Starting Out/ New Employee
Starting Out / New Employee
- Handbooks & Policies
- Payroll & Pension Auto Enrolment Eligibility & Other Checks [HL]
- Onboarding & Inductions
- Probation Reviews
- Employment law advice
Contracts, Handbooks and Policies
Your business is growing and following on from the recruitment process you have just offered someone a job, how exciting! Now what? Did you know that if you don’t have the correct contract in place for that employee by the time they start work, you and your business are breaking the law?
A contract of employment sets out the expectations of the employer/employee relationship from the start, it helps you manage your employees and demonstrates professional conduct from the outset.
Company Handbooks and Policies build on the Contract and set out the “rules of engagement”. Employees can use a Company Handbook as a point of reference to remind themselves of the rules or look up the rules they are unclear on.
No two businesses are the same which is why all of our HR packages include a bespoke Employment Contract, Company Handbook and key policy documents that are right for you and your business. We really get to know your business and make sure that your HR paperwork represents your company values whilst being legally compliant. We also make sure we keep you abreast of any changes in legislation and assist in implementing changes so that you remain compliant with Employment Law.
Payroll & Pension Auto Enrolment & Other checks
Pay can be a highly emotive, having a payroll department that can process pay accurately and timely is paramount to employee motivation and engagement. A business also needs to ensure that they are complying with the complex legal obligations. Our payroll team would be more than happy to discuss any payroll challenges you may be facing. You can read more about our Payroll Bureau here
- Do you carry out checks on eligibility to work/ right to work in the UK?
- Do you know how this has changed for EU citizens after 1st January 2021?
- Do your employees drive for work purposes? If so, do you carry out driver checks?
- Do you require DBS checks for your employees?
Our HR experts can assist with all of these checks and ensure you are legally compliant, where we work with you on a Fully Outsourced basis we will ensure processes are in place so that these checks do not get missed.
Onboarding & Inductions
Getting your onboarding process right is essential for making sure that your new recruits are welcomed into your business, feel supported during their first few weeks and become productive members of your team quickly.
Inductions play a key part in that onboarding process. Inductions are an opportunity for businesses to welcome their new recruit, help them settle in and ensure they have the knowledge and support they need to perform their role. Inductions may well involve an office manager or line manager, a colleague or all three, even other employees.
- Do your new recruits know what their responsibilities are?
- Do they know what a typical day will look like?
- Do they know what to do if the fire bell rings or who to report absence to?
An effective induction is sure to have a positive impact on engagement, motivation and performance as well as reduce absenteeism and presenteeism. Good onboarding contributes to improved staff retention which reinforces the importance of getting this right.
Remember, it doesn’t stop there…..probation reviews followed by regular performance reviews are also key to and engaged, motivated and committed workforce.
No two businesses are the same which is why our team of HR experts can guide you through and assist in developing an onboarding process that fits in with the values and culture of your business.
employment law + hr
Our qualified and experienced team of Employment Law and HR experts have been helping SMEs for over three decades, providing exceptional customer service and commercial advice that you can rely on.
We deliver apprenticeships across non levy and levy paying businesses throughout the UK. We can help you with funding and finding or identifying the right apprentice for you.
We offer a fully managed payroll service which allows our experts to organise and manage your payroll for you.
hEALTH & SAFETY
Our IOSH (or equivalent) trained experts will work with you, freeing up your workforce and relieving the pressures of complying with demanding health and safety regulations.
Developed by our internal team of HR experts with HR administration in mind, our portal safely stores employee data and eases the administrative burden of all that paperwork!
TRAINING & E-LEARNING
Absolute Works offer in person training and E-Learning packages for all levels of your workforce from the ‘shop floor’ to the board room.
Disciplinary procedures and employment contracts.
An employer can also put their disciplinary procedures in the employment contract. If they do so and then do not follow the procedure, the employee could bring a claim for breach of contract.
If an employee thinks that the disciplinary action is unfair they can appeal to their employer setting out their grounds for appeal.
The employee should be offered the option to attend a further meeting to discuss the appeal which should be heard as soon as possible and in accordance with any timescales as set out in the Disciplinary Procedure. This meeting should be chaired by someone with sufficient seniority who was not involved in the initial disciplinary meeting/ process wherever possible.
As per the disciplinary meeting, the employee should be given reasonable notice and should be offered the right to be accompanied by a companion in accordance with the criteria above.
Following the appeal meeting, the employer should write to the employee setting out their final decision. There is no further right of appeal.
Sometimes it is necessary to suspend an employee whilst a potential disciplinary issue is investigated, this is normally where the allegations are very serious or, if the employee being in the workplace or continuing to work may have an effect on the investigation or potentially put the safety of co-workers, visitors, themselves, property or data at risk. This means that suspension doesn’t happen very often. If, however it is necessary to suspend an employee, this will usually be with pay and the employer should (in most cases) be told why they are being suspended.
The Employment Contract will dictate whether an employer can suspend without pay. If this is permitted, the employer must act reasonably in doing so.
If the Employment Contract does not say that the employer can suspend the employee, the employer may still be able to suspend the employee, but this should be with pay.
All employment rights remain in place during any suspension and if the employer does not have a contractual right to withhold pay, or even if the employer does, the employee may seek to make a claim in the Employment Tribunal for ‘unlawful deduction from wage.
An employer should confirm the terms of suspension in writing. An employer may advise the employee that they are not permitted to talk to or make contact with other employees, customers and / or suppliers and should the employee do so, the employer may be able to bring further disciplinary action. Employers need to be aware however that the employee must be able to make any necessary contact to defend their actions and therefore some contact may be necessary so some leniency may be required. This may be the case where the employee considers they need to obtain evidence to support their case from a work IT system or speak to a co-worker who was witness to an incident. Of course, if an employee wants to request a co-worker accompany them to the disciplinary hearing, they will need authority from the employer to make appropriate contact.