New Year Resolutions – Getting in Shape for the Future

As we come to the end of another year, many of us will already be thinking about making changes in our life for the new year. Maybe you want to get leaner or fitter, perhaps you’ve decided to update and refresh your life in some other way. How about your business? You may also be thinking about making changes there too.

Whether you are considering diversifying your business, or are having to reduce your overheads. We wanted to offer some headline advice to help you on your way!

Cutting costs

Some employers are still reeling from the impact of the new government, which came in hot on the heels of covid and the cost-of-living crisis.  Cutting costs by making staff redundant should be the last resort, and it’s not always feasible due to the financial outlay this involves. It is worth considering what other options are available. 

If you would like to call for an initial chat, we will be happy to explore other options with you.  These will depend primarily on what is included in your contracts of employment. 

Options generally include:

• Changes to working hours (including a reduction in hours)
• Removal of certain benefits, such as bonus payments
• Pay cuts

It’s important that any changes that you make are reasonable and proportionate to your financial situation (in other words, they can be justified) and that you follow due process.  With recent changes to fire and rehire practices, it’s crucial that you seek advice before taking action.

Changing processes

If you are considering changing processes to streamline your business, then you may also be changing the equipment staff use.  But are you up to date with what training is required and what your legal obligations are around establishing safe systems of work?   A quick call to us and we can put your mind at rest.

Changing roles and terms

For staff members who are changing role, or those who have already agreed a change to their terms, such as hours or place of work (possibly working from home or a hybrid working arrangement). You are required to issue a new contract of employment or a letter confirming the variation to terms.  This should be issued within one month of the change.

Restructuring and Redundancies

Hopefully you’ve come out of the past few years unscathed, and business is growing.  Even so, growth can mean that a restructure is necessary which can bring about redundancies as you get all your ducks in a row.  If you are considering a restructure, and potential job losses, there are statutory guidelines to follow, especially if you are making 20 or more employees redundant.  Although there are no set rules for fewer than 20 redundancies, if staff have over 2 years’ service (soon to be reduced to 6 months) you are still at risk of an unfair dismissal claim and possible discrimination if your selection process has not been fair and transparent.    

Housekeeping and data protection

The new year is as good a time as any to take stock and get your HR housekeeping in order. In line with GDPR, audit your records and safely dispose of anything that you no longer need to keep.

You also need to make sure that your records are up to date.  It is essential to ask staff to confirm that their personal details haven’t changed. It is important to check you have the correct details on file, such as their home address, personal email and phone number details and emergency contact/next of kin details.

Health checks

Remember to issue medical questionnaires on an annual basis.  Health and medication constantly changes and so it’s crucial to carry out checks to ensure that staff are fit for work and not putting themselves or anyone else at risk.  If anything has changed, then take advice on how to approach this with the individual and what steps to take.

Compliance checks

If you have staff undertaking business mileage, check their driving licence on an annual basis.  Each of us is responsible for ensuring that our driving licence is still valid.   If staff are driving their own vehicles on company business, ask for evidence that their insurance policy includes cover for business mileage.

For roles involving work with vulnerable people, make sure that your DBS checks are up to date.

Finally, make sure that your right to work in the UK checks are up to date, especially for staff with limited-time status.

If you would like to discuss any of the above in more detail, then please contact us