Your HR to-do list

A new year often brings a revived sense of determination, hope and sense of starting afresh, both personally and professionally.

As we leave a turbulent 2022 and enter 2023, many employers will be contemplating their new year to-do list and starting to think about where they can achieve growth and improve efficiencies.

A thorough review of staffing structures and HR and employment law procedures can help to support this whilst safeguarding your rights as an employer and minimising risk.

Consider:

Restructuring – analyse your existing staffing structure. Promote and reward key personnel; succession plan; merge roles/departments and exit employees that hold your company back and won’t benefit its future.

Employee exits – evaluate your current workforce and take action - whether this be termination of employment for poor performance, redundancy, misconduct or ill-health; or expedited by way of protected conversations and settlement agreements.

Recruitment - new skills and fresh faces can bring great benefits but don’t forget to protect your position through issuing contracts of employment and a focus on probationary and notice periods; or even consider fixed-term arrangements.

Contracts – review employment contracts and directors service agreements. Update or issue new ones that you are confident will protect your business.

Managing absenteeism - whether short-term absenteeism or long-term sickness, this is always a headache for employers as it impacts on efficiency and affects morale if mismanaged. Businesses should have appropriately drafted sickness absence policies in place in a staff handbook and conduct specialist training for management.

Training – a simple and cost-effective tool to upskill, motivate and improve employee output.