intelligent

The right to work in the UK is the first check that needs to take place as employers can face hefty fines if they have not checked this properly . If someone is not a British citizen , their visa needs to allow for work as some immigration permissions are issued on the basis that the person cannot work , can only work for a specific employer or immigration ‘ sponsor ’ or with restrictions on the type of work or number of hours .

Some roles may legally require the employee to have certain qualifications or a membership to an industry body . Business owners need to ensure these are in place and match the identity of the employee . It is also sensible to check the references supplied .

Think about employee benefits

To attract the best talent , business owners may want to consider staff perks such as a company car , mileage , free lunches or a gym membership if they can afford it . These benefits are deductible , meaning that you can claim tax back on them .

Be health and safety compliant

Employers must prevent risks to the health , safety and well-being of staff . It is also expected to give proper training to employees so they don ’ t pose a risk to themselves or others .

The Health and Safety Act legally requires measures to be in place to keep staff safe and well both physically and mentally .

This includes fire safety , first aid training and equipment , reporting and monitoring processes , reasonable adjustments in the workplace for employees with disabilities or health conditions , providing safety kits and training where applicable and ensuring access to equipment , tools and welfare facilities .

Inform HMRC of the hire

Business owners need to register with HMRC as an employer when they first take on staff and then alert HMRC when each new employee starts , when they stop working for the company and about Pay as You Earn ( PAYE ). Founders need to set up PAYE before the first payday .

Set up auto-enrolment and workplace pension schemes

Workplace pensions were introduced by the government to help employees save for the future . Employers need to set up a workplace pension scheme and automatically enrol every eligible employee when they start working .

The employer must also pay at least 3 % into these workplace pensions when employees are contributing , but employees can choose to opt-out and non-auto-enrolment-eligible employees can choose to opt-in .

Put a payroll plan in place

Staff rely on their wages from their employers , so employers must meet their obligations , i . e ., staff receiving the correct amount of pay on time and this is accurately reported to HMRC .

Some business owners , if only hiring one or two people , may decide to run payroll themselves using payroll software to calculate , record and report pay . Some may find it more beneficial to have an accountant or payroll provider manage their payroll processing , but they need to be aware of the cost of this .

Draw up offer letters , contracts and employee handbooks

Certain documents must be given to employees , such as employment contracts , and some that it is best practice to have , such as offer letters and staff handbooks .

Offer letters should include a reminder of the job title , description and pay so that it is down in writing . Staff handbooks are a supplement to this and typically go into more detail about a wide range of useful subjects – this can include company policies , using the Internet and social media , expectations about behaviour , uniform and how to book time off . �

WHEN SETTING STAFF ’ S SALARY , IT SHOULD REFLECT THE VALUE THE INDIVIDUAL BRINGS TO THE COMPANY , NOT JUST THE IMPORTANCE OF THE ROLE IN THE BUSINESS .