Frequently asked questions
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Without employees a business could not function properly, and as part of having a workforce an employer has specific legal responsibilities as well as best practices to follow. Employer responsibilities include:
- Fair recruitment and selection processes
- Supplying a written statement of employment particulars (on the first day of employment & a wider written statement must be provided within 2 months)
- Fair pay / adhere to minimum wage entitlements (including holiday pay)
- Provision of a detailed payslip (including deductions)
- Following working time regulations
- Auto-enrolment into pension schemes (if applicable)
- Fair and equal treatment of workers
- Fair dismissal processes
- Considering flexible working requests
- Providing rest breaks during the working day
- Protecting the Health & Safety of their employees, including their mental health and wellbeing
- Providing a suitable work environment
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When an employee accepts a job role there is an expectation that they will represent the company in a responsible manner, perform the job role to the required standard, be punctual or communicate with their manager if they are unwell or going to be late, as well as treat everyone respectfully. An employer is primarily responsible for ensuring the health, safety and wellbeing of all employees, however staff have a duty of care towards their own health and safety, as well as anyone else who could be affected by their actions. Employee cooperation is important, particularly when it comes to undergoing mandatory training, using equipment correctly and following any set procedures. Employees are also required to report any injuries or potential risks in the workplace. This will help create a safety culture, especially if employees feel confident to raise any concerns.
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Employers are not necessarily going to be able to list every task in an employee’s job description, particularly where technology changes and as a result, new processes evolve. If the new task is reasonable then employees have a duty to complete it. An employer should meet with the employee to determine why they do not want to complete the task. It could be that additional training is required or that there is a legitimate health and safety concern. If this is the case then steps can be put into place to support the new requirement, however, if the employee has no justifiable reason disciplinary action may be taken. However, there are some instances where an employee can refuse to complete a new task, such as it isn’t connected to their job role or it is not in keeping with their pay grade
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Employee relations refers to the relationship between an employer and their employees. In many cases this refers to the individual relationship between a manager and their team member/s, as they will be responsible for monitoring performance, resolving conflict, and supporting them on a daily basis. How this is handled will form the basis of the relationship. Building and maintaining positive employee relations is key to running a successful business. Where the relationship between staff members and managers/owners is strong, employees will be more inclined to work hard and be loyal, and this will ultimately create more productive employees.
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Employee engagement is about ensuring your employees feel valued, they buy into your company vision and goals as well as recognise that their career aspirations and wellbeing are taken into consideration. Engaged employees are less likely to leave, and the work they complete will be of a higher standard, which helps lead to a more successful and profitable business.
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Building strong relationships between employers and employees is the best way to ensure that communication is open and honest. On top of meeting legal employer requirements and setting expectations, it is also important to manage staff performance. This can help support underperforming staff, as well as provide development and learning opportunities for the whole team, which will benefit the individuals and the business. Regular staff appraisals, quarterly performance reviews, and one-to-ones can help managers effectively communicate with team members and set realistic goals. It also provides an opportunity for employees to discuss any concerns they have or any desires to take on new responsibilities. Sometimes it is necessary to take disciplinary action if an employee isn’t responding to feedback about their performance. You can find a guide on how to handle a disciplinary on our HR Compliance FAQ & resources page
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Employers who invest in online workplace training for their staff are showing a commitment to all employees that they value them and want to create an informed workforce. In return employees receive relevant, quality training which is engaging and supports them in their role. Workplace training is about more than just meeting legal requirements, it provides employers with an opportunity to prove to their employees that they value them and prioritise learning. Many employees want an employer who puts them first, and this will help create a positive workplace culture.
Documents & other resources
White Papers/Guides
A guide to recession proofing your business
Our free guide to recession proofing your business looks at what your business can do now to ensure it's in the best position possible now in preparation for what’s to come.
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An employees bitesized guide to GDPR & Cyber Security
This bite-sized guide provides a brief outline of the importance of GDPR & Cyber Security in the workplace.
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Your essential New Year checklist
Along with the experts at Citation we've pulled together essential HR and Health & Safety pointers to help you get a handle on your compliance requirements.
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