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The Growing Popularity of Expert HR Support for Small Businesses in the UK

The human resources (HR) function is an essential aspect of any business, but especially critical for small businesses. Managing employees is complex, time-consuming, and requires expertise. In the United Kingdom, small businesses increasingly turn to expert HR support services to tackle these challenges and drive growth.

Outsourcing HR functions has become a rising trend in many countries, the UK included. Specialised HR support services provide small businesses with the necessary knowledge and support required to handle complex HR issues, without the burden of maintaining an in-house HR team. This allows small businesses to focus on their core operations and maintain a competitive edge in the market.

Small businesses face many challenges in managing their employees. From recruitment, training, legal compliance, and retention to maintaining a positive work environment, HR support services address all these concerns. This article explores the benefits of HR support services for small businesses in the UK.

Key Takeaways:

  • Outsourcing HR functions has become a rising trend for small businesses in the UK.
  • Expert HR support services provide the necessary expertise and resources required to manage complex HR issues.
  • HR support services address critical areas such as legal compliance, recruitment, training, and employee retention.
  • Small businesses can focus on their core operations and drive growth by outsourcing their HR needs.
  • The UK market offers a wide range of HR support services tailored explicitly for small businesses.

Why Small Businesses Are Seeking HR Support

Small businesses face various challenges in managing their workforce, from recruitment and training to employee relations and compliance issues. For many small business owners, managing these HR functions can be overwhelming and time-consuming, taking away focus from other critical business operations.

This is where HR support for small businesses comes in. By outsourcing their HR needs to specialised companies, small businesses can access the knowledge and expertise needed to manage their workforce effectively.

In addition to the benefits of expert advice, small businesses also benefit from the cost savings of outsourcing HR functions. They no longer need to maintain an in-house HR department, which can be expensive and difficult to manage for smaller businesses.

The specific challenges faced by small businesses

Small businesses often lack the resources and expertise to handle complex HR issues. For example, they may struggle with recruitment and hiring, employee development, performance management, regulatory compliance, and employee relations. These challenges can significantly impact the growth and success of the business, particularly when small business owners are not prepared to handle them adequately.

Furthermore, small businesses may not have the necessary technology and data management systems in place to manage their HR functions effectively. This can lead to human errors and compliance issues.

The benefits of outsourcing HR functions

Small businesses stand to gain numerous benefits by outsourcing their HR functions to specialised companies. These benefits include:

  • Access to expert HR advice and specialised knowledge
  • Cost savings and increased efficiency
  • Improved compliance with regulatory requirements
  • Better employee relations and engagement
  • Reduced risk and liability

By leveraging expert HR support, small businesses can focus on their core operations and drive growth for their business. It allows them to access the necessary resources and expertise to manage their workforce effectively and ensure compliance with legal requirements.

Types of HR support available for small businesses

Small businesses can choose from a range of HR support services to meet their specific needs. These services include:

HR Support Service Description
Outsourced HR consultants Specialised HR consulting firms that offer customised HR solutions for small businesses
HR software solutions HR management software designed specifically for small businesses, providing automated solutions for HR functions such as payroll, benefits administration, and compliance management
Online HR platforms Cloud-based HR platforms that provide small businesses with access to HR services and resources on an as-needed basis

Small businesses should consider the specific needs of their company to determine the most suitable HR support service for their organisation.

The Benefits of HR Support for Small Businesses

Small businesses often face unique challenges when it comes to managing their workforce. From limited resources and expertise to navigating complex employment laws, the demands of human resources management can quickly become overwhelming. That’s where expert HR support for small businesses comes in. Here are just a few of the many benefits that outsourcing HR for small businesses can provide:

HR Advice for Small Businesses

One of the most significant advantages of working with an HR support provider is the access to expert advice when you need it. Whether you have a pressing HR issue that requires immediate attention or simply need guidance on best practices for employee management, HR experts can offer valuable insights and recommendations. This can save small business owners time and stress, allowing them to focus on growing their business instead of worrying about HR compliance.

HR for Small Business UK: Legal Compliance

Another critical area where HR support can add value is in ensuring legal compliance. Small businesses must comply with a wide range of employment laws and regulations, which can be confusing and time-consuming to navigate alone. HR providers in the UK can help small business owners stay up-to-date on the latest legal requirements and provide guidance on how to maintain compliance. This can help small businesses avoid costly fines and legal issues down the line.

Small Business HR Systems

Many HR support providers offer software solutions that can help small businesses streamline their HR processes. This may include tools for managing employee records, tracking time off requests, and generating reports. By automating these tasks, small business owners can save time and reduce errors, enabling them to focus on more strategic HR initiatives.

Employee Management and Development

Effective employee management is critical to the success of any small business. HR support services can provide guidance on a range of employee management issues, from performance reviews and disciplinary actions to training and development. By implementing effective HR strategies, small businesses can create a positive work environment that attracts and retains top talent, boosting productivity and driving growth.

