Workplace safety is paramount for any organisation as it safeguards the well-being of employees, but also contributes to a more efficient working environment. HR departments play an essential role in workplace safety in many different ways, including the following:

Developing and Implementing Safety Policies

HR professionals are instrumental in supporting implementing safety policies and procedures. The world of HR health and safety begins with creating a comprehensive policy that reflects the organisation’s commitment to the well-being of its employees. This should cover various aspects, for example, incident reporting, safety training, and emergency response. HR helps to ensure that these policies are not just followed, but effectively communicated throughout the organisation.

Training and Education

Many health and safety consulting services can help organisations facilitate training and education programs that cover all of the essential health and safety topics, such as emergency protocols, hazard identification, and so much more. HR departments can also outsource health and safety consulting services, or in the instances where an SME does not have an HR department, they can outsource to one.

Identifying Safety Risks

Health and safety professionals can identify safety risks within the workplace by conducting risk assessments and identifying potential hazards through regular workplace inspections. This will help pinpoint areas that demand attention, whether it’s ensuring fire extinguishers are working or addressing ergonomic issues that may result in injury. Health and safety covers so much, which is why the right health and safety consulting services should be front and centre of your people policy.

Employee Engagement

HR plays a critical role in fostering a culture of safety. This includes encouraging employees to actively participate in safety practices and safety committees, as well as the smaller, but just as essential, practices. HR can create platforms to allow employees to voice any concerns and ensure they are addressed properly for the sake of the organisation.

Incident Investigation

If there is a workplace accident or incident, HR health and safety support can be pivotal in gathering information, interviewing the associated parties, and analysing the root cause. Corrective actions should prevent any similar incidents in the future, which is why a robust investigation policy should be in place.

Complying With Regulations

Health and safety are ongoing lessons for businesses, and HR departments need to stay up to date with any health and safety changes in the rules and regulations to ensure the organisation avoids any legal ramifications and provides a safe working environment for everybody.

Emergency Response

In the event of an emergency, HR will help to coordinate emergency response plans and evacuations, ensuring that employees know how to respond to various emergency scenarios to keep everybody safe. HR health and safety initiatives are essential to create a secure and productive workplace that remains efficient. Health and safety is not just about policies or training, but about a culture of safety. This is where HR companies can partner with health and safety consulting services so they can protect employees and contribute to a more effective working environment. If you feel that you need to make changes to your health and safety policy or you need some advice, you can contact Harwood HR Solutions today and we will help you.

Human Resources (HR) is an essential part of any organisation, and it can be a time-consuming and complex process. As businesses grow, the need for efficient HR management increases. Outsourcing certain HR tasks can help businesses save time and money while still providing quality services to employees. In this blog post, we’ll explore which HR tasks can be outsourced and the benefits of doing so.

The Benefits of Outsourcing HR Tasks

Outsourcing certain HR tasks can provide a number of benefits to businesses. First, it can help reduce costs associated with hiring and training new staff members. Additionally, outsourcing allows businesses to access specialised expertise that may not be available in-house. Finally, outsourcing can free up time for other important tasks such as developing strategies or managing projects.

Which Tasks Can Be Outsourced?

There are a variety of HR tasks that can be outsourced, including:

• Recruiting: Companies can outsource recruiting activities such as screening resumes, conducting interviews, and onboarding new hires.
• Payroll: Payroll processing is often outsourced to ensure accuracy and compliance with labour laws.
• Benefits Administration: Companies may outsource benefits administration activities such as enrolling employees in benefit plans or managing employee leave requests.
• Training & Development: Businesses may outsource training activities such as creating learning materials or delivering workshops to employees.
• Compliance: Companies may outsource compliance activities such as ensuring compliance with labour laws or monitoring safety regulations in the workplace.
• Performance Management: Performance management processes such as setting performance goals or conducting performance reviews may also be outsourced.

What to Consider When Outsourcing HR Tasks

When considering which HR tasks to outsource, there are a few key factors to consider:

• Cost: It’s important to compare the cost of outsourcing versus hiring an in-house team member for the task at hand.
• Expertise & Experience: It’s important to ensure that the company you choose has the necessary expertise and experience in the area you are outsourcing for best results.
• Security & Privacy: When outsourcing sensitive data such as payroll information or employee records, it’s important to ensure that your chosen provider has adequate security measures in place to protect this data from unauthorised access or misuse.
• Service Level Agreement (SLA): It’s important to have an SLA in place with your chosen provider outlining expectations for service delivery and response times for any issues that arise during the course of your agreement with them.

