Avoid Making Costly Mistakes

Whether a member of staff chooses to leave, has their employment terminated, is being made redundant or is retiring, you will need to comply with the relevant legislation.

You must have a valid reason for dismissing an employee and act ‘reasonably’ during the dismissal and disciplinary process.?

Whatever way the employment ends, there are lots of practicalities to consider. Here are some useful pointers when thinking about HR compliance:

• When calculating notice periods, follow the guidelines for statutory notice and decide whether you want them to work until the end of their notice or pay in lieu of notice.

• When calculating their final pay, take into account any unused holiday entitlement.

• ?If an employee leaves part-way through your holiday year, the period of entitlement runs from your holiday year start date through to their leaving date.

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• If they’ve taken more than their annual leave entitlement at the time they exit the business then you can take the money back in their final pay - as long as it has been agreed in writing beforehand.

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• If they’ve taken less than their entitlement by the time they leave, you may be able to offer them payment in lieu of holiday.

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• You should not hold ex-employee data and documents any longer than necessary. Information should be securely stored before being automatically redacted or disposed of in compliance with legal and company policies.

Remember, HR compliance is an ongoing process so it’s vital to keep up to date with legislative developments.

The use of sophisticated HR software services, via secure people management platforms like WorkSmarter, can assist you in maintaining compliance.

Whatever you’re dealing with, whether it be a disciplinary, termination of employment or redundancy, WorkSmarter’s HR Document Library gives you access to fully compliant templates ready for any employment scenario.

Get in touch to find out more about our suite of powerful HR and people management tools. Or book a no-obligation?demo.?