Overall, expert HR support for small businesses can provide a range of benefits that enable small business owners to focus on what they do best: growing their business.

HR Support Services Available for Small Businesses in the UK

Small businesses in the UK have access to a range of HR support services designed to cater to their specific needs and requirements. These services can help small businesses manage their HR functions effectively and efficiently, ensuring legal compliance and keeping employees motivated and engaged.

Outsourced HR Consultants

One of the most popular HR support services available for small businesses in the UK is outsourced HR consultants. These consultants provide a range of services, from HR strategy development and implementation to recruitment and performance management.

Outsourced HR consultants can help small businesses navigate complex HR challenges, providing expert advice and guidance every step of the way. They can also help small businesses stay up to date with the latest HR regulations and compliance requirements, minimising the risk of legal issues arising.

HR Software Solutions

Another popular HR support service for small businesses in the UK is HR software solutions. These solutions automate and streamline HR processes, allowing small businesses to manage their HR functions more efficiently and effectively.

HR software solutions can help small businesses manage their employee data, track working hours, and monitor employee performance. They can also help small businesses with recruitment, onboarding, and training, enabling them to develop a skilled and motivated workforce.

Online HR Platforms

Online HR platforms are another option available to small businesses in the UK. These platforms provide a range of HR services, from on-demand advice and guidance to tools and resources for employee management.

Online HR platforms can help small businesses with performance management, employee engagement, and compliance, among other things. They can also provide access to a community of HR experts and professionals, enabling small businesses to learn and grow.

When selecting an HR support service provider, small businesses should consider their specific needs and requirements, as well as the provider’s expertise, track record, and reputation. It’s important to choose a provider that can offer tailored solutions and a high level of support, ensuring the best possible outcomes for the business.

How HR Support Fuels Small Business Growth

Expert HR support services bring a host of benefits to small businesses, including improved employee management and enhanced productivity. By accessing the necessary knowledge and guidance, small businesses can focus on their core operations and drive growth. Here are some of the ways HR support fuels small business growth:

Employee Engagement Strategies

Small businesses that invest in employee engagement strategies are more likely to retain their top talent and increase overall employee satisfaction. HR support services can provide guidance on developing effective engagement strategies, such as offering professional development opportunities, providing regular feedback, and fostering a positive work culture.

Performance Management Techniques

HR support services can help small businesses develop and implement effective performance management techniques. By setting clear goals and expectations, providing regular feedback, and offering support when needed, businesses can improve employee performance and drive growth.

Effective Communication Practices

Effective communication is vital to the success of any small business. HR support services can offer guidance on developing communication techniques that foster open and clear lines of communication between employees and management. This can lead to increased collaboration, improved productivity, and better decision-making.

By leveraging HR support services, small businesses in the UK can access the expertise and resources necessary to optimise their HR functions and drive growth. Whether it’s through employee engagement strategies, performance management techniques, or effective communication practices, HR support services play a crucial role in small business success.

The Growing Popularity of Expert HR Support for Small Businesses in the UK

In the United Kingdom, small businesses are increasingly turning to expert HR support services to effectively manage their employees and drive growth. Outsourcing HR functions has become a rising trend, and there are various benefits to small businesses across the country.

Why Small Businesses Are Seeking HR Support

Small businesses don’t always have the resources and expertise to deal with complex human resources issues. By outsourcing their HR needs to specialised companies, they can access the necessary knowledge and support without the burden of maintaining an in-house HR department. Specific challenges faced by small businesses and how HR support services address them include compliance, organisational design, training, and managing employee relations.

The Benefits of HR Support for Small Businesses

Expert HR support services offer a range of advantages to small businesses. The benefits include ensuring legal compliance, managing employee relations, guidance on recruitment and training, and providing insights to optimise employee management. Leveraging HR support enables small businesses to focus on their core operations while leaving HR matters in capable hands.

HR Support Services Available for Small Businesses in the UK

The UK market has a wide range of HR support services tailored specifically for small businesses. These include outsourced HR consultants, software solutions, and online platforms. Factors that small businesses should consider before selecting an HR support provider include the size of the business, the complexity of HR requirements, and the level of support needed.

How HR Support Fuels Small Business Growth

Expert HR support can fuel growth for small businesses by fostering a positive work environment, attracting and retaining talent, and enhancing productivity. HR support services can help small businesses implement employee engagement strategies, performance management techniques, and effective communication practices, which can lead to increased revenue and profitability.

Conclusion

Expert HR support services have become increasingly popular among small businesses in the UK, enabling them to navigate complex HR challenges and drive growth. By outsourcing their HR needs, small businesses can access the expertise and resources necessary to optimise employee management and focus on their core operations. With the growing availability of HR support services in the country, small businesses have more options than ever to find the right solution for their specific needs.

FAQ

Why should small businesses seek HR support?

