Starting the Employment Journey

  • Recruitment

    Good recruitment is vital for every organisation - finding the right people for the right roles at the right time.
    It ensures that teams have the relevant skills & abilities for current & future needs. Effective resourcing is not just about filling an immediate vacancy but about having an impact on the long-term success of the business.

  • Onboarding

    Induction processes done well will get new employees up to speed & productive quickly.
    It allows you to welcome new employees & build on their positive attitude & enthusiasm for their new job. Having a structured induction process helps improve staff retention.
    Induction should be properly planned & consistent to ensure all new employees are treated fairly.

  • Employment Contracts

    A contract of employment is an agreement between an employer & their employee detailing the terms under which they will work together.
    These express terms will likely be pay, working hours, holiday entitlement and notice periods.
    A contract should ideally be & normally are signed
    but acceptance can be implied by an employee simply attending work.

  • Employee Handbooks

    The Employee Handbook contains the policies & procedures covering areas such as
    - Sickness
    - Holiday
    - Disciplinary Procedures
    - Grievance Procedures
    - Maternity & Paternity
    - Alcohol & Drugs
    - and more
    These set of rules will show how both employees & employer alike should act throughout their relationship.

Employement journey

Managing Employment Issues

  • Investigations

    An investigation is essential to ascertain the facts.
    - Interview all parties & witnesses in a logical order
    - Be open as this will improve communication
    - If a procedure exists, then be sure it is followed
    - Do not delay
    - Plan your meetings & questions
    - Keep concise records of meetings, evidence, & conclusions
    Only a comprehensive investigation will enable an employer to determine if there is a case to answer.

  • Disciplinary & Grievance

    The ACAS Code of Practice states
    - Employers & employees should raise & deal with issues promptly & not unreasonably delay meetings, decisions or confirmation of those decisions.
    - Employers & employees should act consistently.
    - Employers should carry out any necessary investigations, to establish the facts.
    - Employers should inform employees of the basis of the problem & give them an opportunity to put their case in response before making decisions.
    - Employers should allow employees to be accompanied at any formal disciplinary or grievance meeting.
    - Employers should allow an employee to appeal against any formal decision .

  • Sickness Management

    Ignoring absence & not managing employee absences can become one of the most time consuming & biggest hidden cost to your business.

    Businesses should have in place an effective absence management policy & procedure which all employees & managers will sign up to.

    Taking a consistent approach to managing absence will have an enormous impact on reducing absenteeism and unauthorised absence.

  • Occupational Health

    Occupational Health (OH) is about assessing & advising on the effect work might have on an employee's health, & what effect an employee's health might have on their work.

    Good occupational health services are central to the effective management of workplace health by
    - Protecting & promoting the health & well-being of the workforce, hence protecting & enhancing your image & reputation as a good employer.
    - Providing support &early intervention to the process of effective absence management, & improved opportunities for timely rehabilitation.
    - Fulfilling the statutory requirement to have access to 'competent' occupational health advice as part of the organisational arrangements to ensure that the health of staff & others is not adversely affected by their work

HR Procedures

Managing Change

  • Restructuring

    How might your business change in the future?
    Changing circumstances & recently lockdown has meant that many businesses have suffered financial & organisational disruption.
    It may be that you want or need to make permanent changes.
    Remote working, will it become permanent?
    Work patterns may need to change.
    Potential savings on commuting & premises costs?
    All these changes need to be managed correctly, procedure & good communication will make for a better & safe outcome.
    Getting it wrong can be very costly & professional intervention later on may mean starting the process again, so take advice from the outset it’ll save you time and money!

  • Flexible Working Requests

    Most employers will have encountered a Flexible Working Request perhaps without even realising it. The most common tends to be mothers returning after childbirth & asking to change their working pattern.
    The employee
    - must have at least 28 weeks service
    - can only apply every 12 months
    - apply in writing giving full details
    The employer must
    - arrange meetings
    - understand the reasons for the request
    - consider the application & its impact
    - complete the process, including any appeal within 3 months
    Changes are permanent.
    If an employer says "no" thn there are only 8 reasons

HR Procedures


  • GDPR

    The latest data protection laws require that employers have measures in place to protect the personal data they process.

    When referring to organisational measures this means that a business needs to have policies & procedures in place, such as
    - Public Facing Privacy Notices
    - Employee Privacy Notices
    - Data Protection Breach Reporting Procedures
    - Data Protection Policy
    - Subject Access Rights Procedure
    As always, it is important to train employees so that they can uphold the policies put in place by their employer.


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