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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.

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.

Inducting new employees - checklist

Our step-by step guide to inducting new employees into your business, providing everything they need and helping them feel settled.

  • Review the new recruit's job description, CV or application form and interview notes; identify key training needs.
  • Prioritise: break down the induction plan into the immediate basics, then getting the employee started on useful work, and finally further development.
  • Set an induction timetable, typically spread over the first month.
  • Inform team members of the new recruit's start date and role, and resolve any potential conflicts.
  • Appoint a mentor or key contact for the employee to provide informal support. Consider what part other team members may play in the induction process (eg explaining particular activities).
  • Prepare a workspace and organise essential equipment - for example, a desk and chair, computer, phone and stationery.
  • Set up the employee's computer, passwords, phone and email; show the recruit how your communication systems work.
  • Introduce the new recruit to the rest of the team.
  • Show the recruit basic facilities (eg toilets, coffee machine). Provide a company handbook detailing any other information which will help the employee settle in; explain fire and health and safety procedures.
  • Provide background information on the business, including products, services, key customers, business culture and strategic objectives.
  • Provide basic HR information (eg pay, holiday arrangements).
  • Clarify the recruit's role and key objectives, and the standards you expect.
  • Communicate policies and procedures; make them all available, but focus initial training efforts on the most urgent and important (eg safety).
  • Use a mix of training methods. Focus on hands-on activities, or at least observation of activities, rather than just providing instruction manuals.
  • Involve the recruit in real work (with appropriate supervision) as soon as possible; identify opportunities for early successes.
  • Confirm understanding at every stage, particularly of written information.
  • Hold frequent informal progress reviews - perhaps on a daily basis for the first week, then weekly for a month; encourage discussion.
  • Modify your plans in the light of the recruit's progress and feedback.

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