Small businesses often lack the resources and expertise to deal with complex human resources issues. By outsourcing their HR needs to specialised companies, they can access the necessary knowledge and support without the burden of maintaining an in-house HR department.

What are the benefits of HR support for small businesses?

Expert HR support services offer a range of advantages to small businesses. From ensuring legal compliance and effective employee management to providing guidance on recruitment and training, these services enable small businesses to focus on their core operations while leaving HR matters in capable hands.

What types of HR support services are available for small businesses in the UK?

The UK market offers a wide range of HR support services tailored specifically for small businesses. These include outsourced HR consultants, software solutions, and online platforms. Small businesses should consider their specific needs when selecting an HR support provider.

How does HR support fuel small business growth?

By providing expert HR support, small businesses can foster a positive work environment, attract and retain talent, and enhance productivity. HR support services help with employee engagement strategies, performance management techniques, and effective communication practices.

Why is expert HR support becoming increasingly popular among small businesses in the UK?

Expert HR support services have become increasingly popular among small businesses in the UK as they enable them to navigate complex HR challenges and drive growth. By outsourcing their HR needs, small businesses can access the expertise and resources necessary to optimize employee management and focus on their core operations.

The Top 5 Employee Compensation Issues & How To Resolve Them

The Top 5 Employee Compensation Issues & How To Resolve Them

As an employer, it is your duty to provide a safe working environment, and handling employee issues is part and parcel of being an employer. It can be a challenge to stay on top of all your responsibilities. With that in mind, here are some employee compensation issues, along with ways to resolve them.

Internal Equity Compensation

When an employee feels that they are being underpaid – when another employee earns more, yet qualifications and job experience are similar – they can make a claim for additional compensation. If you forge a working alliance with a top small business human resources consulting service, you have access to their legal team and they can advise you regarding your response to such a claim. It is perfectly understandable for an employee to feel undervalued if an employee of similar ability is earning more than they are. If you want to ensure that you have a balanced compensation package, talk to a leading HR agency and let them review your pay scales.

External Equity Compensation

This relates to the pay and incentives of other companies in your industry; if your package offers less than similar employers, your worker could file a claim for extra pay or privileges. It is a good idea to compare your compensation packages with other companies in your industry, which could avoid any issues. If you enlist the services of a leading HR agency, they can review all your pay scales and make sure that your compensation packages are in line with other companies. It isn’t difficult to find out what your competitors are paying and this will tell you where your compensation stands in the field.

Executive Compensation

Executive positions usually offer a wide range of perks and incentives, which should be comparable with other companies in your sector. If, for example, an executive points out that another employer offers a lot more in terms of perks and salary, this could cause an internal conflict. It is crucial that your team leaders are highly motivated and that means a compensation package that is a reflection of the position. The last thing you need is to lose a key manager because of an inferior compensation package, so do make sure that you are competitive. 

Geographical Location

The actual geographical location can have an impact of compensation packages. For example, working at the London office should offer a slightly higher compensation package than for employees who are working at the north of England office, due to the higher cost of living. Make sure that you take this into account when setting salaries, as getting this wrong could lead to issues further down the road.

Salary Growth

Of course, employee salaries should be raised periodically, in line with government guidelines. People work hard and if they are not suitably compensated, this will impact their performance. Most businesses promote from within and that should include salary increases when employees are promoted. 

Most companies do not have an HR department, rather they outsource all their HR needs to a leading HR agency – professionals who can tailor their services to suit the client. A happy workforce is a productive one and with a leading HR agency in your team, every aspect of HR will be covered by the professionals.

Your workforce is the most valuable asset of your business and therefore you should outsource all HR needs to an HR agency, as they can ensure that your employees are motivated and ready to go that extra mile.

Why Hr Is Important To The Success Of A Business

Why Hr Is Important To The Success Of A Business

Investing in the services of a good human resource professional is crucial to the success of your business. These professionals will be able to help you recruit, hire, and train new employees, as well as counsel your current employees about career paths within your organization. These professionals are also responsible for exit interviews when employees leave the firm.

Hr Professionals Are Responsible For Recruiting, Hiring, And Training New Employees

Having a human resources department is important. The team helps employers deal with a constantly changing business environment. It also helps companies find and hire quality employees. They can also help train existing workers.

Human resources is the division of a company that deals with hiring, training, and compensating employees. It also has the job of maintaining a safe workplace. This involves protecting employees’ physical health, protecting their private information, and ensuring compliance with workplace laws. Failure to follow these regulations can lead to unsafe working conditions and complaints against the business.

HR departments vary in size and structure. They may be staffed with generalists or specialists in various fields. They may also be divided into specific departments, such as compensation and benefits, employee relations, and recruiting. They may overlap with some of the duties of other departments.

As part of the hiring process, HR professionals are responsible for screening candidates, conducting interviews, and finding qualified applicants for open positions. They may also create job descriptions and post job ads. They can also coordinate benefit programs and enroll employees in them.

