For Start-Ups and businesses recruiting their first employee’s. Be legally compliant from day one.
Recruiting and managing employee’s can be really daunting especially if you have never managed anyone before. You started your business because you love what you do, and now suddenly you are in a position where you need to employ people to sustain your business growth. Whilst this is a really exciting prospect, there are a lot of things to consider and information to be provided to the new starter, to ensure that you are legally compliant.
What do i need to provide, and when do i need to provide it?
The law says that you must provide the employee with a written statement including the following information on or before Day 1 of employment. There are a couple of exceptions, where you are provided with a 2 month period to provide certain information.
- The employer’s name
- The employee or worker’s name
- The start date (the day the employee or worker starts work)
- The date that ‘continuous employment’ (working for the same employer without a significant break) started for an employee
- Job title, or a brief description of the job
- The employer’s address
- The places or addresses where the employee or worker will work
- Pay, including how often and when (for example, £1,000 per month, paid on the last Friday of the calendar month)
- Working hours, including which days the employee or worker must work and if and how their hours or days can change
- Holiday and holiday pay, including an explanation of how its calculated if the employee or worker leaves
- The amount of sick leave and pay (if this information is not included in the document, the employer must state where to find it)
- Any other paid leave (if this information is not included in the document, the employer must state where to find it)
- Any other benefits, including non-contractual benefits such as childcare vouchers or company car schemes
- The notice period either side must give when employment ends
- How long the job is expected to last (if it’s temporary or fixed term)
- Any probation period, including its conditions and how long it is
- If the employee will work abroad, and any terms that apply
- Training that must be completed by the employee or worker, including training the employer does not pay for
- Terms that can be provided later
- Employers can provide some terms in instalments.
Instalments do not have to be given at the same time, but must be provided no later than 2 months after the beginning of the employment.
The terms that can be given in instalments are:
- Pension arrangements (if this information is not included in the document, the employer must state where the employee can find it)
- Any terms and conditions that apply to other employees too (known as ‘collective agreements’)
- Details of any training provided by the employer that is not compulsory (if this information is not included in the document, the employer must state where to find it)
- Disciplinary rules and disciplinary and grievance procedures
If the written terms refer to other documents or steps the employer should state:
- What they are
- Where to find them
Other written information the employer should provide
As well as providing written terms (a ‘written statement of employment particulars’) it’s best practice if the employer puts the following in writing, so everyone’s rights and responsibilities are clear:
- The job offer
- How the employee will be paid (for example, pay will go straight into the employee’s bank account)
- The standards of behaviour it expects from its employees and what happens if these are not met (for example, the employer will report any thefts to the police)
What does Pink Phoenix New Business Starter Package include?
- Standard contract of employment or
- Temporary contract of employment
- Written statement of employment particulars incorporated in to the contract
- Offer letter template
- Discipline policy
- Grievance policy
- Health and safety policy
- Privacy notice
- 2 Hours consultancy support via phone or email to be used within the first 3 months on any HR related issues.
All this for just £499.00.