Human Resources “HR” & Payroll
As you look to expand and develop your business, various business risks evolve which need to be identified and mitigated. For example, it’s possible that you may employ a number of staff to help you and your business and as such, a common risk associated with employment is employer/employee litigation which we can help through mitigating the risk or advocating your business in an employment tribunal.
With the introduction of Real Time Information (‘RTI’) by HMRC and auto enrolment from The Pensions Regulator, we have a dedicated team who can ensure you are being fully compliant.
A. Safety Management Systems
How are you managing safety?
- Do you have more than 5 employees?
- Are you legally compliant?
- Do you understand your responsibilities
- Do you have documented evidence that will stand up in court?
We have gained experience from implementing and developing safety management systems for businesses large and small across different sectors
What we can do for you:
– Addressing health and safety should not be seen as a regulatory burden.
– Following an initial audit, we will identify how you are managing safety and identify potential problem areas and work with you to overcome them
– The systems can be tailored to your business, this is the start-up phase
– We can set up a clear structure for your business to work with, identify high risks adapting arrangements and solutions to reduce those risks whilst meeting your specific requirements
– Through agreed action plans we then continuously improve and develop forward working and supporting you through this implementation phase
– Working with our customers, our aim is to provide practical, flexible and cost-effective support services that are user-friendly, trusted and focussed on the needs of the customer
Our services include:
– Risk management
– Management system development
– Audit and inspection functions
– Fire safety
– Risk assessment systems
– Safety advisory/consultancy
– Competent persons services
– Incident/accident investigation
– Statutory compliance services
– Supplier monitoring and review
B. Fire Safety & Emergency Planning
How does Fire Safety apply to you?
- Who is responsible?
- What does this mean?
- What checks are happening?
The Fire Safety Order (RRFSO 2005) applies to virtually all non-domestic premises in England and Wales and every type of workspace within them.
Under the law, the responsible person for the premises is fully responsible for fire safety, this means:
– Carry out and regularly review a written fire risk assessment for the premises
– Reduce the risk from fire as far as reasonably possible
– There are adequate means of fire detection, warning systems, and escape routes in place to allow people to evacuate the building
– An emergency plan has been written confirmed and published
– Staff have received appropriate fire training
– Action plans have been formulated and signed off when completed
– In summary, businesses must actively pursue and maintain adequate fire safety measures on their premises.
What we can do for you:
Our fire safety services ensure businesses comply and keep on complying with relevant legislation
Fire Risk Assessments
– Fire Safety and emergency planning
– Appointed person bespoke training and coaching
– Providing official guidance
– Providing ongoing evidence capture
– Support with official inspections
– Fire record books
The introduction of Real Time Information (‘RTI’) and auto enrolment, it’s important that you have a well-defined process in place to make sure you’re fully compliant. By outsourcing you can ensure your staff are paid accurately and on time, every time. You can also be confident your payroll service will be fully compliant with the latest legislation and regulations.
We pride ourselves on our reputation for reliability and efficiency. Let us take over this time-consuming compliance burden and help your company run more effectively.
The law on workplace pensions has changed. Under the Pensions Act 2008, every employer in the UK must put certain staff into a pension scheme and contribute towards it. This is called ‘automatic enrolment’.
Whether you’re a hairdresser, an architect or employ a personal care assistant, if you employ at least one person you are an employer and you have certain legal duties.
Through our payroll solution, you shall be auto enrolment compliant. We shall assess your eligible employees on your staging date and set up your workplace pension on your behalf. Our seamless integration between payroll and auto enrolment means that you will not have to do anything to become compliant. We shall automatically deduct the pension contributions through our payroll service and upload the contributions to the pension provider.
It is a legal requirement for each employer to provide a written statement of employment particulars’ if the employee is employed for at least a month or more. This isn’t an employment contract but will include the main conditions of employment. The employer must provide the written statement within 2 months of the start of employment.
Our HR team can help you meet this legal requirement through the preparation and issuance of employment contracts. We shall meet with you as the employer and discuss the various terms to be included such as remuneration, hours of work, holiday entitlement and perhaps mobility clauses and restrictive covenants. Mobility clauses and restrictive covenants are pivotal in protecting your business and customer base.
We shall then manage the consultation process with the employees and ensure that all contracts are fully understood by the employees.
Unfortunately, your business may need to make certain roles redundant which ultimately will have an implication on your employee’s employment with you. The redundancy must be carefully managed so it’s not misconceived as wrongful or unfair dismissal. It’s also important that a full and proper redundancy process is followed. Our employment law specialists can help you manage this process to minimise the risk of any future claims against the business.
Employment tribunals can be a long affair which need to be carefully managed. Through our experience, we can advocate your position and help you through the process.
The purpose is to assist those in conflict to resolve their differences and agree a way forward. It is often used before adoption of the formal grievance procedure. Our skilled facilitators will guide the participants through the process.
Any termination of employment carries risk and can lead to claims of unfair dismissal and the award of substantial compensation. We work with you to ensure the correct procedures are followed to minimise the risk of claims.
If you consider that your absence levels are too high, then you are likely to benefit from the introduction of an absence management system. Our experienced consultants have a track record of reducing absence levels and increasing productivity.
The law is complex around redundancies. It is perfectly possible to make a redundancy payment to a member of staff and still have to pay compensation for unfair dismissal. Our consultants will guide you through the legal process and ensure staff are treated with sensitivity and respect.
The key legislation is the Transfer of Undertakings (Protection of Employment) Regulations 2006. Basically, it states that where jobs transfer between organisations or contracts for the provision of service, then the people in those jobs will transfer on the due date on their existing contracts of employment (limits on occupational pensions) with continuity of service. This is a statutory right and failure to comply will be deemed automatic unfair dismissal if a claim is brought before an employment tribunal. Our consultants ensure all legal steps are followed with minimal disruption to products and services in the interim