They are also charged with negotiating contracts and labor agreements. The team can also help develop employee handbooks and policies. They can also work with the IT department to ensure that all employees have access to the right tools. They may even offer employee assistance programs, such as tuition reimbursement and parental leave.

Why Hr Is Important

 

Hr Counsels Employees About Career Paths Within The Organization

Whether you are just starting out in the world of HR or if you are considering a career change, it’s a good idea to take a look at the different paths you can pursue. You’ll want to consider your interests, skills, and personal goals. It’s also important to understand that the paths you take may be different from those of other people.

The world of HR has undergone significant changes over the past few decades. For instance, in the early 2000s, companies began focusing on creating personnel development systems to help them attract top talent. This resulted in a more complicated recruiting process. In addition, HR jobs have risen by 87% since the COVID-19 pandemic.

Traditionally, career progression was thought of as a series of steps leading up to a leadership position. However, the world of HR has changed and professionals are now shifting roles more frequently.

For instance, the first role that you might be offered is an entry level HR generalist. This is a mid-level professional who works as part of a team that provides administrative support for the HR executive. They handle many responsibilities, including benefits administration, compensation, and hiring.

A person who has a master’s degree may only need a few years of experience to qualify for a senior HR role. In the financial services industry, compensation will remain a hot topic for some time to come.

Hr Should Conduct Exit Interviews When Employees Leave Your Firm

Putting an exit interview together is a great way to get your employees’ feedback on what they like about the company and what they don’t. The feedback can lead to improvements in company policies and processes, and ultimately improve employee retention.

The process can be both formal and informal. Some employees like to give their feedback via phone or email, while others like to go the old-fashioned route and talk to an HR representative in person. If you are putting together an exit survey, make sure to give your departing employee some advance notice so they can think about their answers.

While the exit interview is typically conducted by a human resources representative, other managers are also encouraged to conduct their own version. Using the data collected in this process can lead to improved employee morale, increased productivity, and better organization coordination.

Although no one can guarantee confidentiality, making sure to preserve an employee’s privacy is important. If you are a small employer, this may be more difficult to achieve. Having a private meeting room to talk in will help alleviate some of this concern.

In addition to the usual suspects, a good exit interview should include questions about the employee’s future plans, his or her reasons for leaving the company, and the strengths and weaknesses of the company.

Benefits of Reviewing an Employment Contract With a Lawyer

Benefits of review employment Contract with a lawyer

If you’re signing an employment contract, you should have a lawyer review it. Your contract may contain important provisions, such as the terms for salary increases and any review process that needs to occur. The absence of such clauses can leave you with a static salary for a long time. Also, you might find that your contract provides for the company to reduce your salary without any warning.

Employees

Hiring a lawyer to review an employment Contract is a great idea. The lawyer can ensure that the contract is fair and legally sound. He or she can review any non-compete agreement you have signed and determine if it is enforceable. He or she can also ensure that compensation and other terms are reasonable.

In addition, employment contracts often contain information on health benefits. Since medical benefits can be costly, it’s essential that you understand them. Often, employers deny these benefits, but an employment contract can clarify what’s covered and how much you’ll have to pay for premiums.

Having a lawyer review your employment contract is essential because a lawyer can explain it clearly and advise you on how to request changes. He or she can also negotiate on your behalf if necessary. An attorney’s presence can help you avoid making a fool of yourself and appear aggressive in the eyes of your employer.

Non-Compete Clauses

Non-compete clauses can limit your rights as an employee and can hinder your career development. It is wise to review your employment contract with a lawyer to ensure that it contains no unfair restrictions. In some cases, non-compete clauses can limit you to certain geographic areas or certain types of employment.

If you are considering hiring someone with a non-compete clause in their employment contract, it is imperative to seek legal advice before putting them on the job. A lawyer can advise you on the enforceability of the clause, as well as strategies for escaping it. He or she can also clarify any business activities that are prohibited by the contract. It may even be possible to design your new role in such a way that it does not directly violate the non-compete clause.

When drafting a non-compete clause, it is crucial to consult with a lawyer who specializes in this area of law. A non-compete clause should be limited to a geographical area and a reasonable duration. If the non-compete clause is too broad, the courts may not enforce it. Therefore, a reasonable non-compete clause is crucial to protect the interests of the employer.

review employment Contract with a lawyer

Hourly Fees

While an employment contract review by a lawyer may seem like a minor cost, the actual cost can be quite high. Because the lawyer must learn about the position and delve into the terms, this service can run into the hundreds of dollars. The hourly fees for a review are based on the length of the contract, the risk involved, and the number of sections. The lawyer may also need to do some research or make some revisions to the contract, which will increase the cost.

Hourly fees for an employment contract review vary, and can be much higher or lower than flat-fee legal services. However, before you hire a lawyer, you should make sure you understand exactly what you need from them. The legal fees for a review employment contract will also depend on the complexity of the project and whether or not it requires court action.

