What could you do with less stress and more hours in your day?
As the owner of a small business there will be occasions when you need extra help managing your employees.
Outsourcing some of your HR responsibilities to a qualified HR professional can help you to concentrate on what you do best – leading your small business to achieve positive results.
If you are a business owner, time is your most precious resource. You are busy growing your business and every second counts. Sometimes you are pulled in so many different directions you feel like you are not giving some activities your full attention. That’s when pieces of your business fall through the cracks, causing you even more stress!
As a business owner your primary concern will be revenue generating activities and deciding how to structure your business, then recruiting the right people into the right jobs at the right time are intensive time consuming tasks that take you away from running your business. It doesn’t stop there though as once you start employing people you not only have to keep on top of new employment legislation but you have to decide how to correctly interpret that legislation in the day to day operations of your business!
Whether you employ one person or 100 you will come up against employee issues. If you are the HR hat wearer in your business but have no formal HR training then you will no doubt be spending a significant amount of your time fire fighting employee issues and worrying about the decisions you have to make.
If you are spending a significant proportion of your time on non-revenue generating activities such as HR Management then it may be time to consider outsourcing part or all of your HR responsibilities to an expert so that you can focus on your core business activities.
I practice what I preach! As the owner of a small business myself I focus on the work that I am passionate about and outsource all the other stuff that I’m not so keen on.
Legislation News and HR Top Tips
|Latest Legislation News||Top Tips for Managers of People||Latest Tribunal Decisions|
|Contracts of Employment||Coronavirus Update For Employers||Holiday Entitlement and Pay for Term-time Only Workers|
From 6 April 2020 all employees and workers will have a day one right to a receive a contract of employment, not within two months which is the current requirement.
In addition, the ability to provide certain information by reference to other documents will be removed and a number of items have been added to the list of clauses which are essential for inclusion within the Section 1 Statements.
The Government have made changes to employment legislation to help employers manage their people through the Coronavirus pandemic: employees are eligible for Statutory Sick Pay from day one of absence rather than day four, they are also eligible to carry over accrued holidaye entitlement where they have been unable to use the entitlement due to the Coronavirus pandemic.
My guidance explains the Coronavirus Job Retention Scheme and Furlough, as well as what options employees have for taking time off work and what options you have if you experience a downturn in work.
Should holiday entitlement and pay for ‘part-year’ workers (e.g. Term-time Only Workers) be calculated on a pro rata basis?
No, held the Court of Appeal in The Harpur Trust v Brazel.
The Court of Appeal said that these workers must receive at least 5.6 weeks holiday entitlement even if they only work part of the year.
By outsourcing your HR responsibilities to me you will be free to manage your business.