Does employing someone new interest you? I’m happy that it does! Although you’re also considering all of the legal obligations, right? As for myself, the first time I encountered employment law, it felt like I was trying to decode a different language.
The encouraging news is that the new employment law changes offer a fair amount of protection for workers, making things less frightening than they initially perceived.
Think of employment law as creating your office. You want staff to walk in and feel it is warm, everything is in its place, and they know the system, feel free to be and to conduct themselves. That’s what good employment practices do for your business.
Getting Your Basics Sorted
Consider it like your walls before you put on that pretty paint, there is groundwork that needs to be done before you advertise for your new hire. For one, are you practising fair hiring policies? Are there discriminatory terms? Do you have a clear framework for remuneration? Is the work environment free from hazards? Do workplace policies prioritise the employees? Treat it like a checklist, as for some it is, and break it down.
These core principles are not “nice to haves” and are, in fact, essential. Like good lighting in a home, everything is enhanced because of it. An orderly workflow in a business arises from clearly defined policies and standard operating procedures. Nonetheless, the employment policies will impact the workflow.
If you’re ever unsure about complex situations or need guidance on specific employment matters, consulting with a settlement agreement solicitor can provide the expert advice you need to navigate tricky waters confidently.
Hiring the Right Way
Now, let us discuss recruitment. This is the moment when the majority begin perspiring. Well, here’s the first rule: evaluate what candidates can offer and not who they are.
Do not base hiring on age, looks, religion, or any disability. Rather, concentrate on what is measurable regarding their skills and prior work, that is, the just and effective way. This conforms to instructions which advise us to “concentrate on the person’s capacity to perform the work, not on generalisations” as well as to apply a uniform, consistent framework based on role needs.
Here’s a practical suggestion that helps maintain sanity: justify your decision on selecting a specific candidate or candidates to the exclusion of others. This is not just to cover legal liability, but it helps to ensure that the decision made is intentional and a thorough consideration is weighed for each decision without bias.
Let’s Talk Money and Time
Pay and hours are a walk in the park if the math is straight, anyone over 21 is eligible to earn, at a minimum, £12.21 an hour. With overtime, remember it is like a side of fries to a burger, offered but all feast, hefty on the pocket, so do not overdo it. Good scheduling balances both budget and morale.
In last year’s report, there was a 23% increase in the employment tribunal claims and a 22% increase in unfair dismissal. Be certain that proper record keeping of hours and pay is done from day one. These days, many apps assist in tracking pay and hours, it is now simpler than watching your Netflix account’s activity.
Creating a Place People Want to Work
PPE includes things like “hard hats” and signage. Safety in the workplace also includes the general well-being of all persons, including mental and physical well-being.
Consider it like letting someone come into your home. As the host, you would appropriately ensure their comfort and safety. Work goes above and beyond to guarantee these considerations are made for the individual. This can be offered through clear policies, routine checkups, listening, and the willingness to act.
And this is what stands to add a new dimension to the game. Flexibility. Consider that in the fast-paced world of today, offering employees options is a game-changer. It’s akin to providing additional seats to a guest. Flexible policies for employees can be a catalyst for sophisticated outcomes. Workplaces prosper when there is a high sense of trust and support for flexible and inclusive policies.
What Your Employees Can Expect
Your group now has a basic shield against harassment and discrimination policies and will be covered for wrongful termination by 2027.
Creating policies that help with life-altering events such as sickness, childbirth, or the demise of a family member goes beyond the legal requirement, this act shows leadership of uncommon wisdom and compassion. Oversights are often the result of simple shortcuts. Alleviating minor issues that might lead to bigger ones creates a drive for effortless achievement.
Keeping Up with Changes
Changes in the law governing work practices are quite common. Think of them as changes in fashion and interior design. There are new major changes with the Employment Rights Bill, so take the time to be updated.
Joining some of the employer groups or subscribing to updates from ACAS is a good start. This mirrors a situation where an individual does all the work and is told they will be updated on all the significant progress when they are actively engaged.
Conclusion
Though it may sound convoluted, it is beneficial to grasp that every complicated concept can be broken into smaller components that can be learned incrementally. The fundamentals of hiring, processing payroll, reporting, employee safety, and even workplace safety and relations can be mastered step by step.
Think of the example about moving to a new house. You start with the essentials, and as time goes by, add the desirable features. An understanding of businesses and workplaces is an investment that transforms into enhanced employee contentment, alongside significantly minimised workplace challenges in the long run.
