Here’s our HR end of year checklist. After a challenging year, these are our tips for getting your HR in order for 2022.

Review your contracts and procedures

Ideally this should be done every two years to keep up to speed with changes in legislation, such as auto-enrolment or changes to definitions in employment law. Make sure that the following in particular are up to date:

  • Contracts of employment
  • Policies
  • Pay
  • Holiday
  • Sickness & compassionate leave – particularly relating to self-isolation
  • Maternity and paternity leave
  • Bullying and discrimination
  • Termination
  • Attendance and personal conduct
  • Social media

Review your COVID procedures in light of further lockdowns as part of your HR end of year checklist

Make sure your business has plans in place should you need to close your workplace, or if staff are required to work from different locations at short notice. We would also recommend that you conduct a homeworking risk assessment to make sure your staff have the correct set up. Download our free template or read our blog on planning for a lockdown.

Check all staff appraisals are complete

Before the end of the year make sure every member of your team has had an appraisal and their development reviewed. Set targets for the year ahead and discuss any concerns or issues from both sides. Read our blog on how to run an effective appraisal.

Record all meetings so you can refer back if needed. This will also protect you legally should there ever be a dispute with an employee, and you have kept a full record of contact and discussions. Performance review software can help you to manage this process, try a free 14 day trial of our PDR Cloud system.

Check your training plan

Have your staff fulfilled their training objectives and needs this year? If not, you still have time to complete this before the end of the year.

Allocate funds and resources now for staff training in 2022 so that staff are clear on what’s available to them for the next twelve months. Read our guide to setting up a training scheme if this is something you haven’t done before.

Consider running a staff survey to guide the HR strategy and agenda for the year ahead

Conducting staff surveys can help you gain a better understanding of how your staff feel about working for your organisation.  When implemented correctly and followed up with visible actions, they can also help boost morale and in turn your organisation’s productivity. Read our blog post on how they could transform your business. We also partner we WeThrive, which is an engagement platform designed to help you run surveys and use the results to create highly effective teams, retain key staff for longer and deliver better business results. Listen to our webinar about how the system works.

Review your employee benefits

The start of a new year is an ideal time to take stock of what you’re offering your employees in terms of benefits. What’s working and what’s not? If you’re surveying your staff you could use this opportunity to find out what they would really like, and what they are not using. Take a look at our guide to setting up a flexible benefits scheme, or during the current climate we’ve put together some ideas for non-financial incentives.

Conduct an information audit

Adhering to GDPR, you should conduct an audit now of the information your business holds on employees and job applicants to ensure ongoing compliance. Also make employees working from home aware of GDPR rules. There is lots of useful guidance on GDPR available on the ICO website.

Be aware of employment law changes

Increases in National Insurance contributions has been announced, whilst other changes (such as legislation on tips and gratuities and continuity of service) are still to be confirmed. Read our guide to 2022 employment law changes.

For help with any of the above or further info on what you should include in an HR end of year checklist take advantage of 15 minutes of free HR advice from one of our consultants. Get in touch and we would be happy to offer guidance.