Tips for a successful disciplinary hearing

Tips for a successful disciplinary hearing

Disciplinary hearings are stressful and challenging for all involved, and in a smaller business even more so. Relationships in small businesses are often closer and more personal than in larger organisations, which is great when everything is going well, but can make...
All about gross misconduct

All about gross misconduct

Most business owners and managers have some understanding of disciplinary procedures and principles and understand gross misconduct offences to be those which are serious enough to warrant dismissal without needing previous warnings to be active. But there are some...
Welcome to Jane Fryatt

Welcome to Jane Fryatt

We’re very proud to announce the launch of our newest consultant Jane Fryatt today. Jane will be working with SMEs in the Oxfordshire area looking for practical, realistic and tailored HR advice to help them get the best out of their people and meet their employment...
Putting together an effective induction programme

Putting together an effective induction programme

A good induction programme is vital to ensure a new employee settles into their role, becomes part of the team and has all the information they need to perform effectively. It should not be a brief one-off event. Instead it should be an ongoing process, structured to...
How to use probationary periods effectively

How to use probationary periods effectively

Most employers use some kind of probationary period for new staff. But are you using this period as effectively as possible? It shouldn’t be a case of just making a decision at the end about whether to keep the employee. Your aim should be to use the period to get the...
Why does ‘onboarding’ matter?

Why does ‘onboarding’ matter?

When you recruit a new member of staff in a small business, you usually need them to be working well straightaway. Often there’s been a case of existing staff being overstretched, or a key team member having left, so you want someone to hit the ground running. And in...
Casual worker rights

Casual worker rights

If you engage staff on zero hours contracts who are genuinely casual workers (see article here to check), then you must remember that they still have some employment rights. Casual staff are defined as workers, not employees or self-employed individuals, and workers...
All about zero hours contracts

All about zero hours contracts

There has been much discussion recently about the use of controversial ‘zero hours’ contracts. Many see them as exploitative of workers; however flexibility can prove invaluable to employers in certain circumstances, meaning they are unlikely to go away anytime soon....
Employment status – who decides?

Employment status – who decides?

We frequently get clients who say they only want to hire someone on a casual basis, or they have someone who they want to hire but who wants to be self-employed. But is employment status something employers or workers can decide or agree on? The simple answer is no....
Rights of short term workers

Rights of short term workers

If you’re taking on staff to cover a project, a seasonal need or to cover absence, you need to be aware what rights they have, particularly if you’re hoping a fixed term contract or other similar arrangement will relieve you of some of the responsibilities which come...