Outsourcing certain HR tasks can provide businesses with a number of benefits including cost savings, access to specialised expertise, and more time for other important activities within their organisation. When considering which tasks should be outsourced, it’s important to consider factors such as cost, expertise & experience, security & privacy measures, and service level agreements before making a decision on which provider is best suited for your needs

Harwood HR has a team of experts that can help your business with compliance. Contact us today to learn more about how we can help take your HR department to the next level.

In today’s business world, health and safety have become critical priorities for companies of all sizes. Ensuring the safety and well-being of employees is a legal and moral obligation that can secure a company’s reputation and be a vital contributor to its success. And that’s where outsourced HR comes into play. HR health and safety support services can help businesses create comprehensive health and safety policies and training programmes to ensure the well-being of employees. It is important to have a robust HR health and safety programme in place to minimise workplace accidents and preventable illnesses. HR and management teams can help promote health and well-being theories that directly impact the state of mental health. In this blog post, we will explore how HR plays an important role in ensuring health and safety in the workplace.

Creating a Safe Work Environment

One of the primary roles of HR health and safety support services is to create a safe working environment. HR professionals work closely with management teams to establish policies and practices that help prevent workplace accidents and injuries. For instance, HR can provide support in conducting safety audits and inspections, identifying hazardous areas, and developing emergency response plans. These measures are necessary to prevent employees from getting hurt on the job.

Providing Adequate Training

Providing adequate training is another essential element of an effective HR health and safety programme. HR support services can help businesses create training programmes that cover a wide range of health and safety topics, such as accident prevention, first aid procedures, personal protective equipment (PPE), and ergonomic best practices. These training programmes aim to educate employees on the importance of health and safety and how to avoid potential hazards in the workplace.

Complying with Health and Safety Regulations

The broadest health and safety regulation is the Health and Safety at Work Act (HASAWA) 1974 in which employers are obliged to ensure, as far as is feasible, the health, safety and welfare of their employees at work. This establishes a ‘duty of care’ that all employers have. One way in which a business can support employers in the duty of care is an Employee Assistance Programme (EAP). These beneficial support services cover many topics that may otherwise damage an employee’s health and wellbeing such as debt counselling, stress therapy or bereavement.

EAPs offer employees a confidential support service where they can access mental health and emotional support, amongst other things. EAP services are designed to support employees who may be struggling with personal challenges that may affect their health and safety in the workplace. HR professionals can help businesses understand these regulations and implement appropriate policies and practices to comply with them.

Supporting Health and Safety Initiatives

Such HR services provide ongoing support in the implementation of health and safety policies and initiatives. These initiatives can include promoting healthy work practices, such as proper nutrition and exercise, monitoring employee health, and providing access to counselling and other mental health resources when needed. HR professionals can work closely with management teams to create a culture of health and safety in the workplace. HR support also provides safety training that educates employees on the best practices when it comes to workplace safety. Employees are taught how to stay safe in their work environment and how to identify the signs of a potential threat to their health and safety.

Reducing the Risk of Legal Liability

A critical role of HR is conducting risk assessments in the workplace. HR monitors potential safety hazards and identifies areas of risk. They conduct risk assessments to determine any risks that employees may encounter while fulfilling their job responsibilities and suggest changes to how tasks are carried out to minimise these risks. Implementing a robust HR health and safety support service can significantly reduce the risk of legal liability for a business. If an employee is injured or becomes ill as a result of a workplace hazard, the business may be held responsible. However, with proper training and policies in place, a business can minimise the risk of accidents or illnesses occurring, which can, in turn, reduce the risk of legal liability.

Develop and Implement Safety Policies

Developing and implementing safety policies and procedures that are aligned with the relevant health and safety legislation ensures that your organisation complies with its duties. HR also works with teams across the organisation to ensure that safety policies are understood, well-communicated, and effectively enforced.

Facilitates Communication and Support

HR plays a vital role in creating an open and supportive culture in the workplace. They need to facilitate communication and support both amongst employees and between employees and HR. Employees need to feel comfortable coming forward with any concerns they have regarding their health and safety, and HR needs to be responsive to these concerns. A culture of open communication and support helps employees feel heard and understood and ensures that any problems are addressed promptly and adequately.

How To Take Care of Workplace Health and Safety For Your Business?

