Tag: HR

Workplace Pensions – Headache or Opportunity?

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The law has changed. All employers must provide a workplace pension – and contribute to it.

Mandatory Auto Enrolment commenced in 2012 for companies with over 250 employees and finally, in April 2017, this applied to companies with less than 30 employees or those without PAYE schemes. Now all employers have to have a qualifying pension scheme in place, whether their employees are eligible or not.

Auto Enrolment: headache or an opportunity?

As a business owner and depending on your view Auto Enrolment is either a pain that you can do without or an opportunity to be embraced.

From an HR perspective, we see this as a great employee engagement opportunity.

It’s our duty to encourage employees to save

Workplace Pensions

Whilst the State Pension age set out by the government has been increased, (see https://www.gov.uk/state-pension-age for the latest information) so too has life expectancy, with many people now expecting to have over 20+ years enjoying their hard-earned retirement, or will they?

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Managing grievances in your business

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This month we’ve had to manage a grievance on behalf of a client.

It is of the utmost importance that grievances, whether they be verbal or in writing, are dealt with as soon as possible. An early resolution is the objective, avoiding a lengthy situation that could end in a costly tribunal. Addressing the grievance swiftly and in accordance with the correct procedure will reduce the stress for all parties concerned.

A Grievance Procedure is a legal requirement

It is a legal requirement that all businesses have a grievance procedure, this ensures that all employees are treated fairly. Should the dispute go to tribunal the employer will able to demonstrate that the correct procedure has been followed.

If an employee states they are resigning because of something negative, then this should also be followed up formally following the grievance procedure.

Handling grievances

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Impact of Brexit on UK employment laws

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Some time has now passed following the historic decision by Great Britain to leave the EU, having been a member for over 40 years. During that period, the landscape of this country has changed dramatically and many of the laws by which we are governed have been taken in Brussels.

One thing is clear, and that is, there is great deal of work to be done before Britain finally exits the EU, once it formally evokes Article 50 of the Lisbon Treaty of 2007. This will undoubtedly lead to confusion, concern and uncertainty as to where many employers and employees stand in relation to the UK’s employment laws.

So I thought I would share with you, a pretty comprehensive article I read on the matter titled The impact of Brexit on UK employment law – Summer 2016 by CMS Cameron McKenna. This gives an excellent insight as to where many of us stand and where we may find ourselves in the future of Britain.

The message is “Keep calm and carry on”.

Keep calm and carry on post Brexit decisionWe do hope you find the article useful.  If you have any questions please contact Charlie Lloyd who has a wealth of experience in this area.

You can email Charlie or call 01737 336336.

 

 

 

 

 

Recruiting is a PR opportunity

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It has been said so many times before, that the people that work in your company, are your most important asset, so ensuring you have the best people possible, can be key to the success of your business.

Recruiting the right individuals in the first place, is therefore of paramount importance and…

“the manner by which you recruit can say much about the ethos of your business.”

Are you making the most of the PR opportunity when you are hiring?

When following the correct recruitment process, it can deliver a number of positive messages to your customers, employees, stake holders and competitors.

On the other hand, when the process is not professionally managed, the opposite is true and the costs to your business can be significant.

Recruitment best practice

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