First hire
Looking to recruit for the first time can seem pretty daunting, we have put together this guide to help navigate the process. It is essential to understand the issues and rules that come with employment. This doesn’t only help you employ the right person for the job (which saves numerous rounds of recruitment costs) but also avoids any timely and costly mistakes. You want to build a skilled team that will work with you towards building and growing your business for the future. .
Know the law
Check if someone has the legal right to work in the UK. You may need to carry out additional checks such as DBS, otherwise known as a CRB check if you work in a certain field.
Unfair dismissal
You must have a good reason to dismiss someone. You will need to inform the employee of the problem you have with their conduct or performance. Decide the appropriate action and grant them the opportunity to appeal.
Equality Act 2010
You must comply with the Equality Act 2010 to make sure all employees are treated fairly and given equal opportunity regardless of personal characteristics, such as religion, sex, gender reassignment or age.
Notice
If your employee has worked for one month or more they’re entitled to one week’s paid notice. This rises to 2 weeks for up to two years and so on.
Wages
It is unlawful to deduct money from a person’s wages unless you are legally required to do so (such as for tax purposes).
Holiday Entitlement
Almost all employees are legally entitled to 5.6 weeks of paid leave per year. You can choose to include bank holidays as part of this annual leave. Employees who work part-time or irregular hours will have slightly different leave entitlements according to hours worked
Maternity leave
An employee has their right to 52 weeks’ maternity leave regardless of their length of service and the right to 39 weeks maternity pay.
Shared parental leave
Shared parental leave allows parent flexibility in how they arrange their time in the year after the birth or adoption of a child.
Employment contract
You will need to provide every employee and worker with an employment contract and written statement of employment. It should cover a detailed job description and conditions of employment. The tax and your employment responsibilities will depend on the type of contract and their employment status. .
Contract types include: Full-time and part-time contracts Fixed-term contracts Agency staff Freelancers, consultants, contractors Zero-hours contracts We have a dedicated payroll team that can provide contract templates just email payroll@farnellclarke.co.uk. .
Pay
You must pay your employee at least the National Minimum Wage (NMW). It applies to all eligible workers even if they are not paid by the hour. From 1 April 2021, the National Living Wage will apply if workers are aged 23 and over. You will have to access and calculate the right pay and check if you need to automatically enrol into a workplace pension scheme. As well as check if they are entitled to Statutory Sick Pay (SSP) and additional leave. We have a dedicated payroll team who are on hand to help! .
Insurance
You will need employers’ liability insurance. Additional policies might be required for your particular type of business….its always best to check.
Policies
Depending on the size of your organisation, you will need to comply with the minimum legal requirements when it comes to creating policies. For example, a written Health and Safety policy is required for any organisation with 5 or more employees.
Types of Policy
- Currently, it is a legal requirement to have policies on the following:
Bullying & Harassment - Discipline/Dismissal & Grievance
- Equality & Diversity
- Health & Safety
- Maternity/Paternity/Adoption
- Pay
- Redundancy
- Smoking, Drugs & Alcohol
- Whistleblowing
- Working time & Time off
- Data Protection Act 2018 .
Company Handbook
A clear and detailed company handbook should contain all the necessary company policies and whom to contact. Each policy should state what action is taken if rules are dismissed and whom to contact to raise concerns and issues in the workplace. This could be a disciplinary policy and describe the consequences of gross misconduct. .
Induction & Training
During the induction, you will need to introduce your new employee to the company. Your aim is that they will become brand ambassadors for your organisation and never want to leave! Tell them about their colleagues, the culture of the workspace and of course what they will be doing day today. You will need to provide any training to help them succeed and it’s encouraged to discuss their personal professional development goals. .
Communication
Communication is vital in any area of the business, but if your staff aren’t happy or motivated, ultimately this will harm and impact your business overall. Your staff need to become your company’s biggest cheerleaders. You will need to put in place a system for good internal communication and provide easy access to policies and important contacts. Find out more about how each individual works and to communicate regularly to keep them up to date on important business decisions. This will lead to honest and productive conversations to avoid potential issues. As well as improve overall performance and commitment to your company. .
12 Step Checklist
- Understand the rights of your employees
- Create a clear job description
- Be clear about goals and expectations
- Make it easy for your employees to access all your cloud programs
- Keep a file for each employee
- Set up a payroll system, think about outsourcing
- Obtain employers’ liability insurance
- Remember key dates and tasks
- Understand your obligations
- Maintain accurate tax records
- Ensure each employee has a National Insurance number
- Determine who is doing the recruiting