Unlocking HR Excellence: Contact Our UK HR Consultancy Experts

Create a welcoming workplace, connect with the right talent, and offer appealing
packages.

Invite thoughtful conversation, reassure candidates, and ensure fairness with consistent
interview practices.

Before hiring, carry out right-to-work checks, reference checks, DBS checks (if required),
and qualification checks.

Include job title, pay, hours, duties, holiday, notice, benefits, and company policies in the
contract.

Issue contracts of employment, ideally on or before day one

Useful for fluctuating demand but assess potential risks and legal obligations.

Employ trial periods through probation, as detailed in the contract.

Recruit temporary or seasonal staff using fixed-term contracts and comply with agency
worker regulations.

Welcome, documentation, training, induction, and mentor or buddy assignment.

Register as an employer with HMRC, obtain employer’s liability insurance, check right to
work, set up payroll, and understand pension duties.

Write an attractive, compliant job description by stating duties and required skills clearly,
avoiding discriminatory language, including only essential criteria, and referencing your
equal opportunities policy

Advertise jobs on free job boards like Indeed or Gov. uk.UK Find a Job, social media,
your website, and local community groups.

Avoid asking about age, race, gender, religion, marital status, disability, sexual orientation,
or plans for pregnancy in interviews.

Verify candidates’ right to work by asking all candidates for proof in line with Home
Office guidance and applying checks consistently.

Only conduct background checks if required. Use DBS checks if the role involves
working with children, finance, or sensitive data.

Include in an employment offer letter: job title, start date, pay, hours, probation, and any
conditions.

Clear induction plan, role training, resources, team introduction, and early exposure to
company culture.

Right-to-work evidence, signed contract, P45 or new starter form, bank details, and
emergency contacts.

Check references efficiently with a brief, structured email or call, asking specific
questions about the candidate’s role and conduct.

Provide written terms of employment for all employees and workers, as legally required.

Classify full/part-time employees with set hours; classify contractors as self-employed,
less protected, and in control of their work.

Ensure you are not misclassifying by using HMRC’s tool, assessing control, mutuality of
obligation, and who provides equipment.

Register with HMRC (His Majesty’s Revenue and Customs) as an employer and use
payroll software or a payroll service provider (a company that manages pay on your
behalf).

Mandatory deductions from pay include income tax, National Insurance contributions
(NI), pension contributions, student loan repayments, and deductions under court orders
(legal requirements to pay debts).

Weekly, fortnightly, or monthly and clearly stated in contracts.

Pay overtime at agreed rates; ensure payments comply with the National Minimum Wage
(legal minimum hourly rate) and the Working Time Regulations (limits on hours and
required breaks).

Pension, holiday, sick pay, healthcare, employee discounts, and flexible working.

Compare roles with industry data and adjust accordingly.

Offer flexible or non-monetary perks, such as remote work.

Yes, you must provide a workplace pension scheme using auto-enrolment, which is
mandatory for all eligible employees (those who meet age and earnings criteria set by
law).

Set clear policies, require receipts, and process promptly.

The statutory minimum holiday pay is 5.6 weeks per year and must include bonuses if
these are a regular part of pay, as required by law.

Assess all staff to determine eligibility and automatically enrol qualifying employees into a
workplace pension in accordance with pension law.

Operate PAYE (Pay As You Earn) through HMRC; deduct income tax and National
Insurance, and file required reports regularly as part of payroll compliance.

Not required by law, but can improve recruitment and retention.

You can choose how often to pay employees (weekly, monthly, etc.); if you are late, this
can breach contract terms and employment law requirements.

Only make deductions allowed by law or agreed in writing.

Calculate based on actual hours worked each pay period.

Check GOV.UK for up-to-date rates.

Hold regular, planned talks where both sides can share and set clear tasks or goals.

Formal process for underperformance with goals, timelines, and reviews.

Address promptly, give feedback, and set improvement plans.

Investigate, invite to a meeting, allow representation, and communicate decisions.

After the investigation, follow the policy and document everything

Follow procedures, give warnings, allow appeals, and document thoroughly.

Listen empathetically, address concerns promptly, and clearly respond in writing to
resolve issues.

Not following a fair process or lacking a valid reason.

Use impartial mediators, encourage open communication

For complex, serious, or potentially biased internal cases.

Use simple, regular one-to-ones with structured feedback and clear objectives

Address behaviour directly; reinforce values and expectations.

Hold a meeting, set improvement targets, and document discussions; escalate if there is
no improvement.

Define measurable goals aligned with business needs; communicate and review them
regularly

After informal steps fail or for serious misconduct, issue a written warning in accordance
with policy

Follow disciplinary procedures, document reasons/evidence, and ensure fairness.

Keep records of performance, warnings, investigations, and reasons for dismissal.

Acknowledge in writing, confirm the notice period, arrange the handover, and process
the final pay.

Ask open-ended questions, listen, and use feedback to improve.

Yes, pay out accrued but untaken holiday on termination.

Document resignation, recover property, and process final pay to the last day worked.

Document the resignation, recover company property, and process final pay up to the
last day worked.

Collect equipment promptly, revoke access, and remind them about their confidentiality
obligations

Policies, procedures, benefits, company values, and conduct expectations.

At least annually or after legal changes.

Outlines process for addressing misconduct; ensures fairness.

Encourage reporting of wrongdoing and protect whistleblowers.

Commits to fair treatment regardless of protected characteristics.

Set out the process for requesting/approving flexible work.

Clarity on expectations, communication, security, and health & safety

Use meetings, emails, and the intranet; get written acknowledgement.

Redeployment, reduced hours, voluntary redundancy, and sabbaticals.

Contracts, right-to-work, pay, absence, performance, and training records.

Typically, 6 years post-employment; some (e.g., health, accident) longer