Changing hours of work in your business

Changing hours of work in your business

Many small businesses have fluctuating needs from staff, peak and off-peak periods, and less room to accommodate downtime in staff hours, and therefore need or want the flexibility to vary employees’ hours, either permanently or temporarily. But it’s not necessarily...
Getting a contract drafted

Getting a contract drafted

Once you have reached the point that you are either starting to employ staff or are realising that a proper employment contract would be beneficial for your business (rather than a written statement of the very basics), the next stage is obviously to source a contract...
Welcome to Kathryn Rodgers

Welcome to Kathryn Rodgers

We’re very excited to announce that we are launching a new consultant today in the Nottingham area, Kathryn Rodgers. Kathryn has extensive experience across a broad range of sectors, and has a down to earth, pragmatic approach to HR which makes her ideally suited to...
Three myths about employment contracts

Three myths about employment contracts

As with many aspects of employment, there are myths about contracts of employment which persist, and which it can be dangerous for any employer to believe. Here are three of the common misconceptions we hear about employment contracts, together with useful information...
Dealing with the aftermath of a grievance

Dealing with the aftermath of a grievance

Grievances are always difficult and can be enormously stressful for all involved. They can also have a disproportionately negative impact on small businesses and small teams where relationships might be close and the working environment enables no “escape” from...
Is it a grievance?

Is it a grievance?

Normally the grievance procedure would be instigated by an employee writing a letter stating that they are raising a formal grievance and setting out details of their concerns. But sometimes it’s not clear whether something is a grievance or not, and you may be unsure...