HR for Small Businesses

Human Resources for the Small Business

Unemployment may be at an all time low of 4.4% ( and with staff being recruited weekly, Monaghan Local Enterprise Office want to ensure that Co. Monaghan employers have adequate HR policies and procedures for all staff.

We have ddevised a HR programme, which will include developing employment contracts, HR policies and getting practical advice on how to attract and recruit the right people for your business. It is suitable for owner managers, line managers or those responsible for ensuring businesses are compliant with HR regulations.

Commencing Thursday 20th June, the programme will have essentially two elements - an HR Workshop and on-site bespoke mentoring session. The workshop will be led by HR consultant, Vincent Turley and is designed to be informative, thought provoking and will focus on the topics that present a challenge for small businesses, including:

1. Recruitment & Data Protection

Attracting and selecting the right people is crucial for the success of your business. This module will help you to get it right - how to prepare job descriptions, person specifications, provide you with tips for interviewing and how to avoid discriminatory questions. The Data Protection Act 2018 obliges employers to protect sensitive personal data. It tries to strike a balance between the employers need to collect and process information and the employee's right to keep personal details private.

2. Pay & Terms of Employment

Employment law is based on the concept of a legal relationship between the employer and the employee - when an individual accepts the offer of a job and turns up for work, the contract of employment comes into existence. The onus is on the employer to ensure that there is no misunderstanding surrounding the rights and responsibilities under the contract. There is a legal obligation on the employer to put a written statement of the terms of employment in place. 

3. Working Time, Annual Leave & Protective Leave

The organisation of Working Time Act 1998 (OWT Act) was introduced to protect the health and welfare of employees by defining working time and providing for minimum daily, weekly rest periods and paid leave. There is a wide range of employment legislation which provides for time off work in a variety of circumstances from straight forward annual leave to time off to deal with personal or family situations.

4. Employment Policy

Employment policies are put in place to establish basic ground rules for management decisions, to comply with the law and to ensure fair and consistent treatment of employees. Employment policies can cover the benefits of employment - pay, overtime arrangements, leave entitlement, sick pay & pension. Many policies have a strong legal basis, requiring the employer to set out rules and procedures for handling complaints, taking disciplinary action, preventing discrimination and protecting employee rights. The Employment Policy framework should reflect the priorities for your business: Discipline & Grievance; Respect & Dignity at Work; Probationary & Training Period; Data Protection; Mobile Phones; Email, internet & Social Media and Redundancy/Lay Off. It is good management practice to make sure that all employees are familiar with your Employment  Policies. The policies should be reviewed on a regular basis to reflect changes in legislation, work practices, social media and technology.

The onsite mentoring (up to 3 visits) will be arranged after participation in the workshop and will cover: Employment Compliance Audit, an Employment Compliance Report & Recommendations and Develop an 'Action Plan' on how to implement the recommendations by the MR consultant. To register for this programme place click here. If you have any queries, please contact our office on 047 71818.