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helpingSMEs
“Ignorance of the law is no defence”
read a case study
As an SME ourselves, we understand the difficulties that SMEs can face: managing cash-flow, recruiting the right people and dealing with a myriad of day to day demands.
| At the same time we are expected to comply with the increasing regulation of the employment relationship |
- statutory disciplinary and dismissal procedures
- statutory grievance procedures
- maternity rights
- paternity rights
- parental leave
- dependent care leave
- right to request to work flexibly
- working time regulations
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The relationship between employees and owners/ managers can be much more direct and personal within a smaller organisation.
They also tend to be more informal. With ever greater legal obligations on all businesses, SMEs can no longer afford to ignore the law without incurring some heavy penalties.
We work with SMEs to put in place appropriate policies and procedures and employment contracts which do not damage that relationship. We aim to be pragmatic and relevant in our approach.
casestudy
Like many SMEs, our client was working in a highly competitive environment with a predominantly young, female workforce. In order to respond appropriately to an employee's request to return to work flexibly, they needed to understand the legislation around maternity leave, sex discrimination and part time workers rights.
They were scared of “getting it wrong” and had read many stories in the press regarding unlimited compensation for sex discrimination claims.
We worked with them to determine how best to plan for changing circumstances and to turn the difficulties into opportunities to recruit and retain excellent staff. The outcome was a suite of policies and procedures clearly understand by all, a positive commitment by the employer to equal opportunities and work life
balance and an acceptable compromise for both the business and employee regarding a return to work after maternity leave.
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