No this is not something I have thought up or am promoting, it’s something the government have thought up and it’s coming on the 6th April 2020.
So what’s it about then?
Well from April 2020 instead of putting issuing contracts on the long finger for two months which a lot of employers do, you will have to issue them on the first day of work at the very latest. As well as your employees, workers will also have to have a written statement too – outlining their terms of engagement. The Good Work Plan is going to affect agency workers, casual workers and zero hours contracts the most, in my opinion.
If that’s not enough, there is more:
Some staff will be able to request more stable working hours
The length of time you can claim continuous service is shortening
Calculating holiday pay is changing
New rules around hospitality staff keeping their tips
Recruitment agencies cannot use ‘pay between assignments’ like before
Further information can be found here on this link, but CrosseHR will keep you posted and prepared in any case.
One of the most popular questions I get asked (about 3 times a week) is do I have to issue a contract of employment?
Well that’s an easy one to answer, that answer is you do have to issue a ‘Statement of Particulars’ within 2 months of someone starting employment with you. That usually takes the form of an employment contract to us lay-folk. It doesn’t have to be in writing but everything is better written down and signed by both parties – trust me. But all that is changing in April 2020 when the Government’s ‘Good Work Plan’ comes into effect and from then on you will have to give all employees a contract on their first day of work.
Surely it’s better for me if I don’t issue one?
The answer is NO it is not better at all. It’s breaking the law for a start and thats never good is it? At the moment you have 2 months to do it but from next year you don’t so get into good habits now and start issuing them as soon as.
What then should be in a contract I hear you ask?
Here is the minimum list, as set out by those wise folks at ACAS
A written statement can be made up of more than one document (if the employer gives employees different sections of their statement at different times). If this does happen, one of the documents (called the ‘principal statement’) must include at least:
- the business’s name
- the employee’s name, job title or a description of work and start date
- if a previous job counts towards a period of continuous employment, the date the period started
- how much and how often an employee will get paid
- hours of work (and if employees will have to work Sundays, nights or overtime
- holiday entitlement (and if that includes public holidays)
- where an employee will be working and whether they might have to relocate
- if an employee works in different places, where these will be and what the employer’s address is
As well as the principal statement, a written statement must also contain information about:
- how long a temporary job is expected to last
- the end date of a fixed-term contract
- notice periods
- collective agreements
- who to go to with a grievance
- how to complain about how a grievance is handled
- how to complain about a disciplinary or dismissal decision
The written statement doesn’t need to cover the following (but it must say where the information can be found) – I usually put these in an appendix at the back:
- sick pay and procedures
- disciplinary and dismissal procedures
- grievance procedures
Fear not, we here at CrosseHR can draft contract for you that is easy, suits your business, legally compliant and keeps everyone happy.
Next month it’s time to think about holidays, which coincidentally is the theme of my next blog.
The office Christmas party is the biggest event of the year in the work social calendar. It’s the opportunity show your employees your appreciation for their hard work throughout the year, and it’s the chance for your team to let their hair down and celebrate their achievements. It can also be a place where new friends are made as people get the chance to mix socially with others outside their immediate teams. But it can also be an HR nightmare! It’s often a time when frustrations that have been built up throughout the year are released, and the presence of alcohol can really fan the flames of any bad behaviour.
To help you plan the perfect, and problem free Christmas party, follow our simple ten step guide.
1. Don’t skimp. If you are going to throw a Christmas party, it’s important that it falls within budget, but it’s also vital that your employees feel that they are really appreciated. A good Christmas party can be an excellent retention tool, and also a way to demonstrate your company’s fantastic social culture. A few sausage rolls and an hour early finish is not going to cut it and may run the risk of having the opposite of effect, leaving your team with a bitterness that can last well into the new year.
2. Be personal. If your budget doesn’t stretch to lavish celebrations that’s fine. But try and give your event the personal touch by downing tools early and getting the whole team involved in games and light-hearted fun. Perhaps get each manager to personally acknowledge each of their team member’s achievements or share funny stories. Remember to take the opportunity to ensure your leadership team stand up and thank your employees for their hard work and reward them with a Christmas gift as a token of your appreciation.
