Our ServicesWe can support individuals,
existing companies or start-ups We travel locally and nationally Where ever you are
Ethical in Everything we do
Ethical HR Solutions provides tailor made services for all types of companies and individuals. From local SMEs to global organisations, we offer the HR support to suit your needs.
We have recently added a new service, ‘Pay As You Go HR’. This is specifically aimed at very small businesses that only require the occasional HR support and don’t want to be tied into a contract or monthly retainer. Just call us, you only pay for the telephone advice that you receive with the specialist advisor– it’s as simple as that!
If you feel that you have anything else that you need support with that is not listed below, please contact us and we will endeavour to help you
Employee absence has a financial and performance related impact on a business. Absent employees create a financial burden because of the drop-in productivity, there is a cost of bringing in a temporary replacement, and the extra work handed to other staff members can impact on staff morale. We understand how frustrating this often-sensitive issue can be.
We can make recommendations and implement techniques such as absence policies and procedures, return to work interviews, utilise specialist services such as Occupational Health or support with mental health. We will work in partnership with you to ensure that we are firm but fair with your employees whilst helping you avoid the potential pitfalls and possible threat of legal action.
are a performance management tool that aims to ensure employees performance contributes to business objectives and are used as a holistic approach to managing performance. They allow for a genuine two-way conversation, can recognise achievements, allows for employee development conversations and agreeing action plans.
We can create a well-constructed and considered appraisal process which reflects the needs of your business, is simple, yet effective and led by your overarching company objectives, to ensure employees are focused on the bigger picture and their part in delivering business goals.
are used as part of recruitment. They normally involve a group of candidates that have applied for a particular role or roles and a selection of techniques are then used to measure the suitability of an individual for the job. We can develop and coordinate a successful day or half day assessment centre bespoke to your needs and your preferred location.
You may like to choose a group exercise, role play, a presentation, one to one competency-based questions based on your values or even an IT test. Whichever you feel will demonstrate the skills that you are looking for. All exercises will be in line with current thinking and up to date employment law.
Contracts of Employment
The contract of employment is the agreement between employer and employee which governs the relationship between both parties and should be used when you enlist a new employee. Most employment contracts do not need to be in writing to be legally valid, but it is better if they are.
As each business has different needs and outlooks, we can take the time to carefully prepare a contract of employment for each employee ensuring that any disputes and ambiguity about the employment relationship can be minimised.
CV writing for individuals
CVs are the opportunity to make a positive first impression to potential employers regarding a job position that you are seeking. They offer a written overview of a person’s experience and other qualifications and are used to screen applicants.
We will ensure you receive a quality, concise and coherently formatted document that successfully summarises what is often hard to convey on paper. We will support this will an effective covering letter to ensure you are covered for every opportunity.
A disciplinary procedure is a structured process for dealing with difficulties which may arise as part of the working relationship, from either the employers or employee’s perspective. These procedures are needed to make sure every individual is treated the same way in similar circumstances and to deal with issues fairly and reasonably.
They also ensure that employers comply with current law when dealing with perceived employee misconduct. After completing a thorough investigation, we can advise and support you through the disciplinary process ensuring legal compliance to help safeguard your company from an employment tribunal hearing.
Unfortunately, all sorts of issues can arise at work. Understanding your rights as an employee is important when there is a controversial dispute. We can advise you on your statutory and contractual rights to ensure you are being treated fairly and make recommendations how to deal with them.
Grievances are concerns, problems or complaints raised by a staff member with management. Anyone may at some time have problems or concerns with their working conditions or relationships with colleagues that they wish to raise.
We can ensure that the grievance is managed quickly and according to the statutory procedures, helping resolve workplace issues, regaining employee engagement and supporting continuity of organisational performance.
Induction is the process of welcoming newly recruited employees and supporting them to adjust to their new roles and working environments. Starting a new job can be a stressful experience and new employees need help to settle in. Without an induction programme, new employees get off to a bad start and never really understand the organisation itself or their role in it.
In extreme cases, the new employee leaves, either through resignation or dismissal which not only results in wasted time and money but reduced morale for the remaining staff and damage to the organisation’s reputation. We can work with you to create an induction programme that will support the new recruit and ensure they have the tools to deliver their expected performance.
Problems can arise in any workplace, making sure they are dealt with fairly and consistently may require an investigation. Conducting a proper investigation allows an employer to fully consider the matter and then make an informed decision.
An investigator should carry out this fact-finding exercise to collect all the relevant information, completing a concise and impartial report of their findings. We can support this process, ensuring that a thorough investigation is completed into the allegation, guiding you through and advising throughout.
A job description outlines the duties and responsibilities of a position. It supports the success and efficiency of the business and clarifies what an employee is supposed to do and how to do it.
It is a written statement which enables an organisation to measure job performance, provides structure for discipline, enables pay grading to be structured, is a reference point for training and development areas, and enables an organisation to manage roles in a uniform way allowing the employee to know exactly how they are expected to perform.
We can help you create job descriptions that supports your organisational structure and success. We would not only take into account the employee’s duties but also where an individual sits within an organisation, their key relationships and the dimensions of their role.
