• Gone are the days when small businesses simply cap the number of employees to avoid having to toe the line with employment legislation David Shaw 03/03/2004

The attitude amongst companies to employee relations is changing and businesses have realised that they need to put policies and procedures in place. But it is not an easy area to get to grips with for most business managers.

“When it comes to issues of health and safety, employee contracts, risk assessments, staff review programmes, to name but a few – the small business owner now realises that by having clear cut sensible policies, procedures and written employment guides that fit into and are in line with their business, they can avoid problems in the future.” explains David Shaw from Benmore Management Consultants.

Benmore Management provides affordable, realistic and sensible human resource or personnel policies and procedures for small businesses in Northern Ireland. In other words, they take the burden away from the director or owner leaving him/her with the task of running the business.

“With the minimum wage, increases in National Insurance Contributions, tax changes, paternity leave and work/life balance issues, the small business can be bombarded with a mountain of paperwork.”
“It is our job to keep small business owners and managers up to speed with legislation changes and assist them by putting sensible policies and procedures in place” adds David.

But, of course, businesses can also help themselves. For example, they can introduce unambiguous contracts of employment. Good clear documentation and understanding can ensure problems are nipped in the bud before further action such as industrial tribunal. Annual applications to industrial tribunals rose by 65% in the last ten years while Fair employment tribunals rose more than 185%.

“These are fairly baffling statistics” he explains “When problems arise in the workplace employees are very prompt to submit a claim to the tribunal. If proper contracts and paper work are in place then it is easier to resolve disputes internally and the evidence is well documented.” The onus is very much on the firm to fit in with legislative changes.

For example in relation to Health and Safety – every small business with more than five employees must have a written Health and Safety policy. Benmore Management specialise in this area and working constantly with SME’s. “Clear documentation, awareness training and employee understanding are extremely important” adds David.

“Being seen to be reasonable and having clear processes in place can go a long way to defending a company’s position if and when it hits problems on this front.”

“Policies can also promote a company’s well being,” he adds. “By creating a good internal business climate, employees are encouraged to be active in doing their part and the whole unit can work to its optimum.”

“Internal mechanisms make it much easier to resolve problems, they also help in identifying and developing key business issues which add to the business looking after and protecting itself.”

“The whole system of industrial relations needs to change in favour of creating an environment which will help business to flourish, but in the meantime business need to conform to current employment legislation.”