3. Make sure everyone is invited. It’s so important to make sure everyone feels included in the celebrations so they feel appreciated. You may have employees on holiday at the time or on long term maternity leave, but they should be included none the less.
4. The party is a work related event. Treat it as such. The same rules you employ for all work events are just as relevant here and employees should be reminded of so. You should have a policy for work events that outline inappropriate behaviour such as aggression, lewd remarks, unwanted advances and misconduct. Employees should be aware that their actions could lead to disciplinary proceedings.
5. Allocate managers to monitor alcohol consumption. There may be some employees who take the free bar too far. Ensuring you have some managers on the lookout for any excess will allow you to keep control of consumption and prevent alcohol-related problems before they arise.
6. Make sure your party is inclusive. You should make sure all your staff feel welcome. Perhaps some do not drink, or others do not celebrate Christmas at all. Make sure you think about these members of staff as taking the time to consider their needs will make them feel truly appreciated and included in the celebrations.
7. Investigate and take action. In the unfortunate event that someone oversteps the mark at your party, it is your duty as an employer to investigate the situation and take action. Just because it is the Christmas party does not mean it’s a free for all for antisocial behaviour and you have a responsibility to the rest of your team to ensure any misconduct is dealt with in line with your disciplinary policies.
8. Office romances. Love can often blossom between employees at the Christmas party. In a recent survey, 55% of people admitted to a festive kiss with another employee. Perhaps it’s all that mistletoe! Be clear on your stance on office relationships. If you require them to be disclosed, make that known and take action if necessary.
9. Be careful of social media. Social media can be an excellent way of demonstrating your company’s amazing culture by sharing photos and updates from your party. On the flipside, it’s important to have control over what is shared. Inappropriate photos can damage your reputation. Also, some employees may have grievances with their embarrassing photos being shared online. Ensure you have a carefully considered social media policy in your business to protect yourself and your staff.
10. Deal with staff absences. If your Christmas party falls on a weekday, it’s no surprise that you may find yourself with surprising numbers of absences the next day. Your teams should be reminded that the following day is just like any other work day and that they will be expected to act professionally and arrive on time. Use your HR team to deal with any unauthorised absences.
By following these simple rules, your employees should leave your Christmas party full of festive spirit, without leaving any nasty HR headaches for you to deal with. For further advice on dealing with HR concerns during the Christmas period contact us on 0330 555 1139 or by email at firstname.lastname@example.org.
Christmas can be a real headache for business owners. There is a range of HR issues that can be troublesome, from granting holidays to the receipt of gifts and much more in between. In this blog post, we explain some of the issues you may face and provide tips on how to deal with them.
Even if you have meticulously planned the Christmas holiday rota, you are bound to have an issue around ¬holidays. Because Christmas and New Year often fall on weekdays, there will always be someone who wants the same day off as somebody else. Plus, most people want to maximise their time off over Christmas by booking holiday between bank holidays. You can’t let everyone take time off, it will cripple your business. No one has the right to a paid holiday without your agreement, but at the same time you must comply with employment law regulations and be sensitive to the fact that Christmas is a family time and your employees will want to spend as much time as possible with family. You must not discriminate between those with families and those without and deal with all holiday requests in a fair and objective manner.
Christmas bonuses are often a controversial issue. Some employees feel it is their right to receive a Christmas bonus and are disappointed or feel unappreciated if they don’t. But unless Christmas bonuses are written into employee contracts you are not obliged to pay them. In these troubled financial times, many businesses do not have the budget for non-contractual bonuses and you should not feel obliged to do pay them, just because you have done in the past. If historically you have paid bonuses, but this year you decide you cannot afford it, that’s perfectly acceptable. But it’s important to be open and honest with your employees as there may naturally be an expectation that a bonus is on its way.
Many firms close early on Christmas eve. There is often no need to enforce employees to work a full day as business has ceased trading and employees are no longer motivated to work due to the holiday spirit. Some firms will give employees this extra half day on top of their holiday entitlement as a gesture of goodwill, but if you require them to book this time off using their annual leave you must notify them in advance.