Health and safety support services are crucial to any business, regardless of size or structure. Outsourcing HR health and safety support services creates a safe and healthy work environment for employees by providing adequate training, complying with relevant regulations, supporting initiatives, and reducing the risk of legal liability. Having a strong HR health and safety programme in place is critical for the well-being of employees and the success of any business.  So, if you are a business owner, make sure to invest in your HR health and safety programme with Harwood HR Solutions today to ensure a safe and secure work environment for your employees.

As a business owner, you have enough on your plate—from meeting client demands to handling administrative duties and managing finances. The last thing any business owner wants to add to your list is dealing with human resource management challenges. Small and medium-sized businesses often lack the resources to have an entire HR department. This is why it may make sense to hire an HR consultant like Harwood HR Solutions. An HR consultant is a professional who helps businesses with everything from hiring and developing employees to developing benefit packages and creating employment policies. But, before you jump into hiring an HR services firm, it’s crucial to weigh the benefits and drawbacks of outsourcing HR services. Let’s explore the reasons why hiring an HR consultant might be beneficial for your business.

Increased Compliance and Legal Protection

A qualified HR consultant has the knowledge and experience to handle complex HR issues. They can provide guidance and advice on a variety of topics such as employment laws, employee relations, recruitment, and training. Their expertise can help you make informed decisions in all legal aspects that will benefit your business in the long run.

Mitigate Risk

Employment laws and regulations are constantly changing. Failing to comply can result in tribunal claims, fines, and costly penalties. An HR consultant can ensure that your business is following all legal requirements and avoid any potential legal troubles. Additionally, they can mitigate risk by creating policies and procedures that reduce the likelihood of disputes or grievances.

Cost-effective and Saves Time  

Outsourced HR services can save your company valuable time and money. You only pay for the services you need when you need them, such as onboarding, training, or employee relations. By handling redundant HR tasks, such as administration, employee benefits, and regulatory compliance, your staff can focus on core business processes that are essential for growth and profitability. An HR consultant will ensure that your business is running smoothly, so you can focus on growing your business. This can also reduce the need for a full-time HR professional, which can save you a considerable amount in payroll expenses. 

Performance Management At Work

Performance Management is a strategy that focuses on identifying areas of employee improvement and recognizing their strengths. By outsourcing HR services to a consultant, your business can get an expert perspective on performance management. HR consultants possess the knowledge to identify what strategies work and what do not, which will enable your business to implement optimal practices. A consultant will work with your company to create tailor-made performance management plans that fit your requirements and ensure that your employees reach their full potential.

Improve Employee Relations

A dedicated HR consultant can help improve employee relations through effective communication, training, and support. They can work with you to create a positive corporate culture that values feedback, recognition, and growth. This can lead to increased employee satisfaction, retention, and productivity.

Customised Training and Development

Employee training and development policies are essential, but many small to medium-sized businesses neglect them due to a lack of expertise and resources. However, outsourcing HR services to a consultant can help your company obtain these services cost-effectively. A consultant can identify skill gaps, create tailor-made training programs, and provide ongoing support to ensure that your employees grow professionally. Your business can save time, offset costs, and learn best practices for managing employee development.

Advising on the Recruitment Process

Recruitment is one of the most crucial aspects of any business. The process of sourcing, screening, and selecting candidates who fit your organisation’s culture and requirements is essential to your growth. Having a trusted advisor can help in making sure this runs smoothly. An HR consultant can advise on the process of onboarding your new team member to help you make sure the process is well-structured and legally compliant

Flexibility and Scalability

Your business needs will change, and your HR services should change accordingly. Whether you’re hiring for the first time or expanding your workforce, outsourcing to an HR consultant can provide the flexibility you need to adapt to any situation. Unlike in-house HR staff, HR services can be scaled up or down depending on your requirements. They can provide customised solutions that fit your unique requirements, whether it is recruiting new employees, conducting performance evaluations, or implementing employee engagement initiatives.

Should You Hire a Human Resource Consultant or Not?

In conclusion, outsourcing HR services to an HR consultant can provide many benefits for your business. From increased legal protection and flexibility to the ability to focus on core business functions, there are many compelling reasons why you should consider outsourcing your HR needs. By doing so, you can free up valuable resources, streamline HR processes, and gain access to technology and expertise that can help your business thrive. However, before you engage any HR services firm, it is vital to evaluate what you need, your budget, and your goals to ensure that the consultant fits your requirements. To find out how Harwood HR can help your business, contact us today.

