Your Responsibilities As An Employer

8/13/2019 Your Responsibilities As An Employer

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Your

Responsibilities

As An EmployerOwning your own business can be stressful enough with the responsibilities ofregistering yourself and the company, paying the correct taxes, working out the

legalities that do and do not apply to you, and so on. There are also additional

responsibilities to being an employer. With this position comes the additional duties

of interviewing and employing, paying, managing and often the disciplining of team

members. Here are some things to think about that should help you to manage your

employees.

Figure 1 http://farm3.staticflickr.com/2138/2247354856_9193f!9."pg


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ContentsContents................................................................................................................................. 2

Employing People...................................................................................................................3

Performance Management.....................................................................................................4

HR Support.............................................................................................................................5

Disciplinary Procedures..........................................................................................................

Conclusion..............................................................................................................................!


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#mplo$i%g &eople

Your first role to even become anemployer is, of course, to employ

people. n order to be an employer

you must be registered with H!

"evenue and #ustoms$H!"#%

and run a &ay 's You (arn

$&'Y(% scheme. )pon registration

you are advised how to do this.

#hoosing your employee is

usually prepared for through aseries of interviews and tests, the

results of which you will use to

select the person most suited to

what you are looking for. Once

your selection process has been completed, your ideal candidate must also be

registered with H!"#.

When paying your employee$s% you must notify H!"# of the payment made, either

through your own reliable payroll system that works with "eal Time nformation

$"T%, or using an accountant or payment bureau. There is an option however, if youemploy nine or fewer people, for you to use H!"#*s free payroll software system.

+ot registering with H!"# can result in heavy penalties which could have damaging

effects on you and your business.

Figure 2

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http://www.hmrc.gov.uk/http://www.hmrc.gov.uk/http://www.hmrc.gov.uk/http://www.hmrc.gov.uk/http://www.hmrc.gov.uk/


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&erforma%ce 'a%ageme%t

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+ow that you are a fully functional employer, it is your responsibility to keep

everything running smoothly. :epending on the si;e and dynamics of your business,

and your financial situation, you may employ a manager to oversee how your

workers are performing, yet overall, this will still be your responsibility.

)sually a contract of employment is drawn up which stipulates their roles and

responsibilities, and your expectations. t will usually contain details of certainprocedures too, such as holiday allowance, statutory sick pay information and so on,

or these can be provided in an employee handbook. The contract should be signed

by both parties, and serves as documentation of your working relationship, while the

handbook provides the employee with a constant reference point throughout their

contract.


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*+ )upport

=or many employers, this responsibility can often be too much with all of the other

aspects of owning and running a business. f this is the case, H" support can often

be found either through outsourcing, whereby you employ a team or individual who is

fully trained in the legalities of employment, or hiring a team or individual to become

part of your own team. :epending on the service you re>uire, they can be used to

advise you when necessary, or to complete the work on your behalf. This is often

useful for the drawing up of contracts, where improper wording can land your

business in grave danger if an employee dispute occurs, or the dismissal of a worker

which can often lead to unpleasant reactions.

Figure 4 http://farm8.staticflickr.com/7178/6811,76,48_16a71,6!11_h."pg


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-iscipli%ar$ &roce!ures

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Taking disciplinary measures as an employer is a common yet often stressful event.

When an employee underperforms, or goes against the terms they agree to in their

contract, it is necessary to discipline them. Without the power of discipline, it would

be a very difficult task to keep your business going. )sually an employee is given

three warnings, and then if their negative behaviour continues, the situation can

result in dismissing an employee.

!any small businesses do not have a stated disciplinary or dismissal procedure

which can often land them in trouble if the employee feels unfairly treated. n somecases, this can lead to a tribunal, or even court hearing. When a disciplinary or

dismissal procedure is in place and abided by, the company can present this at times

of doubt and will be protected against any potential employee claims. t is often

recommended to have this stated in your employee*s contract of employment so they

know what to expect if this sort of situation occurs.


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Conclusion

uire employment law advicebefore any

decisions or actions are taken, as if any mistake on your part is made, the

repercussions can be devastating for you and your business.

?ources

https--www.gov.uk-employing@staff

http--www.hmrc.gov.uk-

http--www.ird.govt.n;-payroll@employers-become@employer-

http--employeradvice.org.uk-
http://employeradvice.org.uk/employing-people/employment-law-advice/https://www.gov.uk/employing-staffhttp://www.hmrc.gov.uk/http://www.ird.govt.nz/payroll-employers/become-employer/http://employeradvice.org.uk/http://employeradvice.org.uk/employing-people/employment-law-advice/https://www.gov.uk/employing-staffhttp://www.hmrc.gov.uk/http://www.ird.govt.nz/payroll-employers/become-employer/http://employeradvice.org.uk/

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Your Responsibilities As An Employer