HR for start-ups: What you need to know
Our checklist of the key HR documents you will need in place when you start hiring:
- Contract of employment
Before recruiting your first employee ensure you have a legally compliant contract of employment. Getting this right from the start will save much confusion and uncertainly for your staff down the line, protect your intellectual property and confidential information and restrict employee activity after they have left the business. There are particulars of employment that you must provide to an employee within two calendar months of them joining you; the most important of these are:
- name of the employer;
- start date/date of continuous employment;
- their job title, salary and pension;
- place of work and hours of work;
- holiday entitlement; and
- notice periods.
Remember pension auto enrolment; employers must let employees know when they will be auto -enrolled which is often the first day of employment but can be postponed for up to three months.
You will also need to decide on the terms of your contract, will you employ them on a fixed term or permanent contract? Will it be regular or zero hours?
Don’t forget: the working time directive which states that all employees must have 20-minute break every six hours (which is unpaid).
Also bear in mind the 48-hour working limit, which ideally you will want employees to opt out of because this makes it difficult for them to do overtime. Include an opt-out clause in the contract.
- Probationary period
Set a probationary period for new hires and be sure to communicate this with the employee so they are aware. This serves to focus both party’s minds on either ensuring standards are met and not delaying a decision to terminate the relationship if the role does not work out.
- Dress code
You may be comfortable with a casual environment in your office / workspace but there should also be boundaries as to what is acceptable to wear to work and what is safe. Publishing a dress code on the intranet cuts out the need for awkward conversations down the line.
- Sickness policy
Employees need to be made aware of the rules in your business around taking time off for sickness, who should they notify, by when and how often, and most importantly will they be paid more than statutory sick pay? Don’t assume that employees know the rules if you haven’t told them.
- Managing performance
When a new team member joins your business, make it clear what’s expected of them and provide a full induction to the company. Give them a job description and talk to them regularly, particularly in the first few months. If they don’t know what you expect of them, how can they perform well?
A buddy system can also be helpful as your business grows, where current team members can help new employees settle in and find their way around.