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Employees have various rights including:

• Payment of Statutory Sick Pay (SSP)
• Maternity, paternity, adoption and shared parental leave and pay
• The right not to be unfairly dismissed
• Statutory redundancy pay
• The National Minimum/Living Wage
• Protection against unlawful deductions from wages
• Itemised pay statements
• The statutory minimum level of paid holiday
• The statutory minimum length of rest breaks
• Receiving notice of termination of employment
• Time off for family emergencies
• To not work more than 48 hours on average per week or to opt out of this right if they choose
• Protection against unlawful discrimination

All employees must be issued with written particulars of employment on or before their first day of employment.

The best time to outsource your HR is before any tricky people issues arise. As you would expect, it’s much easier to manage people issues when you are proactive rather than reactive.

Ideally you should outsource your HR at the point of taking on your first employee. That way, you can have your employment contracts and other employment documentation drafted by a professional. They will ensure your documents are legally compliant and protect business interests.

Realistically, we understand many organisations look to outsource their HR when there is a people problem that needs to be resolved (such as a grievance, redundancy, or performance management issue). That is fine. The HR Dept are happy to help whenever a problem arises.

People management is more complex than ever before. Human Resources (HR) will need to spend more time focused on people challenges arising from:

• New employment legislation
• Remote working
• New working practices
• Skills and talent shortages

This will be made possible using technology designed to take away much of the administration burden from HR professionals.

We also believe that more organisations will look to outsource their HR activities to bring in HR specialists as and when required.