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

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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.

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.

Moving premises - checklist

Moving premises can be highly disruptive. It's important to plan the move so you can resume work with a minimum of fuss and time lost. Here's what to consider

  • Start planning well in advance - at least six months before the move if possible. Plan to move during a quiet period with no other major disruptions.
  • Create a small move team, with a nominated move co-ordinator in charge who can delegate specific tasks to other team members.
  • Create a business-as-usual team to maintain customer service and key operations during the move. Make contingency plans in case of unexpected problems.
  • Involve a removal contractor from an early stage and confirm exactly what they will do; check that they have suitable insurance.
  • Arrange any specialist help needed for relocating and reconfiguring IT and telecoms systems (and any other complex equipment).
  • Prepare an outline programme to control the move and identify the lead time for each task, set target completion dates, and allocate responsibility.
  • Progress and complete legal transactions to dispose of the old premises, make any reparations and acquire the new premises; arrange any permissions required.
  • Give suppliers, customers, the authorities and other contacts advance notice of your change of address; use it as a marketing opportunity.
  • Organise updated stationery and marketing materials. Don't forget to update your website too.
  • Arrange to transfer and terminate services and utilities, including phone lines and broadband. Redirect mail and phone calls. If necessary, arrange new local suppliers.
  • Notify your insurers of the move to ensure continuity of cover.
  • Prepare a detailed plan of your new premises; arrange any alterations, cabling, decoration and so on.
  • Label everything to be moved, with a code showing where it will go in the new premises; clear out and dispose of unnecessary clutter.
  • Involve, consult and update employees throughout the moving phase. Consider how any relocation will affect them and what their contractual rights are.
  • Keep a back-up of your IT system and a copy of the contact details for all suppliers, customers and employees in case of any problems in getting your system back up and running.

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