There is a vast amount of employment legislation currently in place. Not only that, but there are always new developments too. We recognise that this places an enormous burden on employers. And it’s important for employers to keep up to date and ensure they are following the correct procedures at all times. Here are our top 8 key facts:
- Employees are entitled to a written statement of employment terms within 8 weeks of starting work. A written statement need not be granted to employees who are only taken on for less than one month.
- It is only possible to change the terms of an employment contract if you have reserved the right to do so or have your employee’s agreement or consent. For any changes that are made, these must be agreed by both parties and confirmed in writing within one month of the change taking effect.
- An employer holds the right to make a job offer subject to successful completion of a probationary period. Three to six months is typical. The period needs to be long enough to allow you to judge whether the employee is able to do the job.
- Workers over the age of 18 are entitled to one day (24 hours) off per week. Younger workers are entitled to work no more than eight hours per day and 40 hours per week. They are not permitted to opt out of these limits, even if they want to.
- Almost all employees with 26 weeks’ continuous service are entitled to request flexible working. This includes both full-time and part-time employees.
Registering as an Employer:
- You must register as an employer with HM Revenue & Customs (HMRC) before your first pay day when you take on your first employee. Furthermore, you must run a payroll and issue employees with a payslip detailing earnings before and after any deductions including tax and National Insurance. Finally, you must report your payroll information to HMRC electronically every time you pay an employee and pay any tax and NI owing.
- When it comes to holiday time, employees are entitled to 5.6 weeks’ paid holiday per year (at least 28 days a year for a full time employee). Part-time workers are entitled to the same holiday on a pro rata basis. The entitlement to holiday starts to accrue from the first day of employment.
- All employers must ‘auto-enrol’ eligible employees into, and contribute towards, a workplace pension. Unless your employees specifically opt out, you will have to provide them with access to a contributory pension and make contributions towards their pension funds.
Are you a small business owner and starting to think about taking on employees for the first time? Read our Quick Guide to the National Minimum and Living Wage to help you get started.