Tag Archive for Employing & managing staff

Hot Business News Today

Checklist: what should be in a job advert?

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Originally written by Aaron Hurst on Small Business
When you have a clear idea of what job you need doing and what sort of person you would like to fill the job, it’s time to advertise the post.
The main ways you can tell job hunters about the job on offer are:

By advertising direct, online or in newspapers or magazines
Through recruitment agencies and consultants
Through friends, existing employees and business contacts
By recruiting direct from educational institutions

That said, it’s advisable to use more than one method to fill a job as it will widen the field. Make sure you advertise in places where your potential candidates. For example, if you’re recruiting for a role in digital, candidates are less likely to see the advert in the newspaper.
What should I be putting in my job advert?
Here’s a quick checklist of what you should be including in your job adverts.
• Company name: put in the name and logo, if you have one
• Job title: use a title or description which will mean something to a stranger
• Pay: state what salary can be expected. Job hunters interpret phrases like ‘salary negotiable’ as meaning a low salary
• Place: state where the job is. If you are not offering

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Hot Business News Today

How to tell your staff they’re working reduced hours

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Originally written by Helen Watson on Small Business
With the Job Retention Scheme (JRS) coming to an end and the Job Support Scheme (JSS) taking its place, employers wanting to take advantage of the new scheme will need to enter discussions with staff about working reduced hours and cutting pay.
#1 – Review the employment contract
Any change to an employee’s hours of work and pay will amount to a contractual change of their current terms and conditions of employment. Despite the new government scheme being introduced, this does not give a unilateral right to change an employee’s terms and conditions of employment. It is important to review their current terms and any contractual rights to amend terms, on a temporary or permanent basis, before consulting with the employee about the proposed changes.
#2 – Consider whether reduced staff hours are appropriate
Employers should consider whether reduced staff hours are appropriate bearing in mind that the JSS is designed to support “viable” jobs only.  To be eligible for the scheme, an employer must be able to provide at least a third (33 per cent) of the employee’s normal contracted working hours. If this is not possible, then other options may be more appropriate, such as

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Hot Business News Today

How to tell your staff they’re working reduced hours

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Originally written by helenwatson on Small Business
With the Job Retention Scheme (JRS) coming to an end and the Job Support Scheme (JSS) taking its place, employers wanting to take advantage of the new scheme will need to enter discussions with staff about working reduced hours and cutting pay.
#1 – Review the employment contract
Any change to an employee’s hours of work and pay will amount to a contractual change of their current terms and conditions of employment. Despite the new government scheme being introduced, this does not give a unilateral right to change an employee’s terms and conditions of employment. It is important to review their current terms and any contractual rights to amend terms, on a temporary or permanent basis, before consulting with the employee about the proposed changes.
#2 – Consider whether reduced staff hours are appropriate
Employers should consider whether reduced staff hours are appropriate bearing in mind that the JSS is designed to support “viable” jobs only.  To be eligible for the scheme, an employer must be able to provide at least a third (33 per cent) of the employee’s normal contracted working hours. If this is not possible, then other options may be more appropriate, such as lay

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Hot Business News Today

Hiring an apprentice: The benefits for a small company

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Originally written by Timothy Adler on Small Business
Hiring an apprentice is becoming an increasingly popular way for young people to enter the working world, allowing them to learn a trade and gain valuable on-the-job experience whilst earning a wage.
You can employ apprentices at different levels, from school leavers and university graduates, to people who want to further their careers or change career direction completely.
You can hire someone new or upskill an existing employee.
And it’s not just the apprentices who benefit. Hiring an apprentice also brings numerous advantages for companies participating in such schemes, making them a great investment.
Hiring an apprentice – 4 benefits for a small business
#1 – A committed workforce
One of the biggest benefits of running an apprenticeship scheme is that it helps create a dedicated, loyal workforce. The majority of apprentices are young school or college leavers, meaning that they have lots of energy with which to learn the ways of your business as you help them climb the career ladder within your organisation.
Eighty-six per cent of employers said apprenticeships helped them develop skills relevant to their organisation, according to the government Apprenticeships website.
#2 – Bridging the skills gap
Many companies, particularly those within technology, find it tough to

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Hot Business News Today

What should you include in an employment contract?

