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
Tag Archive for Employing & managing staff
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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
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What’s the right way to go about advertising jobs for my small business?
by Anna Jordan • • 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
Hot Business News Today
What’s the right way to go about advertising jobs for my small business?
by Anna Jordan • • 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
Hot Business News Today
How to deal with a furloughed employee who refuses to return to work
by Molly Dilling • • 0 Comments
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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Section 44 – what if an employee won’t return to work post coronavirus?
by Anna Jordan • • 0 Comments
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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How do I make someone redundant? – small business redundancy guide
by Mike Tremeer • • 0 Comments
Originally written by Mike Tremeer on Small Business
The Covid-19 pandemic is having far-reaching consequences for businesses across the globe. Many have found that demand for their goods and services has fallen away drastically while others are prevented from operating due to government lockdowns. Other employers have been forced to consider redundancies in order to cut staff costs, but any small business based in the UK should give thought to other measures available before proceeding with redundancy as a last resort.
Coronavirus Job Retention Scheme
The newly announced Coronavirus Job Retention Scheme provides vital and unprecedented support to business to help pay their staff wages during the current crisis. The scheme offers employers reimbursements of up to 80 per cent of “furloughed workers” wage costs capped at £2,500 per month, in addition to other costs to employers. Furloughed workers are those who have no work to do, and they must not carry out any work while they are furloughed.
One of the key elements of the scheme is that it applies to those who would otherwise have been “laid-off”. For most employers the alternative to placing an employee on the furlough scheme would be to make their role redundant, and indeed the guidance from
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Short-time working and lay-offs – what’s the difference?
by James Simpson • • 0 Comments
Originally written by James Simpson on Small Business
As Covid-19 continues to spread across the UK, many firms have seen an extreme reduction in business. Social distancing measures introduced by the government may cause a decline in sales, as well as employees choosing to self-isolate, therefore slowing production.
To try and soften the impact, businesses are having to make the decision to let employees work from home or requiring them to take annual leave.
Badly affected businesses, however, may need to take further steps, such as reducing work hours or staff numbers.
To ensure your business stays compliant, here are some steps you need to make:
Look at your options
When deciding between short-time working and lay-offs, it’s crucial that you understand the difference between both, and what they could mean for your business and staff. “Short-time working” is when employees are provided with less work and less pay for a short period. “Lay-offs” are when employees are not provided with any work or pay for a short period, but are kept on as employees.
These are both temporary cost-cutting measures you may use when there is not enough work to go around. Short-time working and lay-offs can help you avoid dismissals or permanent redundancies, while reducing
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7 ways to cut staff costs during the coronavirus crisis
by Peter Finding • • 0 Comments
Originally written by Peter Finding on Small Business
Cashflow is a major concern for small businesses during the coronavirus crisis. The vast majority are looking to cut staff costs in order to survive the coronavirus pandemic, and indeed prosper once normality is restored.
But what if you have a talented workforce who you don’t want to lose? We all know how hard it has been to recruit over the last couple of years, especially in tech and for highly skilled positions.
How can businesses cut staff costs during the coronavirus crisis?
>See also: How to get the government’s £10,000 cash grant for small businesses
#1 – Furlough leave
Furlough leave is a new concept in the UK – it’s indefinite leave during which the government covers wage costs. Businesses can recover 80 per cent of wage costs, up to a maximum of £2,500 per month per employee.
It will cover employees who might otherwise have been made redundant, laid off or put on unpaid leave. There is no limit on the number of employees who can be furloughed. The scheme is initially in place until June 2020, although it is expected this will be extended.
While some employers will top up the grant, so employees receive full pay,