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Employing Staff
As any business starts to expand there comes a point where it is necessary to take on extra staff. Meeting such demands can be accomplished by outsourcing work, employing people on a part-time or full-time basis, arranging for projects to be completed on a fixed contract basis or using self-employed subcontractors.
Permanent employees will work on a full-time
or part-time agreement and must have a written statement of their
main terms of employment. The following responsibilities also apply:
- the workplace must be safe and secure
- employers insurance must be in place
- employers must register with HM Customs & Revenue to
administer a payroll system
- employees are entitled to paid holidays, a minimum wage and a maximum working week
- staff are entitled to statutory sick pay after being absent for three days
- staff are entitled to maternity or paternity leave and employers must consider requests for more flexible working practices
- employers must avoid discriminatory behaviour.
Employees on fixed contracts may suit the needs of the business more but they are still entitled to the same working conditions, rates of pay, benefits, pensions and other employment rights as their permanent colleagues.
A popular way to gain extra labour without
many of the responsibilities of permanent staff is through the use
of self-employed workers. Employers continue to have certain duties
in terms of health andsafety, discrimination and insurance. Sometimes
it can also be more expensive to use subcontractors. However there
are advantages, such as more flexibility, specific expertise and
no PAYE or National Insurance to process.
For further information telephone the HMRC helpline on 0845 60 70 143 or visit the website at http://www.hmrc.gov.uk
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