positive relationship with departing employees.

  • Employee Handbook

    Our team can create a comprehensive employee handbook that outlines your company's policies and procedures, promoting consistency and transparency within your organization. By having a clear and concise employee handbook, you can ensure that all employees are aware of your company's expectations, policies, and guidelines, reducing the risk of misunderstandings, conflicts, and legal issues.

  • Performance Management

    Our team can help you establish a performance management system that encourages employee growth and development, leading to increased productivity and job satisfaction. By having a structured performance management system in place, you can provide employees with clear expectations, feedback, and opportunities for growth, leading to a more engaged and motivated workforce.

  • Organisational Change/Change Management

    Our expert team offers unparalleled expertise in managing organisational design and change, providing a seamless and effective solution for businesses looking to optimise their operations and achieve sustained success. By working with us, you can ensure that your business is well-positioned to adapt to changing market conditions, technology, and customer needs, ultimately leading to increased competitiveness and profitability.

  • Payroll & Benefits Administration

    We can handle your payroll needs, ensuring your employees are paid accurately and on time while also providing guidance on employee benefits. By outsourcing your payroll and benefits administration to us, you can save time and reduce the risk of errors or compliance issues. Additionally, our guidance on employee benefits can help you attract and retain top talent.

  • Employee Relations

    Our team can help manage employee relations, providing guidance on employee conflicts, and ensuring a positive work environment for everyone. By having an experienced team to handle employee relations, you can reduce the risk of conflicts, foster a positive workplace culture, and improve employee morale.

  • Recruitment & Talent Management

    We can assist in finding top talent and managing the recruitment process, reducing the burden on your HR team and ensuring a successful hire. Our expertise in recruitment and talent management can help you attract and retain the best talent for your business, ultimately leading to increased productivity and profitability.

HR Helpdesk

Small Business Support


HR Helpdesk is a full HR support service for small-medium size businesses with 10 or fewer employees, available to you by phone, email or in person. Consider us an extension of your team.

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Got questions? we have answers.

Frequently Asked Questions


Still curious about how our HR consulting services can benefit your business?  Learn more about how we can help streamline your HR processes and boost your bottom line.

