Need a helping hand with your HR queries? We’ve got you covered with our HR frequently asked questions (FAQs) for business owners! Have a question not answered here? Just get in touch with us here.
What is the minimum notice period I need to provide employees during redundancy?
The minimum notice period depends on the employee’s length of service:
– Less than 2 years: 1 week
– 2-12 years: 1 week for every complete year of service
– 12+ years: 12 weeks
Consulting with a Haus of HR expert ensures compliance and helps you handle redundancies with care and fairness.
How do I ensure I’m compliant with UK employment law when hiring?
Key steps include:
– Conducting right-to-work checks.
– Providing a written employment contract prior to or on the start date.
– Adhering to the Equality Act 2010 to prevent discrimination.
The Haus of HR team can undertake a complimentary audit of your recruitment process to make sure it’s legally compliant and inclusive.
Can I dismiss an employee during their probation period without risk?
While probation periods allow for flexibility, the dismissal must still adhere to employment law. Avoid dismissing for discriminatory reasons, and ensure you provide fair notice (usually outlined in their contract).
A Haus of HR expert can offer tailored advice to protect your business and maintain professionalism.
What should I do if I suspect an employee is misusing sick leave?
Handle this delicately by:
– Requesting a fit note if the absence exceeds 7 days.
– Conducting a return-to-work interview.
– Maintaining clear records of absences.
If misuse is confirmed, disciplinary action may be necessary. A Haus of HR expert can guide you through the process to ensure fairness and legal compliance.
What are the legal requirements for handling employee grievances?
Under UK employment law, employers must:
• Have a written grievance policy in place.
• Acknowledge and investigate the grievance promptly.
• Allow the employee to bring a companion to formal grievance meetings.
• Follow ACAS guidelines for fair resolution.
Handling grievances poorly can lead to legal disputes, so having expert HR support is crucial.
How do I manage an employee’s request for flexible working?
As of 2024, all employees in the UK have the right to request flexible working from day one of their employment. As an employer, you must:
• Accept the request unless there’s a genuine business reason not to
• Consult the employee before making a decision – unless you accept it in full
• Make a final decision, including any appeal, within 2 months
• Handle the request fairly and reasonably
Refusing a request unfairly could lead to discrimination claims. Need help managing flexible working requests? Our Haus of HR experts can guide you through the process to ensure compliance and fairness.
Do I need to provide written employment contracts?
Yes, under UK law, employers must provide a written statement of employment particulars by or on the employee’s first day of work. This should include:
- Job title and description.
- Working hours and location.
- Pay, benefits, and leave entitlement.
- Disciplinary and grievance procedures.
Our team can draft contracts tailored to your business to ensure full compliance.
How do I handle performance issues while staying legally compliant?
To manage underperformance fairly:
- Set clear expectations and provide regular feedback.
- Offer training or support to address gaps.
- Follow a formal process if performance doesn’t improve, including documented warnings and action plans.
A structured approach reduces the risk of unfair dismissal claims. Need help creating a robust performance management system? We’re here to assist.
Can I require employees to work overtime, and how should it be paid?
Overtime must be outlined in the employment contract. Key points include:
- Compulsory overtime: Must be reasonable and comply with the Working Time Regulations (maximum 48-hour work week unless opted out).
- Pay: Employees must receive at least the National Minimum Wage for all hours worked, including overtime.
Need help drafting or reviewing contracts to address overtime? Let us assist..
How do I handle workplace discrimination claims?
Under the Equality Act 2010, you must take all reasonable steps to prevent discrimination based on protected characteristics (e.g., age, gender, race, disability). If a claim arises:
- Investigate promptly and fairly.
- Offer support to those affected.
- Implement or reinforce anti-discrimination policies.
We can help you create inclusive workplace policies and resolve disputes professionally.