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When you will need to take on staff.
Investing in people is a positive step towards growth and you will want to ensure that the people you appoint, train and develop will become valuable assets to your business. Taking the time to consider the employment law implications before you make this investment will help you avoid potential pitfalls and maximise your return. Some of the points to consider are:
Why are you taking on staff?
Do you need to service a new contract? Are you anticipating seasonal demand for a particular product or service? Do you require holiday cover? The answers to these questions will affect what type of worker you require.
Types of worker
A permanent employee is employed under an open-ended contract of employment which can be ended by either party serving notice. They may be full-time or part-time.
A fixed-term employee has a contract of employment which will terminate after a specified length of time or once a specified project has been completed.
Temporary staff may be supplied by a job agency but you will still owe some legal obligations to the worker.
The recruitment process itself can expose you to some legal risk but there is also a wider value in getting the process right so the employment relationship starts on the right foot.
Some things to consider are: how will you draft your advertisement? Where will you advertise? Do you intend to recruit foreign workers? What questions do you ask on your application form? Who will interview the candidates? How will you decide who is successful? What allowances will you make for disabled applicants?
Practical steps to take
If you become an employer there are steps you have to take to ensure you are legally compliant. Some of the following only apply after you have employed someone for a specified period of time. This list is not exhaustive and if in doubt always seek our professional advice.
There are other steps you can take which will help to prevent disputes arising in the workplace and get the most out of your employees:
As more employment related legislation is enacted there are more potential pitfalls for employers. However, as the saying goes, prevention is better than cure, and taking some time to plan for your employment law obligations when you begin hiring staff will help protect your business in the long term.