Law Blog

dormanlawad-728x90-banner-v2-ani

What you should know about employment law

SHARE
, / 588 0

Employment law not only covers what is expected of responsibilities but also the rights of their employees. As an employer it can be difficult to be aware of everything you need to know, from contracts to pay to dismissal, especially when starting out. Here we have compiled a comprehensive list of employment rules which form good base knowledge for you as an employer.

  • It is imperative that you check that all your employees are legally allowed to work in the UK before starting their contract with your company. Any documents they provide you with must be kept as copies by yourself.
  • As an employer in the UK, you are required by law to register with HM Revenue & Customers before the first pay day for your employees.
  • If you want to change the terms and conditions of an employees contract you must make sure you have reserved the right to do so in the original contract or alternatively have the employees written consent.
  • All your employees are entitled to a written statement of their employment within the first two months of starting their contract.
  • Full time employees are entitled to 5.6 weeks of paid holiday every year whereas part time employees are entitled to holiday on a pro rate basis.
  • All employees are entitled to be paid minimum wage whether they are full time, part time or casual workers.
  • The statutory sick pay is currently £89.35 a week but employers can pay more than this if they wish. You are also entitled to refuse sick pay if you have reason to believe that your employee is not genuinely sick, or they have not given you adequate notice.
  • As an employer you are required to take responsibility for your employees’ health and safety whether they are in the workplace or working from home.
  • You are able to instantly dismiss an employee if they have exhibited gross misconduct to the point that your working relationship has been irreparably damaged. In your employees contract you should detail examples of what constitutes of gross misconduct. If you are forced to dismiss an employee you must ensure that you do so reasonably and rationally.
  • If employees work 26 weeks continuously they then become eligible for flexible working hours whether they are full or part time.
  • Regardless of the size of your business, all employers are required to provide a written record of their disciplinary rules and procedures.
  • After a probationary period- typically three to six months when you have been able to ascertain if the employee is right for the position in your company, you can make them a job offer.
  • If any of your employees are pregnant, thy ear entitled to paid time off for ante-natal care and if you deem it necessary, you can ask for evidence of appointments.
  • All of your employees are entitled to at least 24 hours off a week and are to work no more than 48 hours per week, although, if they wish they are able to opt out of this limit if they are over 18. Anyone you employee who is under the age of 18 is entitled to work for up to 8 hours per day and a total of 40 hours per week. They are not allowed to opt out of this.