To minimise legal risks:
Consult Experts – Seek HR advice when handling complex HR matters!
Follow Employment Laws – Stay updated on labour laws and regulations.
Document Everything – Keep detailed records of performance, complaints, and terminations.
Train Managers & HR – Provide training on fair hiring, workplace conduct and payroll compliance.
Use Clear Policies – Ensure policies on termination, discrimination, and wages are well documented and consistently applied.
Conduct Regular Audits – Review payroll, contracts, and workplace practices to identify risks.
Review the Policy: Check your company’s grievance procedure, usually in the employee handbook. Informal Discussion: Try to resolve the issue informally by speaking to your manager or HR. Formal Complaint: If unresolved, submit a formal grievance in writing, detailing the issue and any attempts to resolve it. Investigation: HR or a designated person will investigate […]
Read moreYes By law, part-time employees and workers are protected from being treated less favourably than a full-time ‘comparator’. The law is the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000. The bank holiday allowance should be pro rata (proportioned into hours worked) and added to their holiday allowance. For free managers guides and templates […]
Read moreWritten employment contracts, core policies (disciplinary, grievance, absence, equality, data protection), Ro-work checks, payroll and auto-enrolment, Basic H&S, and compliant onboarding. Add a staff handbook as you grow.
Read moreInvestigatory notes, statements, letters/invitations, evidence considered, outcome letters, and appeal records. Store securely and only as long as necessary.
Read moreStatutory redundancy pay if employees have at least 2 years of continuous service. The amount paid depends on age, years of service, and weekly salary (up to a cap). The formula is: half a week’s pay for each full year you were under 22 one week’s pay for each full year you were 22 or […]
Read moreUse one wherever facts are unclear or allegations are serious. Gather evidence, interview relevant parties, keep notes, and assess credibility before deciding next steps.
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