As a small business owner navigating what’s legally required and what’s just good practice can feel like a maze. But knowing what’s required can save you time and money, ensuring you’re protecting your business as well as your people. Gooding Accounts’ Head of People & HR breaks down what you should do to help you stay compliant and set your team up for success.
Legal requirements
By law, all employers are required to have the following in place:
- Written Statement of Employment Particulars
Either before, or on an employee’s first day of work you must provide them with the main terms and conditions of employment. An employment contract will typically include these details, so it’s best practice to issue a contract on or before day one.
- Right to Work Checks
Before they begin work with you must verify every employee’s eligibility to work in the UK.
- National Minimum Wage:
By law you must pay at least the legal minimum wage. There are absolutely no exceptions to this.
- Health & Safety Policy
If you have 5 or more employees it is mandatory to have a written Health and Safety policy.
- Pension Auto-Enrolment
Whilst you may not offer pensions from day-one these are required once employees become eligible.
- GDPR Compliance
By law you must have a procedure in place to ensure you handle employee data securely and lawfully.
- Disciplinary & Grievance Procedures
You must have a procedure in place and all employees should be aware of where to find information about the process.
- Holiday & Working Hours
By law you must meet statutory requirements regarding working hours and holiday.
- Statutory Sick Pay (SSP)
If an employee qualifies for SSP you must pay it.
- Maternity, Paternity & Parental Leave
If any of your employees qualify for Maternity, Paternity & Parental Leave you must follow the statutory rules as a minimum.
If you’re looking for support ensuring your HR processes are fully compliant with what’s legally required Gooding People and HR can help.
Best Practice
Whilst you’re not legally required to have the following documents, having them in place can provide crucial protection for both your business and your people. They can enhance efficiency, create a positive workplace culture and even help save you time and money.
- Employee Handbook
This should be a go-to resource for policies, expectations, and culture. It can provide detail from how employees are expected to behave and their legal rights to what support you will offer to them.
- Structured Probation Reviews
Having a process with regular check ins will help new hires develop and succeed within your business.
- Regular Performance Feedback
It’s important to develop and maintain relationships with your employees to foster growth and avoid any misunderstandings.
- Wellbeing Initiatives
Support for both mental and physical health is proven to be key in creating a happier, more productive team.
- Flexible Working Policies
Employees can make two flexible working applications in a 12 month period so it’s worth having a policy in place to ensure these processes are fully documented as well as providing clarity and options available to meet diverse needs.
- Meaningful Diversity & Inclusion Practices
In the modern workplace having diversity and inclusion practices in place can help to build a workplace where everyone feels valued and included.
- Transparent Communication
Having a policy on how business leaders will communicate with their teams will ensure that everyone is kept informed and aligned.
Here at Gooding People & HR we understand that creating HR processes and documentation to protect your business can be complicated and time consuming. That’s why we’re here to help, freeing you up to do what you do best – run your business!
For a free, no-obligation discussion with our Head of People and HR, Becky, simply enter your details and she’ll give you a call at a time that suits you.
