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Setting up a business involves complying with a range of legal requirements. Find out which ones apply to you and your new enterprise.

Every business needs to be aware of its obligations under minimum wage and equal pay laws, as well as recent pensions auto-enrolment changes.

What particular regulations do specific types of business (such as a hotel, or a printer, or a taxi firm) need to follow? We explain some of the key legal issues to consider for 200 types of business.

While poor governance can bring serious legal consequences, the law can also protect business owners and managers and help to prevent conflict.

You must comply with legal restrictions on employees' working hours and time off, or risk claims, enforcement action and even prosecution.

The right employment policies are an essential part of effective staff management. Make sure any policy is clear and well communicated to employees.

Whether you want to raise finance, join forces with someone else, buy or sell a business, it pays to be aware of the legal implications.

While sick employees need to be treated fairly, you need to ensure that 'sickness' is not being used as cover for unauthorised absence.

Marketing matters. Marketing drives sales for businesses of all sizes by ensuring that customers think of their brand when they want to buy.

Most pregnant employees are entitled to maternity leave and maternity pay, while new fathers are entitled to paternity leave and paternity pay.

Commercial disputes can prove time-consuming, stressful and expensive, but having robust legal agreements can help to prevent them from occurring.

As well as undermining morale, illegal discrimination can lead to workplace grievances. Employee discrimination is covered by the Equality Act 2010.

Whether your business owns or rents premises, your legal liabilities can be substantial. Commercial property law is complex, but you can avoid common pitfalls.

Home, remote and lone workers are becoming increasingly commonplace. Key issues include communication and how to manage and motivate people remotely.

With information and sound advice, living up to your legal responsibilities to safeguard your employees, customers and visitors need not be difficult or costly.

The right approach to consulting with and providing information to your employees can improve employee motivation and performance.

As information technology continues to evolve, legislation must also change. It affects everything from data protection and online selling to internet policies for employees.

Disciplinary and grievance issues can be a major burden to employers. Putting in place and following the right procedures is essential.

Following the right dismissal and redundancy procedures helps protect your business and minimise the risk of a legal dispute at tribunal.

Intellectual property (IP) isn't solely relevant to larger businesses or those involved in developing innovative new products: all products have IP.

Employment tribunal claims are a worrying prospect for any employer. A tribunal case is a no-win situation – even if the claim is unjustified.

Knowing how and when you plan to sell or relinquish control of your business can help you to make better decisions and achieve the best possible outcome.

From bereavement, wills, inheritance, separation and divorce to selling a house, personal injury and traffic offences, learn more about your personal legal rights.

Employers urged to tackle unhealthy working habits

27 April 2021

The "always on" culture means that many employees work outside of their contracted hours or when they are ill, according to a new report on wellbeing at work.

The latest Health and Wellbeing at Work survey conducted by the Chartered Institute of Personnel and Development (CIPD) and Simply Health has found that 77% of employers say they have observed presenteeism - people working when unwell - in employees who are working from home in the past year. This is slightly higher than levels of presenteeism in employees attending the workplace (75%).

The survey of 668 HR professionals, representing 2.7 million employees, also found that leaveism - working outside of contracted hours or using annual leave to work or when ill - is an issue for 70% of employers polled.

What's more, the vast majority (82%) of employers are concerned about the impact of COVID-19 on employees' mental health. As a result, over half of organisations have increased employee wellbeing support or benefits, while just over a third are focusing more on providing virtual health services. However, the research reveals that over two-fifths experiencing presenteeism (43%) and leaveism (47%) aren't taking any action.

These findings suggest that many organisations haven't taken any steps to combat the risks of an "always on" culture during the pandemic. Boundaries between work and home life have become increasingly blurred for many people working from home, making it difficult for people to switch off.

Rachel Suff, senior policy adviser, employment relations at the CIPD, said: "The COVID-19 pandemic has put a huge strain on employers and individuals. Employers should take a strategic and preventative approach to wellbeing in order to tackle work-related stress and unhealthy behaviour like presenteeism and leaveism and this must be role modelled by those in senior positions. They should also recognise the important role that line managers play in supporting individuals with their health and wellbeing. Managers should be equipped with the appropriate training, support and guidance needed to do this effectively."

The report identifies three key areas for improvement:

  • Line managers need the right training, knowledge and skills to support people's health effectively;
  • Employers need to take a more strategic approach to enhance wellbeing, prevent ill health and support people when they become unwell;
  • Organisations must increase investment in wellbeing - just 26% said their allocated budget for wellbeing benefits has increased as a consequence of the pandemic.

Written by Rachel Miller.

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