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recent hr Articles
By Jennifer Moseley 14 Sep, 2023
Should the Cayman Islands consider a Flexible Working Bill like is in place in the UK? According to our sister company Nova Recruitment’s 2023 Salary Insights & Recruitment Guide , flexible working options were the most important benefit candidates highlighted when polled. In the current employment market, individuals seeking jobs are increasingly valuing their health and well-being, as well as work-life balance. As a result, flexibility has become a highly sought-after benefit in a position, making it a valuable tool for employers to retain and attract top talent. What are Flexible Working Options? Flexible working options include hybrid work, working from home, remote work, flextime, condensed workweek, part-time and job-sharing options. In the Cayman Islands and many other offshore jurisdictions, flexible working is a key benefit that many employees and job seekers look for, but it is not governed by law. Could it be? In the UK, the answer to that question is yes, and it’s about to be even more so. UK Flexible Working Bill The Flexible Working Bill has been in existence since 2003, however, it has recently undergone some major upgrades. The updated Bill has recently passed its third reading and is awaiting Royal Assent . This update in UK legislation has seen several changes to how employers handle flexible working requests from their employees in England, Scotland, and Wales. What are the updates to the Bill? One of the main updates is the removal of the 26 weeks of service before being able to ask about flexible working options; employees can now ask from day one . Employees can make two flexible working requests in any 12-month period, updated from one. Employers must respond to flexible working requests within two months, updated from three. Employers must explore available/alternative options with their employees before rejecting any requests. If flexible working conditions cannot be offered, they must prove why. Journalist and campaigner Anna Whitehead , who played a huge role in getting the Flexible Working Bill passed, commented that “to be clear, the only job we reckon can’t be done flexibly – core hours, job shares, ward-led rostering, part-time, working from home, compressed hours – is on an oil rig”. What Does This Bill Mean For Employees? In response to the new Bill, the UK Government states that ‘millions of employees will receive day one right to request flexible working, empowering workers to have a greater say over when, where, and how they work’ and that ‘businesses [are] set to benefit from higher productivity and staff retention as a result.’ With these new updates to the Bill, parents who would have to leave their jobs due to the lack of flexibility can now request flex time or work-from-home options. Employees with chronic long-term conditions, disabled or those most vulnerable who desperately need flexibility can now continue to work while managing their conditions. Additionally, working families, especially those with young children trying to make ends meet during a cost-of-living crisis, can arrange childcare and remain in the workforce. According to Deloitte’s 2022 Women at Work report, they reported that globally women seeking new, more flexible working patterns, with some leaving their employer or workforce entirely due to the stigma attached to requesting flexible working options. ‘A massive 94% of women polled think that flexible working kept ‘mums in work’ and helped close the gender pay gap’ reported Deloitte. From a BBC article on the Bill, Peter Cheese, chief executive of the CIPD , which represents the human resources industry, said: ‘This new right will help normalise conversations about flexibility at the start of the employment relationship, with significant benefits for employees in terms of wellbeing and work-life balance.’ What Does This Bill Mean for Employers? Further results from Nova Recruitment’s Insights & Recruitment Guide found that employers ranked flexible working options as the least common benefit offered to their employees. In contrast to the fact that Cayman employees felt that flexible working options were no longer a perk and that embracing flexible working options should be common practice. As we navigate the aftermath of the pandemic, many employers are considering the idea of a full return to the office and a more structured work schedule. However, in the UK, with the passage of this new, updated Bill means that companies must prioritise employee flexibility requests and provide valid reasons as to why they could not be possible. There are, of course, benefits for businesses too, and many employers promote flexible working as good business sense: Attracting and retaining a skilled and diverse workforce can benefit your business with a higher level of skills that will drive success. Staff retention can also improve recruitment costs and boost job satisfaction and staff morale. Offering manageable hours can give your staff a better work-life balance, reducing sickness absences. Continuity from keeping experienced staff can provide an exceptional level of service. High retention rates can foster a positive environment that promotes employee relations, motivation, and commitment. A skilled and diverse workforce is vital to unlocking success and achieving long-term goals. Should the Cayman Islands Government Follow Suit? While we can’t comment on if Cayman would follow in the footsteps of the UK government, what we can say is that professionals want more say in where and when they work, and employers would be naïve to dismiss the topic outright. With a candidate-driven market in Cayman and other offshore jurisdictions, it is essential that companies embrace flexibility in their workplace, as it is such an in-demand benefit that top talent seeks. To cut out all flexibility could be harmful to hiring and retention strategies. As Nova states in their guide, “The key is finding which flexible work arrangements will provide sufficient flexibility to keep workers happy and attract top talent without negatively impacting culture, productivity, or work quality. Finally, your leaders must be appropriately trained.”
By Jakub Jahnl 28 Apr, 2023
As a small business, you may feel that you don't have the time or resources to invest in employee management, but human resources is vital.
By Martin Leigh 12 Jun, 2022
Do you want to become a successful recruiter? In this blog, CML Recruitment will be sharing three important traits that make a successful recruiter.
By Jakub Jahnl 07 Oct, 2021
Countries, industries, and companies across the globe are trialling and adopting a 4-day workweek. Positive reports are coming out of New Zealand, Iceland, Japan, and Scotland. But what does it mean for the company’s productivity, managers, and employees? And ultimately, should your organization consider adopting a four day work week?

Employment Market Update

CML is pleased to share the priorities, challenges, and outlook of the offshore employment market as our teams are seeing them in real time. We hope you find this quarterly report informative and a source of valuable information for your recruitment, immigration and HR strategies moving forward.

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