 

Know the length of time you may work without an employee contract

When you start a new job, it is important to have an employment contract in place.  In fact, it is now a legal requirement to provide an employment contract by no later than day one of employment. An employment contract outlines the rights and responsibilities of both the employer and employee and can help protect both parties in the event of a dispute. But what happens if you don’t have an employment contract?

The Risks of Not Having an Employment Contract

When you don’t have an employment contract, there are several risks that you may face. Firstly, without a written agreement in place, it can be difficult to prove the terms of your employment. This means that if there is ever a dispute between you and your employer, it will be difficult to prove what was agreed upon. Additionally, without an employment contract, your employer may be able to change your job duties or working conditions without consulting you first. This could leave you feeling powerless and vulnerable in your job. Finally, without a written agreement in place, it can be difficult for either party to terminate the employment relationship without facing legal consequences.

The Benefits of Having an Employment Contract

Having an employment contract in place can provide both employers and employees with peace of mind. For employers, having a written agreement helps ensure that employees understand their rights and responsibilities from the outset. It also helps protect employers from potential legal action should they need to terminate someone’s employment or make changes to their working conditions. For employees, having an employment contract provides clarity on their job duties and working conditions from day one. It also helps protect them from any potential changes made by their employer without consulting them first.

What You Can Do If You Don’t Have an Employment Contract

If you don’t have an employment contract when starting a new job, it is important to ask for one as soon as possible. If your employer refuses to provide one or does not respond to your request, then you must document any verbal agreements that were made regarding your job duties or working conditions. This will help protect both parties should there ever be a dispute down the line. Additionally, if possible try to get any changes made by your employer in writing so that there is proof of what was agreed upon should there ever be a disagreement later on down the line.

Have an Employment Contract In Place

Having an employment contract in place is essential for protecting both employers and employees alike when starting a new job. Without one in place, both parties may face risks such as difficulty proving any verbal agreements made or difficulty terminating the relationship without facing legal consequences later on down the line. Therefore both parties need to ensure they have all agreements documented properly before starting work together so that everyone knows where they stand should any disputes arise later on down the line.

At Harwood HR we are a reliable and experienced company that understands Employment Contracts Law and the importance of proper employment contracts. By having our experts draft and review these documents, both employers and employees can benefit from the peace of mind that comes with clearly stated agreements. Don’t leave your business at risk – trust Harwood HR to protect your interests and ensure a smooth working relationship.

 

The national minimum and living wage are reviewed annually and any changes take place from 1 April. All workers (except those who are genuinely self-employed) are entitled to receive the NMW/NLW. Failing to comply can result in an enforcement notice requiring the employer to pay the difference between what was actually paid and what the worker should have received under the NMW legislation. Further non-compliance could result in the issue of a penalty notice and financial penalties.

The rates from 1 April 2023 will be:

23+ year olds = £10.42
21-22 year olds = £10.18
18-20 year olds = £7.49
16-17 year-olds = £5.28
Apprentices = £5.28 (under 19 or over 19 and in first year of the apprenticeship)

It is important for employers to be aware of important birthdays (as staff may move within pay bands) and must be paid according to the above rates.

Aside to the above there is also a ‘Real Living Wage’. The Living Wage Foundation was created in 2011, launching the UK Living Wage rate and encouraging organisations to pay a higher minimum wage as a benefit for both themselves and staff. Only those who opt-in to the scheme are required to pay the voluntary Living Wage, although other businesses can choose to pay the higher rates.

The current Real Living Wage is £11.95 an hour for London and £10.90 an hour for rest of UK.  Employers committed to this rate have until 14 May 2023 to implement this.  

Other Statutory Pay Rate Increases

Family-friendly payments

It is expected that from 2 April 2023 (exact date yet to be confirmed), statutory maternity, paternity, adoption, shared parental, and parental bereavement pay will increase as per below:

Payments	Current rate	From April 2023
Statutory shared parental pay (ShPP) Statutory rate or 90% of employee’s weekly earnings if this is lower.	£156.66	£172.48
Statutory maternity pay (SMP) First six weeks – 90% of employee’s average weekly earnings. Remaining weeks at the statutory rate or 90% of employee’s weekly earnings if this is lower.	£156.66	£172.48
Statutory adoption pay (SAP) First six weeks – 90% of employee’s average weekly earnings. Remaining weeks at the statutory rate or 90% of employee’s weekly earnings if this is lower.	£156.66	£172.48
Statutory paternity pay (SPP) Statutory rate or 90% of employee’s weekly earnings if this is lower.	£156.66	£172.48
Statutory parental bereavement pay (SPBP) Statutory rate or 90% of employee’s weekly earnings if this is lower.	£156.66	£172.48

