Planning who you need in the business is crucial.
Straightforward questions like:-
Can we afford to employ staff?
Number of staff?
For how long?
Can really will impact your bottom line if staff are not productive or are working excessive hours and attracting overtime payments.
Depending on the type of role you are looking to fill, thinking about the type of contract which should be put in place is vital.
Prior to entering into discussions regarding the contractual terms, (so before you have even interviewed….!), employers need to consider if they are looking to recruit a permanent or temporary employee.
Full time, part time, annualised or zero hour working,.
And whether there is anything about the role which may require a bespoke contract, for example, if you are recruiting an apprentice.
Considering your current staff and their contractual terms should also be considered within this process.
Examples of this might be:-
- Are you paying the going rate/national living wage as an example?
- Are you being fair to staff and paying equal pay for equal work carried out?
Lastly, legislation changes and is updated regularly as case law is agreed.
Content of your contract is also an area that must be reviewed to ensure you are compliant.
As an example holiday payments are now calculated on a 52 week average and not 12 week.
And does your contract reflect this?
Contracts do not have to be cumbersome, but they do have to be compliant – if you need support I have over 20 years of HR experience you can tap into to ensure what you issue is fit for your business.
Until then all the best!
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