While it is crucial to get an employment contract reviewed, you should also consider the time involved. An employment lawyer acts as a communication hub for all parties involved, and ensures everyone stays on the same page throughout the process. The best option is to hire an attorney who has extensive experience in your industry. This way, he or she can understand the unique problems that employees face, and ensure the contract is fair and reasonable.

Getting An Attorney To Review An Employment Contract

It is a good idea to get an attorney to review an employment contract if you have a dispute with any of its terms. An employment lawyer can help you avoid terms that may be disadvantageous and help you negotiate better terms with your employer. Depending on the specific circumstances, an employment contract can be complicated and confusing. Having an attorney review the contract can help you make sure that the terms are fair and that you won’t be abused.

A lawyer can charge you an hourly rate or a flat fee for reviewing an employment contract. The rate depends on the complexity of the employment contract, the authority involved, and the time required to complete the review. For simple reviews, you can expect to pay between $175 and $350, while a more complicated review may cost several thousand dollars.

An employment contract can contain clauses that are not disclosed to employees, such as non-compete clauses that restrict the type of work an employee can perform after leaving a new company. It can also have clauses that restrict where an employee can work after leaving a new job, such as restrictions on working with former clients. Getting an attorney to review an employment contract can ensure that the clauses are fair and apply to the employee for a reasonable period of time. Furthermore, most employment contracts require arbitration in case of disputes. A lawyer can prepare you for this process and help you avoid a costly lawsuit.

The Staffing Role of the HR Manager

Staffing Role of the HR Manager

The staffing role of the HR Manager is vital to ensure that the company has the right kind of staff, which is critical to the productivity of the company. The role of the HR manager is to identify the right candidates and train them to perform their job effectively. Ideally, the ideal candidates will be chosen by the competitive process. The HR manager should define the job requirements clearly and evaluate the performance against pre-set targets. Training is an essential element of maintaining productivity and must be ongoing.

Job Description

The HR manager’s role is to optimize the company’s human resources by placing the most qualified people in the appropriate jobs. This includes screening candidates and new hires. The HR manager may outsource this function to staffing agencies or handle the job itself. As a former multiple-location business owner, Eric is an expert in time management and scheduling. He will share stories and best practices from his years in the industry.

A human resources manager works in collaboration with the staffing function to fill positions with qualified candidates. They determine the skills of candidates and assess their abilities against pre-defined targets. These decisions can impact the company’s overall productivity and efficiency. When the talent market is uneven, HR managers may be more likely to advise line managers to look for workers in other departments or divisions.

the HR Manager

Responsibilities

Traditionally, the HR manager was responsible for hiring people for the different job functions within the company. He or she would provide training and development programs for new employees to help them get acquainted with the company culture, management, and operational processes. He or she would also introduce new employees to their co-workers and explain their role within the organization. In addition, HR managers should design job descriptions in a way that would attract the best candidates for the various positions within the company.

HR managers must also ensure compliance with federal and state employment laws. This includes regulations for minimum wage, OSHA guidelines, and anti-discrimination policies. Furthermore, employees must be given reasonable wages, a safe working environment, and regular breaks.

Education

If you’re interested in becoming an HR manager, the education you need is extensive. The Human Resources profession requires a bachelor’s degree or related degree. Most HR managers have experience in a non-HR position before moving into a managerial position. A master’s degree can be useful for advancement.

There are many different ways to earn certification as an HR manager. Not every position requires it, but some employers will prefer those with certification. Professional certification proves expertise and credibility, and will set you apart from other candidates. There are a number of different HR certification programs, but the most common ones are the Senior Professional in Human Resources (SPHR) certification and the Professional in Human Resources (PHR) certification.

Depending on the degree program, a master’s degree in human resources may be required. Pepperdine University offers an online MS in Human Resources, which takes 12 months to complete. The program also has an on-campus option. In either case, you’ll build on your previous work experience and learn the skills necessary for a management position.

Role of the HR Manager

Certification

Many HR professionals are considering getting certified for their staffing roles. Although most recruiters learn by experience, certification is highly valued by many HR professionals. This credential is recognized by the HRCI, an organization that offers training and certifications to HR professionals worldwide. The organization is a subset of ADP and offers a number of HR certifications.

HR professionals learn about a variety of HR technologies and methods. Courses cover training, performance management, recruitment, and benefits. Instructors help students identify core skills necessary to excel in the HR field. The coursework emphasizes how to communicate with employees, create processes for diverse workforces, and understand the importance of compensation and safety issues in the workplace.

Salary

The salary of HR managers starts at a low level, and increases with experience. However, it is important to note that these salaries do not reach the level of other professional careers, such as those in law, medicine, or finance. If money is your primary concern, you should think about other career options.

In addition to handling employee relations, HR managers are also responsible for maintaining a high level of integrity. This is an important skill in a position of this type. The ability to maintain personal, professional, and social integrity is essential for success in this role. As the head of a department, the role of HR managers also requires them to manage a team of managers and other operational teams. The job requires good communication skills, including the ability to deal with a variety of personalities.