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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

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Hot Business News Today

What should you include in an employment contract?

by  •  • 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

Read more...

Hot Business News Today

What’s the right way to go about advertising jobs for my small business?

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Originally written by Anna Jordan on Small Business
Business owners will find themselves in this place at some time or another. They have a job position to fill and they know just the person for it – but they feel like it’s worth advertising jobs anyway. Is it even necessary?
With the help of Kate Palmer, associate director of HR Advisory at Peninsula, We take a closer look.
Internal recruiting vs advertising jobs
For fairness’ sake, it’s best to advertise, shortlist and interview for every role available within your business.
This ensures everyone is given a chance as well as ensuring your decision is the best one that you can make in the circumstances and is demonstrably fair.
Though it is up to you if you choose to advertise. Simplistically speaking, you are not required to advertise a role and are free to appoint someone internally in the new role.
However, while no legislation exists to demand this is done, there are some risks to not advertising.
You could leave yourself open to a discrimination claim from someone both internally and externally, should they find out about the post and the lack of opportunity to apply.
If so, you should consider any application from them to avoid a grievance

Read more...

Hot Business News Today

What’s the right way to go about advertising jobs for my small business?

by  •  • 0 Comments

Originally written by Anna Jordan on Small Business
Business owners will find themselves in this place at some time or another. They have a job position to fill and they know just the person for it – but they feel like it’s worth advertising jobs anyway. Is it even necessary?
With the help of Kate Palmer, associate director of HR Advisory at Peninsula, We take a closer look.
Internal recruiting vs advertising jobs
For fairness’ sake, it’s best to advertise, shortlist and interview for every role available within your business.
This ensures everyone is given a chance as well as ensuring your decision is the best one that you can make in the circumstances and is demonstrably fair.
Though it is up to you if you choose to advertise. Simplistically speaking, you are not required to advertise a role and are free to appoint someone internally in the new role.
However, while no legislation exists to demand this is done, there are some risks to not advertising.
You could leave yourself open to a discrimination claim from someone both internally and externally, should they find out about the post and the lack of opportunity to apply.
If so, you should consider any application from them to avoid a grievance

Read more...

Hot Business News Today

How to deal with a furloughed employee who refuses to return to work

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Originally written by Molly Dilling on Small Business
Across the country tens of thousands of employees are being asked to return to work. But many  employers are faced with a furloughed employee who refuses. The most obvious parallel is in schools, where unions, local councils, parents and teachers fundamentally disagree on how and when to reopen.
Similar stories are emerging about employers and staff, in sectors large and small, across the country. What rights do employers have in such cases, and how do you protect yourself against a detriment/dismissal claim?
Can a furloughed employee refuse to return to work?
The issue many employers are grappling with is whether a furloughed employee who refuses to return to work because of a stated fear of catching coronavirus can be dismissed.
Under the standard employment contract, the furloughed employee is obliged to follow reasonable instructions. One of those instructions contained in the employment contract will be that employees are to attend work within the hours set out.
The key issue in employment law is what is reasonable, and this depends on the precise facts of the case. As a result of the possible ambiguity an employer should carefully consider potential consequences before taking any disciplinary action for failure to

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Hot Business News Today

Section 44 – what if an employee won’t return to work post coronavirus?

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Originally written by Anna Jordan on Small Business
Last Sunday (10 May), Boris Johnson announced that some employees would be returning to work this week.
The divisive move has caused outrage among unions and employees who are worried about contracting coronavirus.
Some have refused to come in, citing Section 44 of the Employment Rights Act 1996.
What is Section 44?
Section 44 of the Employment Rights Act 1996 applies to every employee but not self-employed contractors. If an employee has a reasonable belief of ‘serious or imminent danger’ to their health and others around them, they can refuse to work on the grounds of Section 44.
They could refuse to work by staying at home, walking out of the workplace or by choosing not to do certain tasks.
We speak to lawyer Matthew Chandler, employment solicitor at A City Law Firm to find out what you should do if employees won’t come to work.
What if an employee refuses to return to work citing Section 44?
Employers should be aware that they have a duty to provide a safe work environment for employees.
They should be looking at doing coronavirus-specific risk assessment. The government have provided guidance to employers, for example keeping a two-metre distance.
Employers should have conducted a thorough

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