Human Resources Outsourcing Services
Human Resources (HR) is important in keeping your business operating. It ensures that people remain at the heart of your company by protecting their rights and approaching any challenges that may arise with dedication and resolve.
As a result of the coronavirus pandemic, with many companies having to make tough choices with employee contracts, it is now even clearer why human resources are important for your business. HR leads an organisation through challenges and change, helping to create the best positive outcomes for employees and the business.
The pandemic has brought a huge wave of change in employment, none of which is easy to manage.
We get great pleasure from helping clients through whatever people challenges they face.
Head of HR
Why You Should Use Human Resources Outsourcing
As employees’ needs are rarely straightforward, it can take time to dedicate the proper amount of time needed to resolve an issue internally. We offer an expert human resources outsourcing solution here at FD People. We can help you with things such as:
- Strategic advice and guidance on handling sensitive HR matters.
- Developing and streamlining HR policies and procedures.
- Implementing contractual documentation
- Restructuring and amending job functions.
- Assisting with and managing payroll.
As you embark on a new era of work, it couldn’t be a better time to engage with a strong, adaptable HR business partner to help you navigate uncharted waters.
Take our free online HR check now to see how we can help you improve your HR with our human resources outsourcing services.
How We Provide You With Complete HR Support
At FD People, we understand that outsourcing your HR support can be a big decision for your business. It requires a great deal of trust to allow an external company to handle the sensitive information that HR often brings up. To put your mind at ease, we have outlined a few reasons why we are confident our team of expert HR professionals can achieve great outcomes for your business.
Hire Expert UK HR Consultants
If you’re ready to try human resources outsourcing for your company, FD People are here to support you with our expert services.
Get in touch today to learn more about how we can help you and your business.
HR Outsourcing FAQs
As a well-established HR consultancy, we have been asked so many questions over the years. We could fill a book just with the questions, never mind the answers!
Below are a few of the most popular questions we are often asked:
Yes, you can dismiss an employee before completion of their probationary period. But there are some risks that you need to be aware of.
- An employee who has less than 2 years of service cannot raise an employment tribunal claim for unfair dismissal. However, they can raise a claim for discrimination. This particular claim does not require what is known as ‘qualifying service’.
- Where you feel an employee is not working out during their probationary period, perhaps due to their conduct or performance, and you are considering dismissal, you need to consider whether there are any reasons that could give rise to a claim for discrimination. For example, if an employee has been absent for a considerable amount of time during their probationary period, but the absence is due to a disability, there is a potential claim for disability discrimination.
- No dismissal is risk free because there is little to no deterrent to an employee raising a claim. Particularly given it does not cost. Where you feel an employee is not going to work out, but there is a potential discrimination risk, the important thing to do is to make the situation as low risk as possible. Have open discussions with the employee throughout their probationary period. Furthermore, you should ensure that you are focusing on objective areas for improvement, such as their performance or conduct. Additionally, you should document all discussions you have had with the employee. This will come in handy should you need to refer to them in the future.
If you are concerned about an employee in their probationary period, and want to assess the risks and the best approach to handling this, FD People are here to help. Please contact firstname.lastname@example.org.
There is a statutory right to Time Off for Care of Dependents. This means that employees have the right to take reasonable time off to deal with an emergency involving a dependent.
A dependent is classified as anyone who depends on the employee for care, which might be a spouse, partner, child, grandchild or parent but could extend further than this if they depend on the employee for care.
The entitlement is not to provide care for the dependent, rather it is to make arrangements for the provision of care.
It is also an entitlement to reasonable and unpaid time off. What is considered reasonable will depend on the circumstances.
If you need further help navigating Time Off for Care of Dependents, please get in touch with FD People at email@example.com.
Every employee needs to be issued with a contract of employment on day one of starting their role – this is a statutory requirement.
The law recently changed in relation to when employers are required to issue a contract of employment. It used to be the case that you could wait up to 8 weeks from when the employee started to issue a contract, but now it is essential to issue a contract on or before the employee’s first day.
A contract of employment, also known as a written statement of particulars of employment, sets out basic terms and conditions of employment such as when an employee’s continuous service started, what they are paid, how many hours they are expected to work, what holidays they will receive and what their notice requirements are.
If you would like help preparing or reviewing a contract of employment template, contact firstname.lastname@example.org.
The best approach to handling policies and procedures is to house them all in an employee handbook which covers contractual, non-contractual and statutory policies and procedures.
However, if you don’t want to have an employee handbook but do want to ensure you have the minimum requirements in place, below are the top 5 policies and procedures we would recommend putting in place:
- Absence Policy – this is a contractual policy which sets out the requirements for absence reporting, handling long term sickness and your approach to payments during sickness.
- Disciplinary Policy – this will be a non-contractual policy which will include how the organisation will handle a disciplinary situation, the level of warnings that may be issued, and a non-exhaustive list of what the organisation considers to be gross misconduct and approaches to a range of scenarios that can arise in a disciplinary situation.
- Grievance Policy – this is also a non-contractual policy which lays out how an employee can approach dealing with a grievance at both an informal and formal level, including who they should speak to at each stage.
- Equal Opportunities – this sets out how the organisation approaches equality and diversity in all stages of the employment life cycle in line with the Equality Act 2010.
- Data Protection Policy & Privacy Notice – the data employers hold about employees is highly confidential, and in compliance with GDPR, we recommend you have a data protection policy and privacy notice in relation to both employees and a separate policy for job applicants.
We can help prepare either an employee handbook with a more comprehensive suite of HR policies and procedures, or provide you with the above top 5 policies and procedures. Please contact email@example.com for further information.
There are a number of important steps an employer needs to take when an employee advises they are pregnant:
- Once you have congratulated the employee, write to them to confirm that they have advised you they are pregnant and advise that a pregnancy risk assessment will be conducted and to ask them to provide their MATB1 form on receipt.
- Conduct a pregnancy risk assessment to assess the risks of their role to their pregnancy. It is important to continue to risk assess throughout the employee’s pregnancy.
- Have a discussion with the employee about their plans for time off to get an idea of what they are thinking. Let them know what they are entitled to verbally – this doesn’t need to be straight away and can be further on during their pregnancy.
- Once the employee has a MATB1, firm up with the employee when they think they will start their maternity leave. Then write to them to confirm their entitlements to maternity leave and pay, and note the dates the employee has stated they will start their maternity leave (this of course may change if their baby comes early or if the employee wants to work on longer).
- Before the employee goes off on maternity leave, agree on how they would like to keep in touch with the organisation. The employee can choose to use up to 10 Keeping In Touch (KIT) days during their maternity leave without affecting their Statutory Maternity Pay. But they may prefer to keep in touch by receiving a regular newsletter to their personal email address or dropping into the workplace with their new baby.
If you need help dealing with a pregnant employee, please contact firstname.lastname@example.org. We will be happy to help with template letters, forms and guidance.
Marine Products Scotland is one of the UK’s leading producers of luxury Scottish salmon.
Despite that people have always been at the heart of Marine’s ethos with 150 staff employed at the Glasgow site, the company did not have a dedicated HR function.
The Managing Director felt they didn’t need a full-time resource. However, identified a need for the following HR support.
Read our case study to find out how we helped.