 

Statutory sick pay

All employees, irrespective of age, are entitled to claim statutory sick pay as long as they have average earnings of at least £123 per week. SSP will increase as specified below:

Payment	From 6 April 2022	From 6 April 2023
Statutory sick pay	£99.35	£109.40
Lower earnings limit (per week)	£123	£123

 

Changes to fit notes from 1 July 2022

Since 1 July 2022 nurses, occupational therapists, pharmacists, and physiotherapists have been able to sign fit notes, alongside doctors (prior to July 2022, only doctors had been able to sign). To do this, they must be working in a general practice or hospital setting. This means they must be based either in-house at a GP surgery or working within a hospital; those working in chemists or private businesses cannot sign these. 

Legally firing an employee

As a business owner, one of the most challenging parts is conducting employee dismissals. When you terminate an employee’s employment, there are strict guidelines you need to follow except for cases of gross misconduct as laid out in your employee guidelines. In the UK, you need a valid reason for dismissal. If you want to know how to sack an employee legally, this article looks at how best to do so.

Establish a fair reason

The first step is to establish if you have a fair reason for the dismissal. The law states that a valid reason for dismissal involves the employee not doing their job or putting the safety of others at risk.

Unfair reasons include;

• Employees being part of a trade union
• Becoming pregnant or wishing to take maternity/paternity leave
• Taking annual leave
• Being paid national minimum wage
• Part-time or fixed-term working,

Follow your internal policies and processes

All employers need guidelines and rules that they expect employees to follow. These must be laid out to protect both the employer and the employee and set reasonable expectations, including instances that put their jobs at risk, so they know the type of behaviour to avoid. It will also detail your procedure for sacking employees in this instance too.

Issue a warning

Except in cases of gross misconduct, employees must have the chance to discuss what has happened and be allowed to correct their behaviour. This comes in the form of a formal warning. You must have evidence and documentation to prove they breached their contract or went against company policy with their actions. You can decide how many warnings you issue before terminating employment within your company policy.

Keep all documentation

To protect yourself and the employee and avoid being taken to a tribunal, you need to be able to prove everything. Ensuring you keep meticulous records of all instances of contract breaches and unacceptable behaviour is vital, along with any records of meetings, warnings and anything else relating to the incident(s).

Invite the employee to a disciplinary hearing

You can summon the employee to a disciplinary hearing (subject to relevant investigation) if you have reasonable cause. Inform them in writing of the potential outcome of the meeting i.e that they may be issued with a written warning or dismissed. Present the employee with the facts you’ve gathered and explain how they’ve breached their contract or otherwise given you grounds to dismiss them. They must be allowed to defend themselves and discuss what is happening fairly.

Provide the opportunity to appeal the decision

When you dismiss an employee, they must always be given a chance to appeal the decision if this is the outcome. This means allowing them the chance to defend themselves and counterbalance the reason you have sacked them and argue their case.

When dismissing an employee, you need to be meticulous before, during and after the process to ensure that all laws have been followed and the termination was just. For help and support knowing your rights as an employer, Harwood HR Solutions can work with you to provide a range of HR services. Contact us today for more information.

 

Transcript:

Hello folks just a quick update regarding the coronavirus job retention scheme. The update is from the 29th of May 2020.

The main highlights now are that the scheme is actually coming to a close. So it’s closing to new entrants. The scheme will close completely to new entrants from the 30th of June.

Although you can bring staff back and furlough them again. From the 1st of July you’ll only be able to furlough staff who have already been furloughed for at least three weeks prior to the 13th of June.

So basically that means if you calculate it through the last possible date that you can furlough a new entrant to the scheme is the 10th of June.

So if you want to place somebody on the scheme that hasn’t already been on the scheme and isn’t currently on the scheme the latest date to do that is a tenth of June otherwise you can’t furlough anybody else.

The next update is around contribution from employers, so the good news is June and July stays

as is the government is paying 80% of the wages capped at £2500 and it will cover employers NI contributions and pension contributions as is. From August the government is extending that offer of 80% of the wages up to a cap of £2500.

