{"id":3167,"date":"2016-07-08T12:02:18","date_gmt":"2016-07-08T11:02:18","guid":{"rendered":"http:\/\/sjbealehrconsult.co.uk\/blog\/?p=3167"},"modified":"2016-07-08T12:02:18","modified_gmt":"2016-07-08T11:02:18","slug":"when-should-you-bring-in-hr-assistance-for-your-business","status":"publish","type":"post","link":"https:\/\/sjbealehrconsult.co.uk\/blog\/when-should-you-bring-in-hr-assistance-for-your-business\/","title":{"rendered":"When Should You Bring In HR Assistance For Your Business?"},"content":{"rendered":"<p><strong>Outdated or non existent employment contract and employee handbook<\/strong><\/p>\n<p>This is one of the main reasons I am contacted by small and medium sized businesses.\u00a0 It is quite easy for existing documents to get out of date as the employment law changes frequently.\u00a0 Despite the implementation of the Employment Rights Act 1996 that requires an employer to provide a new employee with employment terms and conditions (contract) within eight weeks of starting employment, many business still do not do so.\u00a0 Failure to provide this document can lead to compensation equivalent to up to four weeks pay in an employment tribunal.\u00a0 An employee handbook sets out the guidelines and rules that all employees have to adhere to and should be drafted in accordance with current employment law. \u00a0Outdated policies could lead to wrong actions being taken against an employee and a possible employment tribunal.<\/p>\n<p><strong>Lack of understanding with employment law<\/strong><\/p>\n<p>Since the 1990s there has been a steady stream of laws related to employment that have been implemented in the UK.\u00a0 Employee issues such as disability, pregnancy, discrimination, health and safety and pay can be complex to deal with.\u00a0 Many laws now contradict one another and it takes an employment law specialist to unpick the essentials for any given employee situation.\u00a0 The cost of failing to understand current employment law could lead to an employment tribunal.<\/p>\n<p><strong>A disciplinary matter needs urgent attention \u00a0<\/strong><\/p>\n<p>From time to time a serious situation may occur in the workplace and it is important that, even if it is minor, that it is dealt with quickly.\u00a0 Certainly in agross misconduct situation it is often essential to suspend \u00a0an employee or employees as soon as possible whilst a thorough investigation takes place.\u00a0 Time is of the essence to ensure that any important evidence is not hidden or destroyed.\u00a0 It is important to take urgent advice where you feel you are lacking experience of how to adequately handle these matters.<\/p>\n<p><strong>An employee is not performing well<\/strong><\/p>\n<p>So many businesses have under performing employees that they fail to deal with.\u00a0 Unfortunately this can impact on profits and employee morale.\u00a0 It is not nice for fellow employees to see a poorly performing colleague not being dealt with by management.\u00a0 The matter should be dealt with in a structured legal framework \u00a0to try and get the employee back on track.\u00a0 It can be time consuming to deal with but ultimately the employee can be fairly dismissed if a performance management process fails.<\/p>\n<p><strong>You have no time to deal with employee matters \u00a0<\/strong><\/p>\n<p>Dealing with employee issues can be very time consuming.\u00a0 With a problematic employee you have to meet with them and keep a paper trail of what you have done to try and manage the situation.\u00a0 Most business owners prefer to keep their focus on the business which is time consuming enough without have to deal with problematic employees which is where HR can help.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Outdated or non existent employment contract and employee handbook This is one of the main reasons I am contacted by small and medium sized businesses.\u00a0 It is quite easy for existing documents to get out of date as the employment law changes frequently.\u00a0 Despite the implementation of the Employment Rights Act 1996 that requires an [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[356,129,331,355,51,128,1],"tags":[565,566],"class_list":["post-3167","post","type-post","status-publish","format-standard","hentry","category-hr","category-hr-advice","category-hr-consultancy","category-hr-management","category-hr-problems","category-hr-support","category-uncategorized","tag-hr-assistance","tag-hr-support"],"aioseo_notices":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>When Should You Bring In HR Assistance For Your Business?<\/title>\n<meta name=\"description\" content=\"When Should You Bring In HR Assistance For Your Business?\" \/>\n<meta name=\"robots\" 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