Originally written by Peter Done on Small Business
We use a self-employed cleaner who comes in three-four hours during office hours on a Friday. This is no longer suitable and we have an alternative company ready to deal with it. What, if anything, do we need to be aware of before terminating the existing cleaner’s services?
Status of employment: There are a number of issues raised by your question. The first is whether the cleaner is actually self-employed (working under a “contract for services”) or in fact your employee (working under an “employment contract”).
There is no detailed definition of who is an employee incorporated into the legislation and even if the employer pays the PAYE and NI they may still be able to establish that there was no employment relationship but this is more common in the construction industry. Some guidelines for the purpose of determining employment status have now been laid down in various cases over the years. The factors which have emerged from those cases are summarised below and are based on whether the individual is in business on their own account, which requires a determination of who controls the work done particularly with respect to the right to delegate,
Tag Archive for Small Business HR
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Terminating a contract – what if your worker is only part-time?
by Peter Done • • 0 Comments
Originally written by Peter Done on Small Business
We use a self-employed cleaner who comes in three-four hours during office hours on a Friday. This is no longer suitable and we have an alternative company ready to deal with it. What, if anything, do we need to be aware of before terminating the existing cleaner’s services?
Status of employment: There are a number of issues raised by your question. The first is whether the cleaner is actually self-employed (working under a “contract for services”) or in fact your employee (working under an “employment contract”).
There is no detailed definition of who is an employee incorporated into the legislation and even if the employer pays the PAYE and NI they may still be able to establish that there was no employment relationship but this is more common in the construction industry. Some guidelines for the purpose of determining employment status have now been laid down in various cases over the years. The factors which have emerged from those cases are summarised below and are based on whether the individual is in business on their own account, which requires a determination of who controls the work done particularly with respect to the right to delegate,
Hot Business News Today
What should you include in an employment contract?
by Alex Bearman • • 0 Comments
Originally written by Alex Bearman on Small Business
A written employment contract is not necessary to establish an employment relationship in law. However, there are many good reasons why employers will want to have in place well-drafted terms of employment.
Fundamentally, like all written agreements, employment contracts help to provide the parties with certainty. Staff are more likely to feel that they are part of a well-run business if the terms of their employment are set out in a sensibly drafted contract. The sense of security which this provides should not be underestimated.
Here are some of the tangible benefits for businesses of investing in the preparation of a written employment contract.
>See also: How to deal with a furloughed employee who refuses to return to work
The legal obligation
Subject to some very limited exceptions, all employers are required to provide their employees with a written statement of employment particulars setting out certain key terms including:
the names of parties
the date of commencement of the employee’s employment
the rate of pay
terms relating to hours of work
the place of work
terms relating to holiday entitlement
the length of notice required by either party to terminate the contract
Where an employer fails to provide the employee with written particulars, a complaint can
Hot Business News Today
What should you include in an employment contract?
by Alex Bearman • • 0 Comments
Originally written by Alex Bearman on Small Business
A written employment contract is not necessary to establish an employment relationship in law. However, there are many good reasons why employers will want to have in place well-drafted terms of employment.
Fundamentally, like all written agreements, employment contracts help to provide the parties with certainty. Staff are more likely to feel that they are part of a well-run business if the terms of their employment are set out in a sensibly drafted contract. The sense of security which this provides should not be underestimated.
Here are some of the tangible benefits for businesses of investing in the preparation of a written employment contract.
>See also: How to deal with a furloughed employee who refuses to return to work
The legal obligation
Subject to some very limited exceptions, all employers are required to provide their employees with a written statement of employment particulars setting out certain key terms including:
the names of parties
the date of commencement of the employee’s employment
the rate of pay
terms relating to hours of work
the place of work
terms relating to holiday entitlement
the length of notice required by either party to terminate the contract
Where an employer fails to provide the employee with written particulars, a complaint can
Hot Business News Today
7 of the best HR consultancy companies in the UK
by Anna Jordan • • 0 Comments
Originally written by Anna Jordan on Small Business
It’s all well deciding that you need to outsource your HR, but which consultancy should you plump for?
With such a wide range of companies offering largely similar products, it can be difficult to know exactly which one to choose.
Below we list the key features of each provider but first, let’s look at what you should be looking for from your supplier.
How do I choose the right HR consultancy company?
Start with their experience (and which sectors their clients are in). You’ll know you’re on to a winner if they’ve had numerous previous clients in your industry, with extra points if they’re larger and better-known. Similarly, having proof of qualifications reassures you of their competence and what they can offer you. Think about how their services align with your business growth strategies and growth forecast over the next year.
Next up, hunt for any hidden fees. Do they charge extra or impose financial penalties for leaving the contract early? The firm may seem cheaper upfront but, like the worst budget airlines, they can really give you a swift kick with those sneaky charges.
While you’re there, check the clarity of the payment and contract terms. Flexible payment