Our HR consultants have many years of HR and employment law experience across a wide range of industry sectors, so there aren't many things we haven't seen before. Listed below are just a few of the common issues we help our clients with. If you can't find what you're looking for, or aren't even sure what you need, just get in touch, as we're confident that we'll be able to help you too.
The employment status for your employees is the type of working arrangement that you have set with them from the outset. This will identify both parties’ legal rights, responsibilities, obligations and the overall expectation. This should be agreed from the outset of the arrangement to avoid any uncertainty. You do not have to have your […]
Absence management is the process in supporting your business through planned or unplanned absence of your workforce. This could include sickness, injury or annual leave. Policies and procedures can be put in place to support your business through the following with notification procedures, payment terms and return to work support. It is important to have […]
Employee engagement is an approach taken by an organisation that results in the right conditions for all employees, allowing them to work to their greatest potential, increasing their commitment to the organisations values and goals, also by motivating employees to contribute to the organisations overall success. Employee engagement is based on trust and the two […]
Performance management is the process to help staff reach business objectives through optimal performance at work. Employees are a key asset to the successful running of your business, so it is important that your team is supported within their role and given the opportunities to develop and achieve results. Staff should be aware of the […]
Dismissal is when the employer terminates the employment relationship against the employee. Dismissal should be a last resort but sometimes it is unavoidable and the relationship must end this way. To comply with legislation and best practice, employers should carry out necessary investigations without unreasonable delay to establish the facts. It is important to manage […]
Downsizing refers to the process of a company reducing its number of employees, typically, downsizing involves making redundancies. Perhaps it deserves a different title as it is more than often about getting back to basics as opposed to just reducing the number of employees. There are a variety of strategies your company can adopt when […]
An employee’s relationship will have to end at some point with an employer. Whether this is through resignation, retirement, dismissal, redundancy or mutual termination of the contract. Each situation will require a different procedure or course of action which we can offer our advice and knowledge on to mitigate any risks or simply take the […]
Redundancy can be a stressful time for both employers and employees. Some employees may handle the change well, whereas others may take time to come to terms with the change.Providing outplacement support at a time when most needed can help employees through the change process. It also ensures that those employees who remain following the redundancy recognise their employer has acted in a supportive and empathetic way.
Redundancy is when a business reduces a workforce because the need for the role is no longer required or the business (or part of the business) has ceased to operate. For example, this could be due to a downturn of work or a business restructure. This is a situation that unfortunately any business could go […]