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Taking on your first employee should be an exciting time. It means your business idea is working and you need help to expand. But while employees will help your business grow, they will also bring new stresses you may not have encountered before.
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How can employers avoid an Employment Tribunal?
The simplest advice, of course, is to ensure that all of your employees are happy and contented and never have any complaints they would want to take to a Tribunal. However, in the real world even the best employers can not achieve this all the time.
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As a small business owner, it is likely that you will have had at least a couple of employees call in sick this winter and with the cold weather expected to last a while longer, sick leave may become a HR issue that you deal with well into Spring.
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David Aldridge, Adviser, Business Link Berkshire looks at how to handle disciplinary issues in the workplace.
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The Office for National Statistics showed GDP (Gross Domestic Product) growth at zero per cent between April and June 2008. As a recession is defined as two or more consecutive quarters of negative GDP, and taking into account the current economic climate and the unemployment jump in August 2008 it is evident we are facing a downturn.
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Peter Vreede of Redundancy Assist provides advice about successful redundancy transitions.
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As you grow your business you will eventually need to rely on other people to execute the work while you focus on sales and running the business. This also means that sooner or later you will have a difficult employee to deal with.
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The right to request flexible working will be extended to parents of children aged between six and 16 from 1 April 2009. The legislation already covers parents with children aged six and under, or children under 18 with a disability, as well as carers of adults. This extension means potentially an extra 4.5 million parents will gain the right to request flexible working.
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No matter how successful your business has been with just you working in it, sooner or later you may want to take on an employee.
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So you’re ready to make the leap from being a one man band to taking on your first employee.
Congratulations! But this isn’t the kind of thing you can go into without doing a bit of preparatory work.
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Every business owner who employs people has to face the horrifying possibility that at some point they may have to make someone redundant.
Sometimes it’s inevitable. No matter how much you care about your team and want to look after them, if times are tight, you must reduce the cost base of the business or it will go under. And that would put your entire staff out of a job.
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Many people who come out of employment to start their own business have a clear vision about how that business will treat its employees.
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Every business is legally obliged to make sure employees and customers are not harmed in any way by the actions of trading.
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With the day-to-day costs of running a business on the increase, the pressure is on to make the most of existing resources. A skilled and motivated workforce can be an organisation’s greatest asset, helping to improve both competitiveness and profitability. For businesses of any size or sector looking to get the best out of their staff, here are a few ideas to get you started.
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Employers faced with employees on long term sick leave or who suffer frequent shorter periods of absence as a result of illness are often in a difficult position. As the laws relating to sick leave and discrimination have become ever more comprehensive, understanding your rights as an employer has never been more important.
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It is common knowledge (hopefully) that all employers regardless of size and structure are required to have in place three step disciplinary and grievance (‘D&G’) procedures compliant with the statutory requirements which came into force on 1 October 2004.
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Susanna Heley, solicitor, of Sykes Anderson LLP’s Litigation and Dispute Resolution Department discusses the key issues to consider when taking on employees.
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People are a business’ strongest asset. To make sure your business stays competitive and flexible, you need to look at ways to keep ahead of the game. Giving your staff the skills to perform their roles to the best of their ability is key to this as training your employees can increase profits, improve customer satisfaction, and make your business a great place to work.
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It has been a difficult few years for small businesses and although redundancies have often been in the headlines, there are a number of other options open to you that will help reduce costs whilst also ensuring you maintain a strong and healthy business.
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