A Guide For New Employers

A Quick Guide

UNDERSTAND YOUR LEGAL REQUIREMENTS

  • Unfair Dismissal; show you have been fair in the way you have acted; infirm employee, hold a meeting, allow to be accompanied, deciding on appropriate action, opportunity to appeal. Reasons such as pregnancy are automatically unfair
  • Notice; an individual entitled to one week’s notice (after 1 month service) if wish to dismiss them. After two years rises to two weeks and continues to increase by one week per year up to a maximum of 12 weeks.
  • Wages; Unlawful to deduct wages unless legally required to do so or a separate written agreement.
  • Holiday entitlement; employees entitled to statutory holiday leave from first day of employment.
  • Maternity Leave; employees can take 52 weeks maternity leave from their first day of employment. They can claim 39 weeks maternity pay providing they earn above a certain amount.
  • Flexible working; all employees with 26 weeks service can now request to work flexibly, employers must consider their requests seriously

RECRUIT THE RIGHT PEOPLE

  • Draft a job description; include what jobs you want performed and list of personal qualities and skills required
  • Advertise Effectively; via a number of methods, job centre, job boards, local press, business networks, Internet
  • Develop an interview assessment form; which may include technical questions and core competencies such as communication skills, dealing with conflict, planning and organisation. Use same questions for all candidates are fair and consistent! Provide feedback in a timely manner.

Legal Check: Potential Recruits have the right not to be discriminated on the grounds of sex, race, disability, sexual orientation, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy and maternity

ARRANGE AN EMPLOYMENT CONTRACT

  • Provide at least a written statement of particulars; put it in writing, covering working hours, location, holiday entitlement, pay and a number of other criteria
  • Check you legal responsibilities ensure that understand what employee rights around areas such as Maternity, Discrimination, Holiday entitlement, notice requirements and wages
  • Refer to any other documents relevant to them, may consider for example a disciplinary, grievance, maternity policy which apply to

Legal Check: Potential Recruits have the right not to be discriminated on the grounds of sex, race, disability, sexual orientation, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy and maternity

4. PAY THE RIGHT RATES

  • Pay the National Minimum wage see gov.uk for current rates, consider other costs commission, bonus, pension, expenses etc

Legal Check: All employees have the right to be paid no less than the National Minimum wage from their first day. Rates are reviewed every October

Training & Induction

  • Ensure new recruits settle in quickly inductions help new staff understand their role and feel more supported , they are more likely to succeed in their job.
  • Training should be ongoing line managers in particular can benefit especially in HR areas such as managing disciplinary, grievances and interviewing

6. Establish Company Standards and expectations

  • Establish a Code of Conduct dress code, dealing with customers and clients, sickness absence rules, standards of performance, timekeeping and use of company facilities
  • Health & Safety ensure you have covered your legal responsibilities, employer liability certificate, fire evacuation procedure
  • If rules are broken have clear guidelines  clear disciplinary procedure and also need to allow individuals ways to raise a concern or grievance

Legal Check: All employees have the right to be accompanied at a disciplinary or grievance hearing by a colleague or trade union representative

7. Control Costs

  • Manage sickness absence keep in touch , have clear guidelines. Conduct a return to work to check they are able to resume normal duties
  • Consider flexible working to help them to return quickly
  • If rules are broken have clear guidelines  clear disciplinary procedure and also need to allow individuals ways to raise a concern or grievance

8. COMMUNICATE

  • Keep staff informed about the business, terms and conditions or employment, disciplinary & grievance, procedures and how they are performing in their jobs
  • Gives a sense of control  staff are more likely to feel committed to the organisation and work more productively
  • Look at how you can engage your staff team meetings, employee representatives, recognition schemes, notice boards, appraisals

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