The salary of HR managers varies widely by location and employer. The median salary of an HR manager with a bachelor’s degree is $121,220 annually, but earnings can be higher or lower based on experience, education, and geographic location.

Human Resources Consulting: 5 Reasons Why Your Business Needs It

Human resources are what make every business shine, as it is the people drive the organisation forward and if you have recently launched your own business, HR consulting is one services that you need. It is vital that you make the most from your HR and with that in mind, here are some of the main benefits you can gain from HR consulting. 

Recruitment

We think that recruitment is the most important component of HR; the people that you choose to work within your organisation should be committed to the success of the company. If you want the best advice from your recruitment, London HR consultancy services can make it happen; when you hire someone, you are investing a lot and making mistakes with hiring can have serious consequences for any business. The best employees register with the best agencies, so if you want an interview shortlist that includes high-quality people, enlist the help of a leading HR agency, one that is London based. 

Staff Training & Development

Every employee expects to have an opportunity for personal growth and when you hire a leading HR agency, they carry out a needs assessment and propose courses to boost the skillsets of your employees. Promoting from within is always the best policy and when you invest in employee training, you are investing in your organisation. If an employee feels that they are not being given development opportunities, they will look for a career move, searching for a company that develops their HR. People like to be challenged and when you offer training, you are investing in the future of your business. 

Managing The Workforce

This is a critical aspect of any organisation; how you use the human resources you have, defines performance and with positive, engaged employees, your company will steadily grow. The HR agency has a team of workforce planners who use state of the art software to manage your workforce, ensuring that people are suited to their roles and making sure that all tasks are covered. 

Health & Safety

The UK government are focused on providing a safe workplace for their citizens and it can be a major headache for the employer to be sure of compliance. One of the many services offered by the HR agency, is health & safety management and let’s face it, you can’t ignore health & safety. 

Payroll

Your employees work for their pay cheque and they expect to be paid accurately and on time. Regardless of what software you use, the HR agency can integrate into every payroll system, and they ensure that your employer liabilities are always met. As your business grows and the number of employees increases, your payroll system will remain effective, instilling confidence in your workforce.

Aside from the obvious need for health & safety, there are many other aspects of HR and when you join forces with an agency that works in your sector, the only way is up!

 

How Employment Law Protects Workers

If you’re like most people, you probably think of employment law as a system that protects workers from being exploited by their employers. And while that’s certainly true, employment law actually does much more than that. In fact, employment law is a complex and ever-evolving area of the law that covers a wide range of topics, from discrimination and harassment to wages and hours. Here’s a quick overview of some of the key ways in which employment law protects workers:

Discrimination and Harassment

There are a number of federal laws that prohibit employers from discriminating against employees on the basis of race, color, religion, sex, national origin, age, disability, or genetic information. These laws make it illegal for employers to treat employees differently based on any of these protected characteristics. Additionally, these laws protect workers from being harassed on the job because of their membership in a protected class. If you believe that you have been the victim of discrimination or harassment at work, you should consult with an experienced employment law attorney to discuss your options.

Demonstrators holding signs demanding the right to vote and equal civil rights at the March on Washington

Image source: Unsplash

Retaliation and Victimisation

Another key area of employment law is retaliation. Federal law prohibits employers from retaliating against employees who engage in certain protected activities, such as filing a discrimination complaint or testifying in an investigation. Additionally, state laws may also protect employees from being retaliated against for engaging in other activities, such as requesting reasonable accommodations for a disability. If you believe that you have been the victim of retaliation at work, you should consult with an experienced employment law attorney to discuss your options.

Wages and Hours

Employment law also governs the wages and hours that employees are entitled to receive. For example, the Fair Labor Standards Act (FLSA) establishes minimum wage and overtime pay requirements for covered workers. Additionally, the FLSA sets forth rules regarding when and how employers can deduct money from an employee’s paycheck. If you have questions about your rights under the FLSA or any other wage and hour law, you should speak with an attorney who specializes in this area of the law.

Safety and Health

Employment law also requires employers to provide their employees with a safe and healthy work environment. The Occupational Safety and Health Act (OSHA) sets forth a number of regulations designed to protect workers from potentially harmful work conditions. Additionally, OSHA requires employers to provide employees with information and training about potential workplace hazards. If you believe that your employer has violated OSHA’s rules, you should contact an experienced OSHA attorney to discuss your situation.

Social Security and Unemployment Compensation

In addition to the protections provided by federal and state law, workers are also entitled to certain benefits, such as social security and unemployment compensation. Social security is a government-provided retirement program that workers contribute to through their payroll taxes. Unemployment compensation is a government-provided program that provides financial assistance to workers who lose their jobs through no fault of their own. If you have questions about your rights to social security or unemployment compensation, you should speak with an attorney who specializes in this area of the law.

