Do you know your business obligations when you recruit new staff?
By Kimberley Wallace
Senior HR Consultant at EmployAssist, We in Social Tech mentor
Taking on new staff is a big milestone for any business. If you haven’t recruited before, it can be an overwhelming process in terms of
what you need to do, both when you are recruiting and when you are on-boarding your new starter.
When recruiting, ensure your job adverts and recruitment process (e.g. filtering applications and interviews) are free from discrimination.
It can be easier to discriminate than you might initially think. For example, advertising for a ‘recent school leaver’ or for someone ‘very experienced’ could mean you are discriminating against candidates based on age if these aren’t essential criteria. Avoid asking questions at interview about individual’s protected characteristics (e.g. sex, race, religion). We’d recommend allowing 12 weeks for completing the recruitment process including advertising time, filtering CVs, interviewing, and the successful candidate working notice.
Once you have appointed your successful candidate, your business will need to carry out various checks and will have certain obligations it must complete:
- Employers Liability Insurance – You must have in place Employers Liability Insurance as soon as you become an employer.
If not, you can be fined £2,500 for every day you’re not insured.
- PAYE / HMRC – You must register with the HMRC as an employer and set up PAYE for processing your payroll
- Pensions – You’ll be required to automatically enrol your employees into a workplace pension scheme paying the
minimum employer contribution rates (currently 3% employer / 5 % employee contributions).
- Contract of employment – You’ll need to provide your employees with a written statement of employment
including their terms and conditions. This must be provided within 2 months of their start date.
- National Minimum Wage – you must pay your employee at least the National Minimum Wage
- Right to work in the UK – check that your employee has the legal right to work in the UK
- GDPR – Ensure you are complying with GDPR regulations – you’ll need a Data Privacy Notice and Data
Protection Policy in place
- Health and Safety – Health and safety requirements will include: carrying out risk assessments, planning
and training on emergency procedures, providing safety equipment and protective clothing where necessary.
You’ll also be required to consider and make reasonable adjustments for any disabled workers that you have
working for you.
- Discrimination – You are required to ensure your workplace is free from discrimination –
this is in regard to recruitment and other internal processes such as appraisals and performance management.
Kimberley Wallace is a Senior Human Resource Consultant at EmployAssist.
EmployAssist provides HR support to SME’s across Hertfordshire, Essex and London. They can help with
on-boarding procedures, psychometric testing and providing HR advice. Services are provided via a low cost
monthly retainer, or via an on-demand basis. They offer a free, no obligation HR audit.
Want to know more about EmployAssist and how it can support you in your business? Get in touch :
Contact Kimberley Wallace at 0333 400 7920 | 07584 575 212 | firstname.lastname@example.org