Being compliant can involve pro-active steps, re-active steps or a combination of the two.

HR and employment law compliance are a vital part of any business’ success – not only because it’s a legal obligation but because going above your legal obligations and implementing additional policies and practices can make your workplace a better place to be.

For example flexible working policies allow employees a better work life balance.

Pro-active Employment law Compliance

Some of the examples below are ways businesses can take pro-active steps to stay compliant.

Compliant employment contract

Make sure you have a contract of employment in place that fully meets the statutory provisions of the Employment Rights Act 1996 (see our article “what should be in an employment contract?”)

Up to date HR handbook

Ensure you have an employee handbook that sets out the expectations that employees can have of your business, and the standards they are expected to meet whilst working for your business.

Put employment policies & procedures in place

HR policies and procedures are an essential part of employment law compliance, in fact there are three policies every business must have including a Grievance Policy, Disciplinary Policy and a Health & Safety Policy.

It’s also a good idea to put in place a range of other suitable employment policies and procedures, and that they are accessible to all employees, in particular:

• Attendance Policy;
• Sickness Policies;
• Holiday Policy;
• Flexible Working Policy;
• Equal Opportunities and Dignity at Work Policy;
• Maternity / Paternity / Parental Leave Policies.

HR policies and procedures help everyone understand expectations and the processes that will be used if anything does go wrong.

Carry out risk assessments, when appropriate

It’s important to have an understanding of when risk assessments need to be carried out, and how to carry them out properly in line with any relevant statute governing them.

Re-active Compliance

When employment law changes happen and either new legislation is put in place or case law sets a new precedent, you’ll likely need to react to the changes. We’ve included a few examples below:

Review your employment contract regularly

Check your template contract of employment regularly, and adapt it to comply with any relevant statutory changes, or to suit business operational needs for new hires.

Managing employee relations issues

When you face challenges with employees, follow the provisions documented in your policies and procedures, and any provisions of any relevant ACAS Code of Practice to ensure they’re dealt with properly.

Complete risk assessments

Where a risk to an employee, or employees, has been identified, make sure that you complete risk assessments in a timely and reasonable manner, and put in place measures to reduce or eliminate the risk.

Seek external advice from experts

Consider ad-hoc engagement with external organisations, such as an Occupational Health provider, in instances of ill-health of employees or if you need your employment contract and policies reviewed or new ones drafting, seek expert advice from employment lawyers & HR advisors.

Get help with employment law compliance

Employment law changes frequently and it can be difficult to keep up with the latest case law and legislation. We’ve only touched the surface of compliance and big changes are on the horizon as a consequence of changing governments, Brexit and the end of retained EU law.

But that’s one of the reasons we’re here – as part of our employment & HR service, we keep you up to date with latest changes, keeping your contracts and policies compliant whilst up-skilling your managers to give them the confidence to manage your people and workplace compliance.