These are just a few of the ways in which employment law protects workers. As you can see, employment law is a complex and ever-changing area of the law that affects workers in a variety of ways. If you believe that your employer has violated your rights under employment law, you should consult with an experienced attorney to discuss your situation. This article is intended to be informational only and does not constitute legal advice. You should always consult with an experienced attorney for specific advice regarding your situation.

Labor Relations: An Overview

Labor relations is the study and practice of collective bargaining, labor-management relations, and trade unionism. The field commonly includes arbitration, mediation, and conciliation of disputes between workers and management. In most countries, labor relations are primarily governed by statutory law (often called labor law) and common law. However, in some countries labor relations is primarily governed by customary law, which takes the form of unwritten rules and traditions.

History of Labor Relations

The history of Labor Relations can be traced back to the early days of the Industrial Revolution in Europe and North America. In the late 18th and early 19th centuries, the rise of factories and large-scale businesses led to a growth in the number of workers who were employed in these settings. As the industrial economy expanded, so too did the labor force. This growth in the labor force led to a number of changes in the way that work was organized and conducted.

Theories of Labor Relations

A number of different theories have been put forward to explain the development and nature of labor relations. These theories can be broadly grouped into two main categories: instrumentalist and structuralist. Instrumentalist theories of labor relations focus on the role that economic factors play in shaping the relationship between workers and employers. These theories see the labor market as a key determinant of labor relations. Structuralist theories, on the other hand, focus on the role that social and political factors play in shaping labor relations. These theories see power relationships between workers and employers as the key determinant of labor relations.

Industrial Conflict

Industrial conflict is a term that is used to describe the relationship between workers and management. It is characterized by a number of different forms of dispute, including strikes, lockouts, and picketing. Industrial conflict can also be thought of as a struggle over the control of the workplace. This struggle can take many different forms, but it typically pits workers against management in a battle over work conditions, wages, and workplace rules.

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Union Organizing

Union organizing is the process by which workers come together to form unions. Union organizing typically occurs in response to perceived unfairness in the workplace. Workers who feel that they are being treated unfairly by their employer may try to organize a union in order to improve their working conditions. Union organizing can also be seen as a form of industrial conflict. When workers attempt to organize a union, they are typically doing so in order to gain more power in the workplace.

Collective Bargaining

Collective bargaining is the process by which unions and employers negotiate the terms of employment. This process typically includes negotiations over wages, hours, and working conditions. Collective bargaining is a key part of the labor relations process. It is through collective bargaining that unions and employers come to an agreement on the terms of employment.

Grievance Procedures

A grievance is a complaint that an employee has about their job or working conditions. Grievances can be filed with either the employer or the union. The grievance procedures are the process by which these complaints are resolved. Grievance procedures typically involve a series of steps, beginning with a meeting between the employee and their supervisor. If the grievance is not resolved at this level, it may be escalated to higher levels within the company or the union.

Arbitration

This is a process wherein both parties involved in a labor dispute agree to submit their differences to a third party for resolution. This third party, known as an arbitrator, will hear both sides of the argument and render a decision. Arbitration is typically used as a last resort when other methods of dispute resolution have failed. The arbitrator’s decision is binding, meaning that both parties must abide by it.

Labor Management Cooperation

Labor management cooperation is a term that is used to describe the relationship between unions and employers. This relationship is characterized by mutual respect, communication, and cooperation. Labor management cooperation typically occurs when both parties feel that they can benefit from working together. When labor and management cooperate, they are able to negotiate contracts that are beneficial to both sides.

Public Sector Labor Relations

Public sector labor relations are the relationships between government employees and their employers. These relationships are governed by a different set of rules and regulations than private sector labor relations. Public sector labor relations are typically more adversarial than private sector labor relations. This is due in part to the fact that government employees are not able to strike.

International Labor Relations

International labor relations are the relationships between workers and management in multinational corporations. These relationships are governed by a different set of rules and regulations than domestic labor relations. International labor relations are typically more adversarial than domestic labor relations. This is due in part to the fact that multinational corporations often operate in countries with weak labor laws.

Occupational Safety and Health

Occupational safety and health is the study of the risks that are present in the workplace. This study includes both the risks that are posed to workers and the risks that are posed to the general public. Occupational safety and health is a key part of the labor relations process. It is through occupational safety and health that employers and unions come to an agreement on the safety and health standards that should be in place in the workplace.

Workers’ Compensation

Workers’ compensation is a system of insurance that provides benefits to workers who are injured or ill as a result of their job. Workers’ compensation is a key part of the labor relations process. It is through workers’ compensation that employers and unions come to an agreement on the terms of compensation for workers who are injured or ill.

Unemployment Insurance

Unemployment insurance is a system of insurance that provides benefits to workers who are unemployed. Unemployment insurance is a key part of the labor relations process. It is through unemployment insurance that employers and unions come to an agreement on the terms of compensation for workers who are unemployed.

