Are your HR reviews or HR audits really free?
Yes, they certainly are! We offer all businesses a complimentary HR review and audit, in which we (i) take a look at the arrangements and provisions you already have in place, (ii) discuss any issues you’ve tackled and (iii) consider your plans for the future. Following the review, we’ll send you a report of our findings along with any recommendations for valuable improvements. It’s then entirely up to you whether you choose us to help with these improvements or not.
Must I sign up to a service contract to get HR advice or support from you?
We can work with you either via a service contract or on a project or ad hoc basis. If you want frequent advice and support, a service contract will most probably be the best and most cost-effective option. However we are very happy to help with one-off or occasional projects such as a redundancy, grievance or disciplinary issue, so feel free to pick up the phone and talk to us at any time. We’re here to help!
I don’t have contracts of employment in place as a small business: are they really necessary?
You have a legal duty to issue every employee with a written Statement of Employment within their first two months of employment. This statement must set out the core terms of employment (such as job description or job title, frequency and rate of pay, working hours, job location, and holiday entitlement) and may also include any collective agreements that apply).
What is the difference between a contract of employment and a written statement of terms?
While you must issue each of your employees with a written statement of terms two months of employing them, a contract of employment is a much more comprehensive agreement. This sets out in much more detail the responsibilities of each party and the consequences of certain actions and omissions. A full written contract for each employee clarifies everything for both employer and employee, and helps protect businesses from the impact of disputes in the future.
What is a company handbook?
A company handbook provides both employees and managers with important information about the company and guidance on how to handle problems and challenging situations. The handbook should include key company policies which identify the various statutory procedures and how to handle them correctly. You might also want to create and include policies specific to your business. A company handbook will therefore typically cover disciplinary, grievance, recruitment, parental leave, anti-bribery, maternity and paternity policies.
Do you offer advice via the telephone only?
No, we offer a range of advice and support to suit you and your business. We’re happy to offer guidance and advice by phone, email or face-to-face onsite.
I’ve read that because I have more than five employees I need to make extra health and safety arrangements. Is this true?
Yes, that’s right. You should operate a safe working environment regardless of how many people you employ, but any business with a workforce of five or more must, by law, have written documentation detailing how you assess risks and manage safety, etc. If you’re in any doubt at all, call us to arrange your free initial advice session and we’ll explain your legal obligations in more detail.
I’ve received a claim form for an Employment Tribunal. What should I do next?
You’ll need to act promptly as it’s essential that you file your response within the specified time. To protect yourself and your business, we recommend that you seek advice right away by calling us at Quest. Alternatively, we can refer you to one of our specialist employment solicitors who can help you to complete and filing your response.
Do you offer employers’ insurance?
Quest is fully covered by professional indemnity insurance for all the advice we provide. We in turn offer an employment practice insurance which (provided that you have followed our professional advice) protects your business against any and all legal costs, awards and damages that you may incur at a tribunal. We can give you a free quote for this insurance if you wish, but do check your current employers’ liability insurance policy first, as you may already have sufficient cover.
I am an employee and have a dispute with my employer. Can you help me?
Our HR consultants work directly with businesses rather than individual employees. However, our legal partners can certainly handle cases on behalf of employees, and will assess whether or not you have a legal case to pursue. You can also access free initial advice via the ACAS service, which you can find online at www.acas.org.uk .
I want to obtain CHAS/ Safe Contractor certification. Can you help?
We certainly can! We can carry out an initial audit of your health and safety systems and will then work with you to make sure you have appropriate and practical policies and processes in place for your chosen accreditation.
One of my employees has had an accident at work and I don’t know how to handle this. Can you help?
First of all, call your own insurers as they will guide you on how best to handle this. They’ll also explain what claims might arise as a result of the incident. We can then advise who you need to notify (if applicable). We can also help you avoid further workplace accidents in the future by investigating what happened and planning appropriate changes.
I’m interested in your software to help manage HR issues like holidays, personnel records, documentation, etc. Must I be a signed-up Quest HR client to use this?
No, not at all! You can purchase our software services independently of all our other services. Being cloud-based, My HR Toolkit needs no expensive equipment or servers on which to run. What’s more, you need only commit only to a monthly licence, so if at any time you decide to opt out, you only have to give one month’s notice. If you’d like a demonstration of My HR Toolkit, simply give us a call and we’ll arrange it for you!
Are you GDPR compliant?
In fact we have helped our clientsmake sense of GDPR and what provisions they need to put in place.