Leaver process and exit interviews
Staff leave their jobs for a variety of reasons, it could be relocation, career change, work overload, being micro managed or lack of career support. Following the correct leaver process will give clarity to their remaining time in the organisation, a structured handover can be prepared, and it allows various departments to complete their documentation and processes in preparation for the departing employee. We can create a new leaver process to ensure a fluid exit. We can also develop a structured exit interview that will provide helpful data which you can analyse and critically assess to help develop your organisation’s culture and improve attrition rates.
One of the greatest challenges in managing employees is dealing with underperformance. It is important to have the tools to turn an underperforming employee into a satisfactory performer.
Carrying out a thorough performance management process can not only save an organisation time and money from dismissal, but it can encourage other colleagues to grow rather than being let go. This process gains staff loyalty and future support for the business and management.
We can objectively look at the problem and understanding the key issues, we can propose various solutions to fit your business need. It may be a matter of further training and company culture issues might need to be addressed. We can implement this for you through a Performance Recovery Plan allowing for a mutually beneficial solution.
Mediation is the interactive process where a neutral third party assists disputing parties in resolving conflict through communication and negotiation. We are an independent mediator that can work with your staff. We do not express views about the specific conflict, we simply help facilitate a mutual resolution to the situation, resulting in both parties being able to continue their workplace relationships in a positive manner.
Pay as you go HR
Pay as you go HR is a popular new service specifically designed to help small businesses. With a HR expert at the end of a telephone line, you only pay for the minutes that you need.
If you have a quick question that only takes five minutes, then you only pay for five minutes of the consultant’s time. There are no monthly fees and no contracts. A perfect solution for small businesses.
Policies and Procedures
Policies and procedures have a variety of important functions. They provide a common understanding and agreement on how things should be done, they provide clear instructions and guidelines on what should be done in a particular set of circumstances, they help protect the company against legal claims, help comply with legislation and support a consistent approach across the business. We can develop a bespoke range of policies that benefit your company and employees, ensuring clarity, consistency of approach and engagement from supported staff. All polices are legally consider compliant and cp the needs of the business.
Recruitment covers the whole process of attracting, shortlisting and appointing suitable candidates for a job. Ensuring that you have the right person in the right place, at the right time is crucial to an organisation’s performance.
We can create a recruitment process that ensures legal compliance, allows you to determine if the candidate is right for your culture and has the skills sets that will benefit your company. With the right job advertisement, clear job descriptions, supported structured and consistent interviews, assessment days, through to negotiating offers, we can offer this end to end process that will save you time and money. We will ensure that your company doesn’t fall into the potential recruitment pitfall, protecting you from discrimination and data protection.
Restructure and redundancies
As business owners, growth and prosperity is encouraging and fulfilling. However, sometimes, for reasons outside of your control, you must make difficult decisions to protect your businesses future and other employees’ jobs. Sometimes you are forced to consider restructuring and redundancies. Restructuring and redundancies often seem straight forward with a compelling business case, however, you need to be compliant with the legal processes. Following a fair process and consulting with members of staff as per the legislation can ensure a ‘safe dismissal’ verdict in an employment tribunal. We can support you with these difficult and often emotional situations, ensuring that the proposed changes have a sound rationale and that the process is legally compliant. We can advise and work with you from your initial decision that change may be necessary, right through to any unfortunate eventuality that your employees may leave your company.
The employee handbook (staff handbook) traditionally contains organisational information and employment procedures which you expect your employees to follow during their employment with your organisation.
With the latest statistics demonstrating that most employees do not read most of their handbooks or even know where it is, it is important to provide information in a way that is engaging and reflective of your organisations culture.
We can provide a traditional handbook, or we can be developmental and work with you to create a culture book, individually tailored for your business. This will be more engaging for the millennials and also be reflective of your culture and values.
Succession planning is the process of identifying and developing potential future leaders or senior managers, as well as individuals to fill other business critical positions, either in the short or long term. As well as training and development activities, succession planning programmes typically include the provision of practical, tailored work experience relevant for future senior or key roles. The aim is for the organisation to be able to fill key roles effectively if the current post holder were to leave the organisation.
We can work with you to ensure you have the right number of people with the right skills, in the right place at the right time to deliver your company objectives. We can ensure you reap the positive benefits for your organisation, such as the continuation of business links and cultural values and the retention of an employee’s understanding of your company.
With personal development plans, learning paths and strategic planning, your staff will feel valued and supported in their desire to achieve success, creating valuable assets for your organisation.
Termination of employment is the departure of an employee from a job. Termination may be voluntary on the employee’s part through resignation, or it may be in the hands of the employer for varying reasons such as dismissal or from a restructure.
We make sure that any release from the employment contract is completed correctly and is well considered as this can have an impact on your organisational reputation and on the remaining employees.
Training in conduct and capability
It may often be difficult to decide whether a person’s performance and behaviour is a conduct or capability issue. In some cases, a problem may appear at first to be a conduct issue, but later transpires to be one of capability or vice versa. Many managers often ignore a problem as they do not know what to do and how to handle the situation. Managing conduct and capability correctly can have positive benefits for managers, individuals and the organisation as it can change mindsets, enlighten managers and create consistency of approach across the whole business. We can tailor and deliver training to your managers, giving them the skills and confidence to manage their team’s performance and behaviour. If you feel that you have anything else that you need support with that is not listed here, please call us and we will endeavour to help you.
Ethical HR Solutions Ltd Ethicalhrsolutions.co.uk