However, the employer you guys, will have to pay for the NI and pension contributions. From September the government will pay 70% of wages up to a cap of £2187. 50 while the employer will need to pay 10 percent of wages plus NI and pension contributions.

And in October the government will pay 60 percent of wages up to a cap of £1875 while the employer will need to pay 20% of the wages plus NI and pension contributions.

Ultimately, the staff member will receive 80 percent of their. salary for the period of time they are furloughed.

The next piece of good news is that flexible furlough is arriving. Okay, and what it means is from the 1st of July 2020 you will be able to bring employees back on a part-time basis.

So ultimately if you have an employee who works five work days a week, you can bring them back for two days a week. If you bring them back for two days a week you have to pay them at 100% of their salary, but if they are then furloughed for three days of the remainder of the week you can claim 80% of their salary in accordance with the contributions that we just just read out.

So that obviously will decrease when you get into September, October. The scheme is ending completely on the 31st of October 2020. So we’ve got a huge extension here to the 31st of October 2020.

I will still encourage everybody to try and be proactive, everybody to try and understand what sort of business they require in the longer term, start making your changes, start making your decisions.

However, the coronavirus job retention scheme is also there to allow you to not make rash decisions with things as a lot of companies going out there making decisions too quickly. they’re going back out into the marketplace, open the doors and realising actually they’re busy than they thought they were going to be.

So whilst it’s key to be proactive, whilst you need to make decisions quickly, there’s a balance. If you need any support at all with anything to do with this whole process then please contact us.

There’s a link below that I’ll add if you click on that link, you can download a free return-to-work toolkit from ourselves, which is really useful, and again we will offer you a free consultation if you need any support.

Thank you very much. Good luck out there and speak soon.

Thank you. Bye.

I find it hard to comprehend when people say that they simply ‘don’t get nervous’ when presenting ideas to their colleagues or peers. The idea of standing up and spilling your heart and soul in front of others readily and eagerly for their judgement personally makes me feel slightly vulnerable. I had an assessed presentation today and whilst my nervous brain would have me believe that if I say a single word wrong, my whole career would go down the toilet, I had to keep reminding myself that this was not the case.

Regardless, this then caused numerous bodily reactions that were less than welcome; nervous sweating, fidgeting, general nausea and saying, “it’s hot in here isn’t it?” whilst fanning myself profusely with my hands… When I have to publicly speak my mouth is either too wet or too dry and my voice is accelerated like I’m somehow in a race with myself. However; when walking into the presentation room, it was ‘game face’ time and I got through it! (Yay). Being prepared along with knowing and believing in what I was saying was key. I also recently learnt some tips to help control my nerves… (tried and tested, here they are…)

If you are presenting in a group, be the ‘clicker’; (be the person to click the mouse onto the next slide). Then you will be concentrating on the little cue’s your team mates are giving you to change the slide which means less time spent panicking.

Lean on something; if there is a table or a wall you can lean on, lean into it slightly and put pressure where you’re leaning. It will help to steady you and stop you from shaking (sounds crazy but it genuinely works). If there is a lectern, even better!

Engage with your surroundings; ensuring that you ‘own the room’ and using the space you have been given will help you to focus and not fidget. You are allowed to move around (unless stated otherwise)!

Accept that it is natural to be nervous; nerves are normal! It just means that you want to do well.

Smile; easier said than done, but smiling helps you ‘fake it until you make it’ with your audience, making them more engaged in what you are saying.

I hope they help!

There has, unsurprisingly, been a rise in the number of claims since the abolition of fees for employees bringing their cases to Employment Tribunals.

Setting the right culture and having the right foundations in place is critical to preventing any employee from feeling the need to raise a claim.  As an employer, there are a number of simple steps that you can take to prevent claims from arising.

Here are a few simple steps you can take:

• Make sure that all your employees have a contract of employment– It is a legal requirement to provide a written statement of terms. These terms should be clear and concise to avoid confusion around the conditions on which they are employed and held to.  By the way this is two way!
• Be a reasonable leader– This doesn’t mean be a walk over. Simply be reasonable and consistent. Most employees leave managers and not Companies. Employees don’t expect perfection; but they should expect to be treated fairly and consistently.
• Make sure your Company handles grievances effectively– The majority of employment tribunals should have been resolved by holding an effective grievance hearing.
• Call Harwood HR Solutions for support– The worst thing you can do in the event of an issue with an employee, is to try and muddle through yourself without seeking specialist advice.  It’s not always as straight forward as it initially seems.