When you employ staff, you’ll face significant HR challenges almost daily. No matter how big or small. As a business owner it is so important to do the right things from the very start to avoid any future or potential nightmares that could haunt your business. Unless you employ a specific HR team or individual, these issues can put you in an uncomfortable position and risk the future of a business you have worked hard at to build up. You will be responsible for managing the HR process in a professional and timely manner. Are you ready for that? Have you put the necessary policies and groundwork in to ensure you have a point of reference for when the worst might happen?

If not, please stay with us – this might be the best advice you get this year!

You have a happy and motivated team, right?

Nothing seems out of the ordinary with your workforce and everyone seems to be in a good place. You’re patting yourself on the back for employing the right people. Furthermore, to reward your staff you are flexible, offer perks with regards to working hours and job roles and even offer financial bonus’. You even allow employees unscheduled time off because you’re ‘’cool’’. There are the usual minor HR issues, but everything seems hunky dory.

Bang! You’re hit with a grievance by an employee, who feels they are having to resign because of the treatment they have received from you. They have a letter from an employment solicitor for constructive dismissal, and this situation needs swift action. They’re after a settlement and thorough investigation. NIGHTMARE!

Do you think your flexibility and friendly reputation as a ‘’cool’’ boss stands for anything now?

No, it doesn’t.

Do it right and do it from the start

Regardless of the hearsay of this case, make sure you are prepared. You don’t need to be the HR expert in this instance, you need experienced HR support and compliant practices in place to protect the business.

When you employ someone, you need:

  • Employment Contracts – which will outline the agreement between employer and employee. These should be issued and signed by every employee, and ideally given to them within 2 months of them starting their role (as stated by ACAS).
  • Employee Handbook – typically covering all aspects of job-related information such as; a welcome statement, company values and perks or benefits. You’ll also need to include specific information on rules, disciplinary and grievance procedures, annual leave, sick pay and other information in line with employment law regulations.

We cannot highlight the importance for having up-to-date and thorough HR documentation. This is a must-have for any business. This can avoid the nightmare, as you both have a point of reference and a starting point at which to begin the process. They provide protection for both the employee and employer.

Without important documentation relating to employment it can be a stressful and expensive episode for the business which can ultimately take its toll on the day to day duties. Some business owners simply do not have the foresight to predict that something like this may happen, others bury their head in the sand. Either way, when employing people you might not necessarily need a HR department, but you will need HR advice.

In conclusion, you don’t have to be the HR expert in the business. Far from it. You just need to be realistic about what you are doing and get the right advice early on. Like how you might outsource your accounts to an accountant or your marketing to an agency, seek HR assistance and deploy them as your outsourced team.

We are fully qualified to take the lead in this area and can become a go-to for all HR needs. If you are truly motivated to make a difference for your company and your staff but don’t have the skills, time or expertise then speak to us and we can show you where we make a true difference to your business through our reliable, enthusiastic and dedicated approach.

Contact the team: www.hr-star.co.uk/contact

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