‘But I'm a Small Business’ – The Basics for Small Employers

If I had a pound for every time I’ve heard a business owner say ‘but we’re just a small business, surely that doesn’t apply to us?’ or ‘we’ve only got 2 team members, surely we aren’t expected to do all that?’.

The Employment Law applied to businesses can be tough for a small business to navigate, especially when you are doing everything yourself. It is difficult to keep up to date with Employment Law changes, best practice and managing your team while juggling everything else that comes with running a business.   

Small businesses are held to the same standards as large national companies who will have their own HR and legal teams doing it all for them, so who have you got supporting you? HR isn’t an option, it is mandatory. To help you out, I have provided a short overview below of the absolute essential requirements for a small business.

5 non-negotiables for small businesses

1.      Provide ALL employees with a Contract of Employment on or before their first day of employment.

All employees, regardless of how short a period they may be working for you or how little they may work must be provided with a Contract of Employment. Extra points if you provide a Job Description at the same time which is essential for making expectations clear from the outset.

2.      Carry out and record Right to Work Checks

Regardless of whether you personally know your new employees family so know they have the right to work in the UK, you still need to have this documented. You must hold a copy of all new employees Birth Certificate or Passport as well as proof of right to work in the UK if they are not a UK national. Please note a Driving Licence is NOT proof of Right to Work.

3.      Provide an Employee Handbook that is fit for purpose

This document must include a Discipline and Grievance Policy which is in line with the ACAS Code of Conduct, failure to follow the ACAS Code could result in any Tribunal Claim receiving an automatic 25% uplift so its very important this is adhered too.

4.      Provide all employees with Payslips and carry out your legal contributions for Pension and Employers NI 

As an employer, you must carry out your statutory obligations around payroll. Your Payroll provider will normally keep you right but you should understand your requirements to ensure these happen, as well as being aware of your employees rights around Holiday Pay, Sick Pay, Tips etc.

5.      Remember your Duty of Care for all employees

As an employer, it is your responsibility to ensure your employees are safe at work but this also extends to ensuring they are protected from bullying and harassment, they are risk assessed when pregnant and any reasonable adjustments put in place to support health conditions

You don’t need to do this all alone. If you would like support with any of these non-negotiables, get in touch with Heartland HR to discuss your business requirements and see how we can help. Our support will not only ensure you are compliant but will also help your business to grow and thrive without the people challenges.