Why do I need an employee handbook?
A robust employee handbook can help defend costly tribunal claims and is also a point of reference for employees regarding policies and procedures.
A robust employee handbook can help defend costly tribunal claims and is also a point of reference for employees regarding policies and procedures.
Employee handbook is not mandatory however it is highly recommended and best practice.
Yes. If an employee has been working for a period of time with no contract of employment it is important to ensure when they are issued with a contract that the terms of the contract do not differ from their [...]
The key terms of the employee’s employment which are legally required to be given to the employee by the employer in writing.
Yes. It is a legal requirement that an employee receives written terms and conditions of their employment.
Typically a ‘live’ warning should only be live for a set period. For example, a period of 6 months is suitable for a first written warning, with 12 months being more appropriate for a final written warning.
Typically it is best to ‘use the carrot and not the stick’, meaning to encourage your employees rather than to be overly harsh or authoritarian. Being too harsh with employees often leads to them becoming disillusioned and disgruntled, and this [...]
The procedure taken depends on the nature of the poor performances. For example, if the employee is not meeting production targets despite their best efforts, a capability procedure is necessary. However, if the employee has the ability to improve but [...]
Employees work best when they are working with clearly outlined basic standards, expectations and targets to work towards. The clearer these factors are, the more productive an employee is likely to be.