Our retention service can provide peace of mind, providing HR compliance. You will have your own dedicated Advisor to manage all your business needs and be your main point of contact.
For SME’s, who have no/limited HR resources, you can request support, guidance and advice via a qualified HR professional on a full-time/part-time or ad hoc basis.
For larger organisations who already have an HR function, there is an opportunity to request additional support for larger projects or where you have identified skills gaps within your HR team.
Acorn HR Services can provide flexible, high quality consultancy advice on HR, Management and employment related issues.
Our approach is to work collaboratively with you to support your business, tailoring our service specifically to your requirements, we work in a variety of ways, remotely, on site or a combination of both for maximum impact.
Disciplinary and grievance (carrying out investigations, taking minutes, chairing hearings)
Settlement agreements (formally compromise agreements)
What is an HR Audit?
The purpose of the HR Audit is to conduct an in-depth analysis of the HR function to identify areas of strength and where improvements may be needed.
What does it involve?
Conducting an audit involves a review of current practices, policies, and procedures and covers the following areas: -
Performance appraisal systems
Policies and procedures/employee handbook
Recruitment and terminations
Health, safety and security
What are the benefits of conducting an HR audit?
Legislation affecting all aspects of Human Resources is constantly evolving and the legal ramifications of non-compliance impact the HR department, the organization, and its employees.
An HR Audit can help to ensure legal compliance while measuring the effectiveness of HR programs. There are many reasons why an HR Audit should be conducted, and the results can be used for multiple purposes.
At a minimum, the results of an audit help you to determine what needs to be done, how these changes will impact the bottom line of your business and how to prioritise problem areas in terms of significance.
Here at Acorn HR we can draft a variety of contracts to suit your business needs. From standard
contracts of employment to contracts for temporary workers and contractors, we will provide a template with clauses that offer you maximum protection as an employer.
From 6th April 2020, there were important changes to the minimum written terms that must be provided to workers and employees in England and Wales and to the timing of when these should be provided to them. These minimum written terms are required by the Employment Rights Act 1996 and are often referred to as “a written statement of particulars” or a “section 1 statement
Section 1 Statement
A section 1 statement includes:
The names of the employer and employee
The date the employment starts and period of continuous employment
Pay (or method of calculating it) and interval of payment
Hours of work
Holiday entitlement and pay
The employee's job title or a brief description of the work
Place of work
A note stating whether there is a contracting-out certificate in force under the Pension Schemes Act 1993
Certain information on disciplinary and grievance procedures
The following information can be given in supplementary statements, provided it is all given within the two months:
Terms related to work outside the UK for a period of more than one month
Terms as to length of temporary or fixed term work
Most businesses prefer to have a more comprehensive Contract to protect their business, but smaller businesses or S.M.E ‘s may not need them.
Issuing at least a basic statement of the main terms and conditions of employment is a legal requirement. But the use of a full-blown contract with clauses tailored to suit your needs offers you far greater opportunities in terms of flexibility and control.
The aim of a Staff Handbook is to provide employees with general information about the Company ethos and expectations during the employees employment.
The Staff Handbook draws together information on the Company’s rules, working practices, policies and procedures
relating to key aspects of employment, and covers many of the more general topics about which
employees sometimes ask questions.
It illustrates your intention as an employer to treat all employees fairly and consistently and to follow
the law as regards employment practices. It also sets out your employee’s duties and responsibilities
in relation to their employment relationship with the Company and the high standards of conduct that
are expected of them.