Started a business because you had a passion or great idea? Now, many business owners spend more time dealing with employee issues than running their business. Let Aspreys save you time, reduce risk and save you money – it’s expensive to employ a full time HR Manager
LET QUALIFIED EXPERTS TAKE CARE OF YOUR HR
We’ll advance your business with our unrivaled HR support & employment law experts. From confusing contracts and procedures to dealing with difficult employees, our team will offer you practical advice so you can get straight back to business
We’ll help you save time & money with our unrivalled HR support and expertise
Health & Safety
Crafted for small and fast-growing businesses, let us protect you
HR & EMPLOYMENT LAW EXPERTS
Employee contracts, handbooks & documents
We provide ongoing advice, ensuring you stay on the right side of employment law. Insure against possible tribunal costs with unlimited email and phone advice
Clear & Practical advice
Unlimited calls & straightforward advice
Our help and advice is approachable and practical. Dealing with staff problems is a minefield. But with Aspreys on board, we resolve any potential problems
invaluable expert HR support
Your HR team providing expert HR services
Whether you have queries regarding sick leave, disciplinary procedures or updates to contracts and handbooks, Aspreys will quickly & efficiently assist you
chat to an expert today
frequently asked questions
Why is Aspreys HR essential for my business?
- We’ll save you the hassle and expense of employing a full-time HR manager
- Reduce your risk with our experts
- Spend time on your business and let us resolve your HR challenges
Do we have to offer a workplace pension?
All companies must offer a workplace pension scheme by law and are not allowed to encourage or force employees to “opt out”.
There are certain employee criteria that need to be met to qualify:
- Classed as a ‘worker’
- Aged between 22 and state
- Earn at least £10,000 per annum
- You usually work in the UK
Employer return to work rights?
- Zero hours contracts are often used by employers that require flexibility in their workforce, for example where the need for workers is unpredictable.
- Under a zero hours contract, the employer is not obliged to offer the worker a set number of hours. Depending on how the contract is drafted, the worker may or may not have an obligation to accept any work that is offered.
- The employment status of an individual on a zero hours contract will depend on the nature of the relationship between the parties. When drafting such a contract, the employer must be clear about whether or not it intends the worker to have employee status, and should ensure that what is set out in the contract reflects the reality of what is expected from the worker.
How much holiday are employees entitled to?
Almost all workers are entitled to 5.6 weeks (28 days) of paid annual leave each year. This also includes:
- Agency workers
- Zero hour contracts
- Irregular hours
Bank holidays do not have to be given as paid annual leave, however an employer can choose to include these within the 5.6 weeks (28 days)
Do we need to complete an annual appraisal?
Whilst there is no legal requirement to undertake appraisal discussions, we recommend this is completed on a 6 monthly or annual basis to retain engagement and to get the most from your employees
Equality in the workplace?
- A staff handbook brings together and summarises an employer’s policies, procedures and practices. Creating an effective handbook can help the employer to communicate its rules consistently to all employees.
- Staff handbooks should communicate how issues such as harassment, discrimination, absence, family-friendly rights and other HR matters are dealt with by the employer.
- When creating a staff handbook, the employer should understand the legal implications of making the handbook, or parts of it, contractual.