Growing Your Business – Employment Considerations


10th July 2018

If your business is looking to enter a significant period of growth it will need to accommodate its newfound capacity by expanding the amount of people that it employs. Whilst this is a positive step for your business, you will also incur a greater administrative burden in both complying with the law and managing your employees.

Each of the following areas are futher expanded upon here: 

Liability Cap

As an employer you are required by statute to provide all of your employees with a ‘statement of particulars’. This will need to be provided within the first two months of employment and set out the key terms of the new employee’s employment in the UK.

Employment Contracts and Policies

Whilst the statement of particulars sets out the minimum legal requirements, you will almost certainly want to put in place an employment contract as soon as possible to further detail the relationship between your company and the new employee. Typically, employment contracts will contain the full ‘statement of particulars’ and thereby satisfy this requirement without the need to provide them separately.

However, in an employment contract you may want to provide other practical terms and employee incentives such as a bonus scheme or flexible working to name a couple. Additionally, you may want to consider putting in place two types of employment contract; one for senior employees and another for junior employees.

The company will also need an employee handbook and various workplace policies that work in conjunction with the employment contracts.

Managing Performance

While the precise responsibilities of positions in your business will differ, the fundamental management skills required are often the same. Managing employees’ performance is a continuous process that will involve ensuring that each employee’s performance contributes to your company’s ambitions. 

Handling problems that may arise

Unexpected issues and problems arise in all workplaces. Staff may have complaints concerning their work, working conditions or colleagues which may need addressing. Alternatively, a team member’s conduct or performance may become a problem. It is important that these problems are resolved in a fair and professional manner, before they develop further and become a more serious problem. Initially most matters are best dealt with informally; a private discussion is often all that is required to improve a team member’s conduct or performance.Sometimes the matter may be more serious and disciplinary action may need to be taken.

As an employer you should familiarise yourself with the ACAS Code of Practice. The Code provides written guidance to employers on dealing with both disciplinary and grievance procedures. 

Best Business Practice

For more information on Employment Considerations and what the best business practice is, you can read the more detailed article here: 

If you would like further assistance, please contact Millie Kempley.


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