HR & People Teams
E-Signature Software for UK HR Teams
From offer letters to settlement agreements — collect legally binding employee signatures on any HR document, instantly, with a full audit trail.
UK HR teams are buried in paper. Employment contracts need signing before start dates. Policy updates need acknowledgement from every employee. Redundancy, disciplinary, and TUPE documentation all carry legal weight and must be properly executed. VedaSign replaces paper-chasing with a simple digital workflow: send a document, get a legally binding signature, and receive an automatic audit certificate. All employee data is stored on UK-only servers — essential for UK GDPR compliance when handling sensitive HR information. At £15/month for unlimited users and documents, VedaSign is cost-effective whether you're managing 5 employees or 5,000.
Common Use Cases
Employment Contracts & Offer Letters
Issue new hire contracts with e-signatures before day one — no printing, no scanning, no chasing. VedaSign's audit trail proves when each party signed, reducing disputes over start terms.
TUPE Transfer Documentation
When employees transfer under TUPE regulations, collect signed acknowledgements of new terms, pension opt-outs, and objection rights — with the timestamped evidence required if the transfer is later challenged.
Employee Handbook & Policy Acknowledgements
Roll out updated handbooks, disciplinary procedures, or remote working policies and collect signed acknowledgement from every employee. Filter your audit report to confirm who has and hasn't signed.
Disciplinary & Performance Improvement Plans (PIPs)
Issue disciplinary letters, formal warnings, and PIPs for employee signature. A signed digital record is considerably stronger evidence in an Employment Tribunal than an unsigned email attachment.
Settlement & COT3 Agreements
Manage exit negotiations with sensitive, confidential signing workflows. Settlement agreements (formerly compromise agreements) and COT3 forms require a signature confirming the employee has received independent legal advice.
Flexible Working & Variation of Contract Letters
Formalise agreed changes to working hours, location, or pay with a signed variation letter — creating a clear contractual record that protects both employer and employee.
£15/month
Unlimited users · Unlimited documents · UK data hosting
No per-user fees. No document caps. No hidden charges. Cancel anytime.
Start Your 14-Day Free TrialFrequently Asked Questions
Are digitally signed employment contracts legally binding in the UK?
Yes. Employment contracts signed via VedaSign are fully legally binding under the UK Electronic Communications Act 2000. Each signed document comes with a tamper-proof audit certificate showing who signed, when, and from which device.
Can VedaSign be used for TUPE transfer documentation?
Yes. VedaSign is suitable for TUPE-related documents including measures letters, new employment terms, and objection acknowledgements. The audit trail is essential if the validity of a TUPE transfer is ever challenged in an Employment Tribunal.
What HR documents cannot be signed electronically?
Very few. Statutory declarations, oaths, and certain deeds require wet signatures or witnessed signatures. Standard employment contracts, variation letters, handbooks, PIPs, and settlement agreements can all be signed electronically in the UK.
How does VedaSign handle GDPR for employee personal data?
All employee data is stored exclusively on UK servers. VedaSign acts as a data processor and provides a full Data Processing Addendum (DPA), which HR teams can use as part of their ROPA (Records of Processing Activities) documentation.
Can HR teams see who hasn't signed a policy yet?
Yes. VedaSign's dashboard shows the status of every document — sent, viewed, signed, or expired — so HR teams can track outstanding signatures and send reminders without manual follow-up.
Is there a limit on how many staff can use VedaSign?
No. VedaSign is £15/month with unlimited users and unlimited documents. Whether you have 10 employees or 1,000, the price stays the same.