If you are going to let staff go home early, let them know. It can sometimes be de-motivational to leave them hanging.
Planned Shut Downs
Many businesses shut down over the Christmas period and require their employees to use some of their holidays during this period. It must be written into their contracts if this is the case. If an employee doesn’t want to take this time off, but you are planning on shutting the business down, you can legally enforce holiday but must comply with employment law by giving them due notice.
Sometimes suppliers and customers will send Christmas gifts. Have a policy on what is acceptable to ensure you don’t fall foul of bribery rules. You may encourage staff to share gifts between the team but remember that if you do not have a written policy, they are not obliged to do so.
Christmas is a time when most employees like to get in the spirit and you may decide to relax your dress policy by giving them the chance to dress down or even get festive with Christmas jumpers. It is important to respect those who do not celebrate Christmas and ensure any communications around dress acknowledge that it is optional. You may also wish to outline what clothing is deemed unacceptable to ensure it doesn’t go too far. You don’t want to risk causing offence to other employees or risk appearing non-professional to customers.
The Christmas party is an issue that requires much more than a paragraph. For a 10 step guide to ensuring your Christmas party goes without a hitch, read our latest blog, The Dos and Don’ts of the Office Christmas Party.
For further advice on dealing with HR concerns during the Christmas period contact us on 0330 555 1139 or by email at email@example.com.
Yippee, you are doing well, its time to stop using family and friends and calling in favours and take that very grown up step of hiring your very first member of staff.
Firstly, well done, thats quite an achievement, feel very very proud.
Secondly, you are petrified right, well this blog post will hopefully calm things down. Now down to business.
The job description & person specification
- Think about what you want them to do, and write that down, forget job titles at this stage, just think job content.
- Think about what kind of person in terms of attributes, experience and qualifications (and be reasonable, I’ve come across 2 man bands operating from their front rooms wanting Oxbridge graduates, to do admin)
- Research similar roles and no harm in having a nosey at what your competitors are doing (if it ain’t broke etc), this gives you some pointers to setting a salary
- Once you have an idea of the salaries the competition are paying, you need to figure out if you can afford it, always remember you need to add another 30% plus in on costs to cover Employers NI (12% of total salary), pension (more of which later), their work environment, other benefits etc
- You are now ready to draw up a job description (which describes the role) and a person specification (which describes the attributes at a minimum a person must have to be suitable).
- Decide where you are going to find them, i.e. LinkedIn, Twitter, Instagram, websites, agencies, print media
- Draft an ad for the job
- Its always worth thinking about at this stage where you are actually going to put them, do you need to buy a desk, hire office space even, computers cost how much?
They’ve started to apply. Wow another milestone passed, people are interested and want to work for you, nervous yet?
- Work out in advance of the interview what you want to learn from them
- Do you just want to have a one on one interview and deal with it all in one go
- Do you want a demonstration of their work presentation style
- Do you want someone else’s opinion
- Prepare well in advance, draft questions, give enough time per person (there is nothing worse that candidates bumping into one another in the corridor or reception.
- You’ve decided you’ve found the one!
- You need out of politeness to let the others down gently, you never know when you’ll bump into them again, so be nice.
You found THE ONE
(now the real fun starts)
- You need to offer them the job (provisionally usually), apply for references, make sure you have employers liability insurance (up to 5 million at least). Look at the partnership tab on this website which will help you.
- Give them written particulars which at a minimum should contain salary, pension arrangements, start and finish (where applicable), place of work, date of pay, where they are based, disciplinary and grievance processes, termination and leaving, probation, any benefits, confidentiality etc. If you don’t do this within 28 days of them starting well you have been told!
- Why not think about including a staff handbook (give us a call) and HR policies & procedures (again you know where we are) and you are covered.
- So references, qualifications all check out, terms are agreed and a start date sorted
Before they start
You need to think about a probation period, how you are going to pay them (we can point you to some brilliant payroll providers and accountants), what sort of induction (please have one) process you are going to have.
You are pretty much now ready to welcome your first employee. Good luck and well done, the second time is always easier.
You are on your way.