When running a small business it can pay to be well informed in terms of current employment law legislation and what your responsibilities as an employer are. Gaps in your knowledge regarding employment law could lead to costly litigation, which in turn could put your business at risk.
To make sure you stay on top of your employment law responsibilities, follow these below tips from employment law specialists Sayse Services.
#1 – Always provide written terms and conditions of employment to new employees within 2 months of their employment commencing.
#2 – Familiarise yourself with the Equality Act 2010 and the equal pay provisions – a correct job evaluation assessment will ensure you are not underpaying female workers. If avoided, employers can be forced to pay the difference in wages if a male in the same job is paid more than a female. These claims can be backdated up to 6 years so damages can become quite substantial.
#3 – Also get familiar with the discrimination provisions within the Equality Act 2010, as compensation for these cases is unlimited and can be very high.
#4 – Familiarise yourself with the ACAS code of Practice for disciplinary procedures – this outlines the correct procedures to follow when dealing with any employee disciplinary issues. Failure to adhere to the guidelines could go against an employer if the employee lodges an Employment Tribunal – which then has the authority to award an extra 25% compensation.
#5 – Always take complaints from employees seriously and investigate them thoroughly, as the employer is vicariously liable for the acts of other employees at work (meaning the employer is legally liable for the acts of his employees).
#6 – Be mindful when you are advertising for staff and interviewing not to discriminate potential workers. Although some job positions will genuinely require a certain person to do a particular job, either a male or female, if that is the case, make sure that it is an ‘occupational requirement’ and familiarise yourself with this provision in the Equality Act 2010 or it could constitute unlawful discrimination.
#7 – As an employer you have a duty to make reasonable adjustments for that disabled person in work. Disability in law can have a broader meaning, so you might not think that a member of staff has a disability, it is enough in law to have constructive knowledge that they do. In this case, always try to accommodate the employee as best you can, taking into account the resources you have. This could include, letting an employee who has a back injury do light duties until the injury has healed.