Eventually, a business will need employees in order to develop and grow. Employing staff, from the recruitment stage throughout their employment term, is governed by regulations which have to be strictly adhered to. When hiring staff, the employment regulations cover the recruitment process and prevent discrimination against a person’s gender, race, age or religion.
A number of businesses may hire family or friends initially, moving on to advertising for staff as the business grows. Placing your advertisement with Jobcentre Plus saves time and money and can also provide you with services to help you recruit the most suitable person for the job. They have a helpline dedicated to small businesses regarding employment matters.
Once a potential employee has been selected, there are checks that are mandatory and some checks which you are advised to carry out. Checking a potential employee’s references or qualifications is advisable but not mandatory. However, one check which is legally required is to ensure that an employee is legally permitted to work in the UK. Some roles may require you to carry out checks with the Criminal Records Bureau, especially roles working with vulnerable people or within the security industry.
When the offer of a job within your company is accepted by an applicant, an employment contract comes into force. Terms of an employment contract may be written, oral or implied; a mixture of all three may be used. Within two months of starting work for your company, you are legally obliged to provide a written statement or employment contract which gives details of the main employment terms. If a new employee is to work abroad for more than a month, you must provide the written contract before they leave. A contract of employment states all the employment conditions and is agreed by both parties. This can be given instead of a written employment statement as long as all relevant employment details are included. A contract of employment may prevent a dispute later on. All employees whose employment will last for a month or more are entitled to receive a written statement, although it isn’t actually a contract. However, in cases of employment disputes, the written statement can be used as evidence of employment terms and conditions.
As an employer, records should be kept in relation to your workforce. Some records are legally required, while others are good practice. A business is legally obliged to keep details of pay rates and provide pay statements. This ensures that employees are paid at least the National Minimum Wage. A payroll must be kept with deductions of income tax and National Insurance Contributions for HM Revenue & Customs. Details of sick absences which last for more than four days should also be retained, along with statutory sick pay details. Health and safety requirements mean that any accidents or injuries should be recorded, along with any dangerous occurrences. The Working Time Regulations must also be complied with, requiring an employer to monitor the hours worked by employees.
Other records which could benefit your company, if kept, may include details of any absences, including being late, sick absence or other absences which are either authorised or unauthorised. Personal details along with an employment history should also be retained, in addition to the terms and conditions of employment.
There are a multitude of regulations and mandatory information which must be recorded in order to be compliant with employment regulations. Efficient administration also helps your business, such as the recording of training requirements and staff performance. Professional guidance may be required when dealing with the recruitment or dismissal of employees to ensure compliance.
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About The Author
An experienced business and finance writer, sometimes moonlighting as a fiction writer and blogger.