Have you updated your policies?
If you are looking at hiring someone, you need to give them basic information about their job. Legally, you have to tell them what they will be earning, their dates of employment, and their basic obligations.
Have you updated your policies?
If you are looking at hiring someone, you need to give them basic information about their job. Legally, you have to tell them what they will be earning, their dates of employment, and their basic obligations. The best approach is to have a full employee contract. In that contract, you will outline what holidays they are entitled to, how the contract can be terminated, and whether they have a pension. To supplement the contract, you also need some policies. These policies should detail their data protection obligations, provide more information about the pension scheme, explain the holiday entitlements, and govern how they should act while working at your company. You don’t want all of this in the contract because once someone signs that contract, it’s very difficult to change; both parties need to agree to any changes. However, if it’s in your policy booklet, you can change it whenever you need to. For example, your maternity and paternity policies can be updated as needed. When the company starts, you might not be able to offer much maternity pay, but as the company grows and you have more cash flow and profit, you can offer more. If these terms are in a contract, you can’t simply change them, so having a policy document that you can update as the company grows is crucial.