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Establishing a successful recruitment process and clear written employment contracts for new employees can have a major impact on your business.

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

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.

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

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

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

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

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

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.

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

Is the Government's export target "pie in the sky"?

6 November 2015

Is the Government's export target "pie in the sky"?The Business, Innovation and Skills (BIS) Select Committee has launched an inquiry into UK exports and is assessing the role of UK Trade and Investment (UKTI).

It will examine how the UK can possibly hit the Government's target of £1 trillion exports and 100,000 more companies exporting by 2020.

Iain Wright MP, chair of the committee, said: "Few expect this to be achieved. The secretary of state himself appears to believe the target is pie in the sky and unachievable."

He added: "The persistent trade deficit is a concerning weakness in our economy. Britain has great businesses which don't currently export. In our inquiry, we want to bring forward recommendations which help Government get the support right for British business and work towards this highly ambitious export target."

The role of the UKTI will also be scrutinised, Wright said. "The Government's lack of belief in their own export goal appears to be borne out by the plight of the UKTI … which is facing the prospect of a significantly 'downgraded' role. As a committee, we will want to explore whether UKTI is indeed fit for purpose and whether it is proactive in helping British businesses identify and navigate foreign markets."

Commenting on the launch of the enquiry, John Allan, national chairman of the Federation of Small Businesses (FSB), said: "UKTI's personalised support is improving, but we want to see intensified efforts to help small firms overcome barriers to export, such as streamlined paperwork and better guidance and information about new markets. Schemes that work, such as Open to Export, must be protected."

Also this week, John Longworth, director general of the British Chambers of Commerce (BCC), told the BCC International Trade Conference that the UK is 14 years behind on reaching the Government's £1 trillion target. He said: "We have to be honest with ourselves - and acknowledge that, as a country, we are not living up to the national export challenge set by the Prime Minister back in 2012."

Written submissions to the Select Committee can be sent online via the inquiry webpage. The closing date is 11 December 2015.

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