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Employers informations

 

 

    One. Know the Law.

    Two. Sort out an employment contract.

    Three. Pay the right rates.

    Four. Recruit the right people.

    Five. Star on the right note trainig and induction.

    Six. Set your boundaries early on discipline and grievances.

    Seven. Control costs by managing attendance.

    Eight. Communicate.

    Your checklist

 

 

Know the law and how it relates to your workplaces. Stay compliant and stay informed.

Always consider issues of:

  • un fair dismissal
  • notice
  • wages
  • holiday entitlement
  • maternity leave
  • flexible working
  • the writen statement
  • national minimum wage
  • the right to be accompanied.

 

 

 

One. Know the Law.

Unfair dismissal: you must have a good reason to dismiss someone and show that you have been fair in the way you have acted. This means:

  • informing the employee of the problem you have with their conduct or performance
  • holding a meeting to discuss the probleme
  • allowing the employee to be accompanied
  • deciding on appropriate action
  • providing employees with an opportunity to appeal.

Some Reasons for dismissal, such as pregnancy and unauthorised deduction of wages, are automatically unfair and employees can claim unfair dismissal on these grounds regardless of how long they have been employed.

Notice: an individual is entitled to one week's notice if you wish to dismiss them. This notice rises to two weeks after two full years and continues to increase by one week per year up to a maximum of 12 weeks. Notice periods can be extended by agreement.

Wages: it is unlawfull to deduct money from a person's wages unless you are legally required to do so, have a contractual right to do so or a separate written agreement signed by the individual.

Holiday entitlement: employees are entitled to holiday leave from their first day of employment. To calculate current and future holiday entitlements, go to www.gov.uk/calculate-your-holiday-entitlement.

Maternity leave: an employee has the right to 52 weeks' maternity leave, regardless of their length of service. They also have the right to 39 weeks maternity pay. For more information about maternity leave and pay, go to www.gov.uk/employers-maternity-pay-leave.

Flexible working: employees have the right to request flexible working if they have a child 16 or under, a disabled child under 18 or they care for an adulte. You must consider any request seriously. For advise, go to https:www.gov.uk/flexible-working.

Agency workers: are entitled to the same basic conditions of employment - notably pay and holidays - as comparable permanent emploees as comparable permanent employees after 12 week qualifying period. For further details go to www.acas.org.uk/agencyworkers.

Further information: Acas can help to solve disputes at work before and after any claim to an employment tribunal-details can be found at www.aca.org.uk. For a comprehensive list of automatically unfair dismissals and other legal rights see www.gov.uk/dismiss-staff/unfair-dismissals.

For free, confidential and impartial advice on employment law call the Acas 08457 47 47 47 or the Labour Relations Agency helping (if you are based in Northern Irland) on 0289032 1442.

 

Two. Sort out an employment contract.

Put the details of an employee's contract in writing. It saves misunderstanding later.

Legal chek: the law requires employers to provide most employees, within two calendar months of starting work, with a written statement of the main terms of the contract. This should include things like pay, holidays and working hours.

Further information: for a full list of what should be in the contract visit www.gov.uk/employment-contracts-and-conditions.

 

Three. Pay the right rates.

Find out what the going rate is and think about what you can afford. Remember that 'total pay' is often more than annual salary or weekly wages. It can include pensions, loans, travel and meal subsidies.

Legal check: From day one of employment your employees have right to be paid not less than the National Minimum Wage. Rates are reviewed each Octobre.

Further information: for further information, go to www.gov.uk/browse/employing-people/payroll.

 

Four. Recruit the right people.

Recruit the right people by drafting a description of the job you want performed and a list of all the personal qualities and skills required.

Advertise effectively using a variety of sources such as JobCentre Plus, employment agencies, local press and the Internet.

Legal check: Potential recruits have the right not to be discriminated against on grounds of sex, race, disability, sexual orientation, religion and belif, age, gender reassignment, marriage civil and partnership, pregnancy and maternity.

Further information: see the Acas guide Recruitment and induction.

 

Five. Star on the right note trainig and induction.

Settle new recruits in quickly - getting them familiar with their role, colleagues and work environment.

Training needs to be an ongoing concern - line managers, in particular, can benefit from training to help develop their staff.

Further informayion: see Acas guides From line managers and Recruitment and induction.

 

Six. Set your boundaries early on discipline and grievances.

Company rules should cover things like absence, health and safety, standards of performance, timekeeping and use of company facilities.

If the rules are broken you need to take action using a clear, written disciplinary procedure. You also need to give employees the chance to raise concerns and problems though a company grievance procedure.

Legal check: All workers have the right to be accompanied at a discipline or grievance hearing by a colleague or a trade union representative.

Further information: see Discipline and grievances at work: the Acas guide.

 

Seven. Control costs by managing attendance.

Manage sickness absence by keeping in touch with employees on sick absence. Always talk to your staff when they return from sick absence and check that they are able to resume normal duties.

Help your staff to return to work more quickly by considering flexible working or an altered routine or duties.

Further informationm: see the Acas guideManaging attendance and employee turnover.

 

Eight. Communicate.

Employees need to know about their jobs, the business and its products or services. They also need to know about their terms and conditions employment, discplinary and grievance procedures and how they are performing in their jobs.

Communication also plays a much bigger part in giving employees a sense of control over their levels of commitment to their levels of commitment to the organisation.

Consider how employee engagement practies - go to www.acas.org.uk/engagemen.

Further information: see the Aca guide Employee communications and consultations or The People Factor: engage your employer for business success at www.acas.org.uk/publications.

 

 

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Your checklist

Know the law.

Acas can helpto solve disputes at work before and after claim to an employment tribunal - details can be found at www.acas.org.uk. For a comprehensive list of automatically unfair dismissals and other legal rights see gov.uk/dismiss-staff/unfair-dismissals.

Set your boundaries early on: disipline and grievances.

Acas can helpto solve disputes at work before and after claim to an employment tribunal - details can be found at

Sort out an employment contract.

For a full list of what should be in the contract visit www.gov.uk/employment-contracts-and-conditions.

Communicate.

See the Acas guide Employee communications and consultationorThe People Factor: engage your employees for business success at www.acas.org.uk/publications. Consider how employer engagement pratices can benefit your business go to www.acas.org.uk/engagement.

Pay the right rates

Business Link have advbise on how to sort out PAYE and national insurance at www.gov.uk/browse/employing-people/payroll.

Recruit the right people.

See the Acas guide Recruitment and induction at www.acas.org.uk/publications. Go to www.gov.uk/browse/employing-people/recruiting-hiring.

Star on the right note: training and induction

See Acas guides Front line managers and Recruitment and induction at www.acas.org.uk/publications.

Find out more

www.acas.org.uk/newemployer www.gov.uk/browse/employing-people www.ira.org.uk (if based in Northern Ireland).

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