HR checks and priorities for 2016

Some top tips for HR teams to check for 2016.  All these should be in place and understood fully by all operational managers, if they aren't Concrew Training can help.  

• Right to Work
  Immigration Law Have you checked, and importantly, evidenced each of your employees' right to work in the UK? Usually taking a copy of their passport is sufficient for such purposes. Failure to do this can result in both civil and criminal proceedings.
  
  
• Employment ContractsAll staff should have their main terms and conditions of employment set out in writing. Not only is this a legal requirement, having clear and accurate contracts of employment in place can help to avoid disputes about rights and entitlements. Are you aware of the difference between express and implied terms in a contract?
  
  
• Health and Safety and WellbeingEmployers have a duty to look after the health, safety and wellbeing of their employees. If you employ 5 or more employees, you are legally required to have a written health and safety policy in place. Don’t forget the focus on “well being”. Cases of stress related illnesses have been linked successfully to the workplace in a number of important tribunal cases using the “well being” link. And if you want a laugh with a serious focus (?!) why not look at the some of the urban myths about safety spotlighted, almost daily, by the Health and Safety Executive. Go to http://www.hse.gov.uk/myth/top10myths.htm
  
  
• Disciplinary and Grievance Procedures
  The ACAS Code-You may have to deal with a disciplinary or grievance matter during 2016.Make sure you are familiar with the ACAS Code of Practice. Failure to follow the Code can result in a 25% increase in compensation if a worker goes on to win an Employment Tribunal claim.
  
  
• Social Media PolicyDo you have a robust policy in place to cover issues arising from the use of social media? From giving guidance about what is and is not acceptable to who owns contacts made, a social media policy is likely to be crucial. Don’t forget the growing issue of BYOD? Bring Your Own Device to Work practices need policy frameworks too.
  
  
• Equality in EmploymentDiscrimination claims can result in huge value awards of compensation. Help to avoid Employment Tribunal claims arising by having a comprehensive equal opportunities policy in place and regularly training your staff about anti-discrimination issues. Concrew training's courses provide policy advice and templates covering equality issues in corporate governance, human resources, access to services, service user involvement and partnerships/contractors etc.
  
  
• Maximum Working WeekDo you have any employees who regularly work in excess of 48 hours each week (including overtime)? If so, you may be in breach of the rules on working time unless you have a valid opt-out agreement in place with each of them.
  
• Monitoring Make sure you obtain the consent of each employee to allow you to monitor their use of company IT systems and telephones. Without this, you could run into difficulties, such as allegations of unlawful monitoring and/or data protection breaches.
  
  
• April and the living wage rateEnsure staff are being paid at least the rate of the national minimum wage, which usually increases every October. Failure to comply not only means potential claims by them but you could also find yourself being named and shamed. Remember that the living wage will apply from April 2016.
  
  
• Zero-Hour Contracts - Exclusivity AgreementsZero-hour contracts should no longer contain provisions preventing the individual from working for another employer. Make sure that you have updated your contracts to reflect this.

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