Practical employment law information to support your business, from Clover HR

Recruitment and employment contracts

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

Pay and pensions

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

Employment policies

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

Sickness and sick pay

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

Maternity, paternity and adoption

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

Discrimination

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

Managing home workers, remote workers, lone workers

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

Information and consultation

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

Discipline and grievance

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

Dismissals and redundancies

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

Employment tribunals

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

Dealing with an accident - checklist

There are a number of simple measures you can take to help minimise the chances of an accident happening - and the implications in the event that one does.

Be prepared. Do not assume accidents will not happen.
Carry out a risk assessment to identify the risks you face and to determine what first-aid provisions you will require.
Talk to your staff about safety issues. Their feedback will help make your workplace safer.
Consider whether your first-aid arrangements should cover anyone not employed by you: for example, members of the public on your premises.
Assess whether you are required to appoint a designated first aider - this is more likely if you use machinery or hazardous materials. If not, you will need to nominate an 'appointed person'. The appointed person's role is to ensure you have a suitably stocked first aid kit and to call the emergency services in the event of an accident, incident or illness.
Arrange suitable training for your designated first aider or appointed person and emergency cover in case your designated first-aider or appointed person is away. Appointed persons must not give any first-aid assistance for which they are not trained.
Provide basic first aid equipment in line with the law - such as sterile plasters and bandages. Use appropriate first-aid signage to indicate where the first-aid box is kept or where your first-aid room is.
Inform employees about your first aid arrangements. Display health and safety information, provide any necessary training and promote a better workplace by getting everyone involved.
Implement a written health and safety policy and record the findings of your risk assessment. By law, all employers with five or more employees must have a written policy but a written policy can help you manage your health and safety if you have fewer than five employees.
Act quickly in the event of an incident and make any dangerous conditions safe if there is an accident or someone is injured or falls ill at work.
Call the emergency services, if required. Treat minor injuries (if suitably trained) and wait for proper medical help.
Report any serious injuries, illnesses and incidents to the Health and Safety Executive (HSE) Incident Contact Centre in line with your obligations under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).
Keep records of any serious injuries and incidents. This is a legal requirement and the information must include the time, date and brief description of what happened.
Stay up to date with legislation changes to remain compliant. Don't forget to review your health and safety policy if you adopt new work practices or take on new people.