From October 2012 a number of new employer duties were introduced in relation to workplace pension provision.  These are contained in the Pensions Act 2008, these apply to every employer, from small to large public limited companies regardless of the size of their workforce.

Each employer must be ready to comply with the new duties with effect from its “staging date”. The exact date depends on the size of an employer’s PAYE scheme.

The Pension Regulator will notify all employers around 12 months before their staging date.

If you have less than 50 employees your staging date will be a date between 1 July 2014 – 1 February 2016 (depending on your PAYE scheme size).

For more information and support please call

Einon HR on 07764 948898


Flexible working

Changes from 30th June 2014 – many employers are not prepared !

New legislation will cover all employees not just those who are parents and carers.  Employees need to have been employed continuously for 26 weeks. This means that all employees will have the right to request flexible working.

Employers will have a duty to consider all requests in a reasonable manner.  If you fail to deal with such requests properly, then up to 8 weeks pay can be awarded as compensation against you.

For more information regarding the changes please contact Einon HR on 07764 948898

Jury Service – where do I stand!

Most things in business are predictable with good management. However, some things can still catch you out if you are not prepared.

Genuine barrister's wig

Recent events have highlighted the need to have contingency plans in place just in case one of your employees are called for Jury Service. This is particularly relevant if you only have a small number of staff.

If you want to have a plan in place and understand where you stand legally, call Einon hr for advice on 0776 494 8898

5 Top Tips When Hiring Staff

You want to grow your business and can’t do it without taking on staff. But how do you go about it without making mistakes that could cost in the future? Here are my top 5 tips when taking on staff:

  1. Clear Job Descriptions and Person Specification which has a clear link to your business goals and work as your recruitment tool.
  2. Set out a plan and timetable so the recruitment process can be effectively managed. This will avoid the process dragging on or you loosing the best applicants.
  3. Stay clear of ‘making do attitude towards a hire’ and support the approach ‘Only the Best will do’ even if this means the recruitment process taking a little longer.
  4. Ensure a Formal Written Offer and Contract of Employment is issued and is subject to satisfactory completion of a probationary period, (with an extension to the probationary period).
  5. Whilst the employee is in their probationary period ensure they receive regular reviews of their performance, conduct, attitude and attendance. If there are any areas of concern extend the individuals probationary period or have a plan to exit from the business.

For more information,  contact Wendy.

Welcome to the new look site

I hope you find the new site more useful.  I’ve listened to customer comments and organised the content to be easier to access.

I plan to add articles soon so watch this space.  Please contact me if you want to suggest ideas and topics to cover.