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Why should you have a HR audit?

Many clients often want me to a specific piece of work such as prepare a contract of employment or an employee handbook.   However I always start with a HR audit, which covers a number of areas to enable me to understand their business, their current HR provision and their future plans for the company. A HR audit enables me to establish their current level of compliance in regard to employment legislation, e.g. If the contract of employment meets the requirements of the written statement of particulars within the Employment Rights Act 1996. Secondly, a HR audit enables me to investigate […]

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Question 5 – The five most common HR questions we’re asked.

This is the last in our 5 part series of the most common questions we’re asked. We do hope that you’ve found it useful. I have an employee who is not working out but I don’t want to go through capability disciplinary as it takes too long. Is there a way to end their employment? Assuming the employee has a length of service over 2 years, which ensures that they have the qualifying service to make a claim of unfair dismissal the best way to end the employment relationship is through a settlement agreement (previously known as a compromise agreement). […]

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Question 4 – The five most common HR questions we’re asked.

Question 4 of our 5 part series is: Do I need to give an employee a written contract of employment? Under the Employment Rights Act 1996 you need to provide a written statement of particulars to an employee within two months of their commencement of employment with you. If this is not provided and an employee does not receive a satisfactory response from their employer they can seek redress through an Employment Tribunal. Compensation is usually between 2 to 4 weeks’ pay. The minimum requirements of a written statement of particulars are the following:- The names of the employer and […]

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Question 3 – The five most common HR questions we’re asked.

Question 3 of our 5 part series is: I am conducting a disciplinary but the employee is unable to attend what can I do? Try and avoid seeing the employees’ inability to attend as an admission of guilt in the circumstances.   The employee may have valid reasons for not attending the hearing; examples could include illness, lack of availability of their chosen companion, needing more time to prepare etc. I have known a number of occasions when an employee has taken sick leave for work-related stress; particularly when facing a disciplinary for gross misconduct. It is here that an employee […]

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Question 2- The five most common HR questions we’re asked.

Welcome to our second post in our series about the common HR questions we’re asked. Today’s question is: I am taking on my first employee what do I need to do? Depending on where you are in the process of taking on a new employee will depend on what you need to do. At ADD HR Solutions we will advise to consider what the employee will be doing, this will help build up a picture of the tasks they are going to carry out (job description) the knowledge, skills and attitude required to carry out the job (person specification) and […]

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Question 1 – The five most common HR questions we’re asked.

This is the first in a 5 part series of the most common questions we’re asked here at ADD HR Solutions. I have an employee who is not doing what I want them to do can I get rid of them? The answer is dependent on a number of things. How long have they been employed? If under 2 years there is no risk to the company of an unfair dismissal claim at an Employment Tribunal. Are they still in a probation period and if so you may want to extend the probation period or end their employment? Caution should […]

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5 Reasons for Having Good Human Resource Management

My 5 top reasons for having good human resource management (HRM) 1. It costs less Good human resource management ensures you are compliant with employment legislation so reducing the risk of costly litigation should you have an employee dispute. However, there are considerable reductions in cost if managers have clear policies and procedures by which they can make fair and consistent decisions about employees. It saves their time and does not contribute to high stress levels amongst your management team. 2. It increases employee productivity Recent studies have indicated that employees are more likely to be productive if they are […]

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What is HR and why does it matter?

HR – What it is and why does it matter? HR stands for Human Resources, and is the department in an organisation that is concerned with obtaining the right people at the right price at the right time for the right place. But this is perhaps a little over simplistic and in my experience HR tends to have a role in the majority of organisational activity. It may seem trite to say that our people are our greatest asset, but organisations could not function without its people; people make all the difference to the products manufactured or the customer experience […]

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Zero Hours Contracts – The Debate Rolls On!

As the two main political parties trade blows on whether a zero hour contract is a good idea for the economy and employees I thought it would be worthwhile to outline the pro’s and con’s of zero hours contracts for employers. For businesses that operate in uncertain markets using zero hours contracts can help in managing their peaks and troughs in demand. So, you can draft more staff in during busy periods without the burden of paying a continuing wage. Also there are benefits for employees who do not want a long standing employment relationship and may want to supplement […]

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TUPE or not to TUPE

When a business transfers its undertaking from one organisation to another such as selling one business to another, insourcing or outsourcing a business activity, change in provider of a service then the Transfer of Undertakings (Protection of Employment) Regulations 2006 may apply. These Regulations provide that any employees assigned to the undertaking should transfer from the organisation losing the work (the transferor) to the organisation gaining the work (the transferee) with their terms and conditions of employment intact and with full continuity of employment. There are a number of reasons why an employer may want to dismiss employees within the […]

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