The past 12 months have brought a rollercoaster of change, stretching resilience and boundaries in every way, but now we have a roadmap to (hopefully) signpost us into more certainty and recovery.
Spring brings a perfect opportunity to reflect on your current employment practices and ensure readiness for the future. Some timely questions to consider are:
- Does existing employment documentation reflect current and future requirements from a legal, business and employee point of view?
- Do you have policies in place to deal with matters such as home and lone working, supervision, data protection and wellbeing (amongst others)?
- Have existing policies, such as grievance and disciplinary procedures, been adjusted to allow for any altered working practices?
- Do your risk assessments cover mental health and stress?
- What additional training and support can be provided to employees?
- Do your employment contracts allow for minor changes to be implemented?
- Do your policies allow for adjustments without consultation, or are they contractual?
These elements will inform how any change can be implemented correctly thus reducing risks of employment tribunal claims.
At Murrell Associates we provide Staff Handbooks, Contracts and Policies for your business or alternatively we can review your existing documents and make recommendations to ensure you remain legally compliant, act fairly and that any decisions you make are reasonable and non-discriminative.
Our experienced Employment Law and HR team offer a range of products and services to suit different business needs and budgets from one-off documents to retainer packages tailored to your organisation.
Get in touch
If you would like to discuss any of the issues raised in this article, Paula Early (HR Advisor and Paralegal), would be delighted to hear from you. You can reach Paula on 07597701046 or you can email her email@example.com.