Staff are the backbone of every business. These articles include information about employment regulations which can protect your employees from harm and discrimination, and protect you from being on the wrong side of the law.
Broken leg, cut finger or twisted ankle; if an employee is hurt at work it is a legal requirement to make sure the incident is recorded. This goes for whether you are self-employed, an employer, or in charge of a business premises.
Why are you advertising? Recruitment advertising is usually for one of two purposes, to replace leavers or to increase numbers (presumably to cope with growth/increased production)
Posters, certificates, signs and notices must be displayed to comply with current health and safety law. Do you know which ones to display and where to get them from?
Links to useful websites, organisations and information about immigration and employing migrant workers.
All the jargon about migrant workers, work permits and legislation explained.
Employment status is not a matter of choice. If you are a contractor you are responsible for working out the employment status of your workers and have to make a statutory declaration to HMRC every month.
“Boys will be boys”, “they are just jealous”, “ignore them!” all things that most of us, as teenagers, might have heard falling from the mouths of our parents as they tried to pacify our concerns at bearing the brunt of callous bullies.
What exactly is it that makes staff leave? Why do they stay? What would make them happier and more motivated?
The following guidelines are to help employees write professional emails and protect companies against liability.
By law you must treat your part-time workers as favourably as comparable full-time workers. This means that part-time workers must enjoy, pro-rata, equal terms and conditions
Grievance and disciplinary policies are a legal requirement for all companies, no matter how small. You must set out your disciplinary and dismissal rules and grievance procedures in a written document, and make sure all employees have access to it.
do health and safety laws apply to me?
Yes to all businesses, however small; also to the self-employed and to employees.
Your business can affect the environment around you and sometimes environmental risks will also be health and safety risks. Businesses must comply with a range of environmental legislation as well as covering health and safety.
In April there will be New Noise at Work regulations which will affect more businesses than ever. ‘Acceptable’ noise levels will be reduced by half and if you do not comply you may face unexpected claims for Noise induced hearing loss (NIHL).
Reliable trustworthy staff can be hard to come by but do you trust your own instincts or those of the professionals?
Flexible working is not just for part-timers. Businesses are introducing flexible working arrangements for everyone because of the business benefits, reflecting the changing needs of both customers and employees.
Every business has to carry out a risk assessment by law. A risk assessment is simply a careful examination of what could cause harm to people at work, and what precautions you have taken to keep everyone safe.
Initially it can be a challenge to start keeping PAYE records, to know when to apply PAYE, when to give tax relief and what the appropriate employee tax codes are.
A health and safety inspector may visit any workplace, any time, with or without giving notice. Often inspections are routine and you will be notified beforehand but you do need to know how to be prepared and what to expect.
If your business has employees, you must set up payroll arrangements. You need to work out the tax and National Insurance contributions you owe and pay them to HM Revenue & Customs. Exactly what are your responsibilities for PAYE and how do you get started?
Legally you must pay paid holidays to the people who work for you. This includes freelances, agency workers, temporary workers and part-time workers.
Staff perks need not be expensive and some are tax free. This article highlights the benefits to both business and staff and looks at the type of incentives you could consider and how to set up an effective system.
Employees are a valuable asset to any business therefore it is vital that strict health and safety rules are adhered to so that they are protected within their working environment.
Productivity and profits are affected by sickness, and if staff absence is a regular occurrence morale and motivation can plummet. A business can improve absence rates and minimise effects by putting effective procedures and policies in place.
Suspending eggs from string, talking openly about our likes and dislikes or even white water rafting in Wales… just some of the activities team-building exercises can have us partaking in. But can these pursuits really develop into tangible results?
Nearly everyone who works for you will be entitled to at least the National Minimum Wage (NMW). It is a legal right and you have to pay it.
In addition to paid annual leave and time off for sickness, staff are entitled to be absent from work in a range of circumstances. The time off can be paid, or unpaid depending on the situation and the law is clear.
While some employers shy away from employing part-time workers, there are in fact many benefits.
Friendly without being lenient, authoritarian but approachable, a team player yet able to retain just the right amount of aloofness - these may be considered just some of the qualities needed to be a good boss.
Face to face, over the phone or via your website; communicating with your customers successfully could prove to be the impetus of a thriving business.