Social Security

Social security is a system of insurance that provides benefits to workers who are retired or disabled. Social security is a key part of the labor relations process. It is through social security that employers and unions come to an agreement on the terms of compensation for workers who are retired or disabled.

Labor relations is a complex and ever-changing field. It is important for both employers and employees to understand the basics of labor relations. By understanding the basics of labor relations, employers and employees can work together to create a work environment that is safe, productive, and fair.

How To Find An Excellent HR Company To Help Your Non-Profit Business

How To Find An Excellent HR Company To Help Your Non-Profit Business

It can be highly challenging running a non-profit business. You often struggle to get the expertise you need to help you run your operation more smoothly. Budgets are often extremely tight, so you are limited to employing talent with the skills you need to make a difference to your organisation. However, one way to combat this is by outsourcing critical business services such as HR to reputable companies that offer their expertise for an affordable fee.

Below are some tips and advice to help you find and choose a reputable company to help your non-profit business and help to grow it and make it a resounding success.

The Start Of Your Search

The search for a company that can offer the best outsourced HR services for nonprofits starts with asking for recommendations. You are best to ask other organisations you know. If you have contacts with other non-profits, you can ask them if they outsource their HR requirements and if they know of any companies that may be suitable. You may be lucky and find a company that is a perfect fit for your business, but rather than sticking with the first company you are recommended, you will still want to look at other companies online.

Looking For Companies Online

Even if you do get a quality recommendation, you will still want to compare the companies with others you find online. You will need to start by using a search engine of your choosing and looking for companies that offer outsourced HR services. Out of the search results, create a list of potential companies that interest you.

You will want to try and get as many companies on your list as you can before you start comparing them together and getting rid of the least desirable companies on your list. When you have already listed a reasonable number of companies, you can do some further digging into their online reputations, which can help you whittle your list down to a few companies.

Digging Into Their Online Reputations

The next step is to look at the companies’ online reputations left on your list and see what you can find out about them online. You can use many websites to do this, such as social media sites like Facebook, Instagram, and LinkedIn. You can also use independent review websites such as Feefo. You can see what customers have to say about their experiences with a company and use the information you find to narrow down your list further. Once you have only a few companies left on your list, you can contact them and ask them for a quote for your services.

Don’t Hesitate To Ask For Quotes

You can then contact each of the companies left on your list, explain your requirements, and ask them to create a proposal and a quote for their services. You can then compare the quotes you receive back. See which one is the best fit for your organisation and offers the best value for money. You can then decide which one to use and start utilising their services to streamline your operation and help you to grow it.

The overall cost is vital to consider, but the cheapest option is not usually the best. Instead, select the company that offers value for money and rapport with you, making the working relationship easier to manage.

The Many Benefits Of Partnering Up With A Legal Employment Expert

Why Should You Hire An Employment Law Expert For Your Business

If you are a business owner, you won’t need to be reminded of the many liabilities you have as an employer and there are very clear rules and regulations you must follow when employing people. As you would expect, labour laws are mainly about offering employees protection and should you fall foul of these laws, there can be very serious consequences for any employer that fails to comply.

Complex Labour Laws

As an employer, there are so many ways that you could fall foul of labour laws. Here are a few examples:

  • Unfair Dismissal – If you terminate an employee’s contract, you need to be 100% sure that you are compliant with laws regarding employment termination. Let’s imagine you fire a worker for being constantly late and you failed to follow the correct procedure by not giving them a verbal and written warning, this could lead to the dismissed worker filing a claim for unfair dismissal.
  • Discrimination – You probably know that there are many laws in place to protect workers against many forms of discrimination and while it might not be intentional, it is easy to find yourself on the receiving end of a claim. Discrimination could involve race or gender. A female applicant might feel that she is more qualified than the man you selected and she could very easily get in touch with her local labour office and start the claim process. A person with a slight disability could feel that they were overlooked in the selection process, despite having all the requirements and when such claims are made, someone with knowledge on employment law protection for employers is essential.

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  • Paid Holidays – There are laws in place to protect employees regarding paid holidays and with an on-demand employment law advisory service, you can rest assured that you stay on the right side of the law regarding employees and paid holidays.
  • Breach Of Employment Contract – Some people make a point of learning about their rights as an employee and should they ever feel that their employer is asking something of them that is not in their job description, they could file a claim for breach of contract. Expecting people to carry out their work without providing essential safety, is just one example of how you could fall foul of employment rules and regulations. Of course, it this occurs, you will need to seek out legal advice before making any response and there are specialist providers of legal advice concerning labour laws.

While employees have good protection, employers need to be very aware of the complex employment laws that are in place. Fortunately, there are online solutions in the form of experienced legal experts who are always ready to assist you regarding any aspect of the complex labour laws. Having an ally like this ensures that you will always be compliant and can hopefully forge a great relationship with your workforce.