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Wednesday, 23 March 2011 11:25 |
 Whilst we have given some advice in our leading article, to ensure you are fully prepared for what is coming, here are some of our suggestions on managing the proposed employment law changes…
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It’s so easy to let knowledge slide when everything is so busy at work, but it’s essential that you keep up-to-date and stay in the know with employment law as it is changing so fast. We suggest you make really good use of available seminars, bulletins, social media etc… As well as these fortnightly updates, Jaluch are on twitter! Feel free to join us!
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Double check your payroll Dept. is aware of the increase in statutory paternity, maternity and adoption payments and the increase in sick pay/national insurance thresholds.
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With so many changes going on, you really must review your contracts of employment and supporting documentation to ensure they reflect the current state of affairs.
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If you haven’t done this already, a managers’ guide to sit alongside your contract of employment and staff handbook is essential. There is so much for managers to be aware of given the enormity of our employment legislation and requirements of best practice, that a guide is really important. Mistakes will cost you dear but for only a small investment Jaluch could draft you one within weeks. We also do an increasing amount of one to one coaching with those responsible for HR in businesses which many find very reassuring given the complications of managing staff within the boundaries of current employment law.
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Now is also a good time to review your performance management procedures and to double check that your managers are fully capable and competent to conduct review meetings. Different skills might be required to sensitively manage the performance of those who are over what we now consider to be normal retirement age so this is worth considering now. Call us to discuss if you feel some training may be in order!
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Update your recruitment procedure. Ensure that any application forms comply with the Equality Act 2010 and consider the new positive action provision.
If you’d like further advice or support with any of the issues raised above, please feel free to contact us to speak to one of our highly experienced consultants. |
