Provide up to date:
– Company specific Policies and Procedures
in-line with statutory legislation
Management of all employee issues directly
– or by supporting Line Managers through Procedures,
Process and administration.
Employment law updates
– on current and forthcoming legislation
Recruitment & Selection
Support and guidance on Recruitment
Job Description/Person Specifications
Interview and Selection
– Procedures and Guidance
Standard letters, Policy and Procedures
Employment eligibility requirements
Staff induction Procedure
On-boarding administration
Guidance/compliance with the Equality Act
Staff & Company Handbook
Provide Staff Handbook
– contractual & non-contractual Policies
– relevant to your Company/Business
– to communicate Company Rules & Procedures
– incorporating Statutory Policies & Procedures
HR Training & Management Support
Recruitment & Selection
Parental Rights
Performance Systems
Performance/Capability Management
Absence Management/Sickness Reduction
Grievance Procedure
Disciplinary & Dismissal
Redundancy Selection
Employment Legislation Compliance
Statutory Rights
HR Consultancy
Telephone, email or on-site support
Advice on all employment issues/
compliance with current legislation
Statutory Procedures & Administration
Minimum immediate consultancy advice
– to managing the entire process on site
– to support your Directors/Line Managers
through all areas of people management
Employment disputes
– Mediation
– Settlement Agreements
– ACAS Conciliations
– Employment Tribunal Claims
Kiss Marketing Ltd
Our recent growth and expansion requires support from a Consultant with a solid knowledge of employment legislation and I am grateful to Lorna for keeping us on the straight and narrow, without breaking the bank! Now, I don’t worry about HR, I can get on with running my business.
– Carl West, Kiss Marketing Ltd
clients – anchor
Employment Changes 2016
In January
Regulations giving zero hours workers the right not to be unfairly dismissed or subjected to a detriment for failing to comply with an exclusivity clause, and to claim compensation – come into force 11 January.
In April
The new National Living Wage of £7.20 per hour applies to workers age 25 and over – from 1 April.
The National Minimum Wage amendment regulations also double the financial penalties if employers are found to have paid less than the minimum – from 1 April.
Statutory rates of maternity allowance and statutory maternity pay (SMP), statutory paternity pay (SPP), statutory adoption pay (SAP) and statutory sick pay (SPP) are usually increased in April each year, but remain unchanged this year.
Certain tribunal awards are increased, including the cap on the compensatory award to £78,962 and the limit on a week’s pay (for calculating redundancy and unfair dismissal awards) to £479 – from 6 April.
Public sector employees will be required to repay a tapering proportion of a ‘qualifying exit payment’ if they return to the public sector within a period of 12 months under regulations – expected in 1 April.
In June
The EU Referendum to be held on 23 June will determine whether the UK will remain in, or leave, the European Union
In Autumn
A £95,000 cap on the total value of exit payments for public sector workers is expected to be introduced
In October
Mandatory gender pay gap reporting is expected to be introduced affecting private and third sector employers with 250 or more staff in Great Britain. The first reports must be published by end of April 2018 with annual reporting after that. Public sector organisations will be included at some time yet to be decided.
National Minimum Wage rates – will increase on 1 October: the standard adult rate for workers aged 21 and over to £6.95, the development rate for those aged 18-20 to £5.55, the young workers rate for those aged 16-17 to £4.00, and the apprentice rate to £3.40.