Here are the key considerations:
New starter
1. Do not dismiss for automatic unfair reasons such as maternity, health and safety, or asserting a statutory right such as the right to written terms and conditions. There are many statutory rights and these are increasing with new legislation – seek advice
2. Do not discriminate on racial grounds
3. Do not discriminate on grounds of sex or against married people
4. Pay equal pay to men and women
5. Do not discriminate because of trade union membership
6. Do not treat part-time employees less favourably
7. Pay statutory sick pay (SSP) when required
8. Give maternity leave when required
9. Make sure you pay the national minimum wage
10. Provide access to a stakeholder pension scheme (unless exempt)
11. Do not discriminate against disabled people
12. Do not discriminate on basis of sexual orientation, religious or similar belief
13. Give an itemized statement with pay
14. Give paid time off for ante-natal care
15. Consult recognized trade union about redundancy
16. Do not dismiss unfairly because of pregnancy
17. Give written reason if dismissing because of pregnancy
18. Do not insist an employee works more than 48 hours a week and give 20 minutes rest break after six hours of work
19. Give four weeks paid holiday
After One month
20. Give the minimum notice periods required by law
or more
21. Pay guaranteed pay if you have no work
Within two months
22. Give a written statement of the main terms and conditions
After Six months
23. Give paternity leave and adoption leave if requested
or more by new parents
24. Pay Statutory Maternity Pay (SMP), Statutory Paternity Pay (SPP) and Statutory Adoption Pay (SAP) to employees who qualify
25. Seriously consider requests by parents for flexible working
After One year or More
26. Give written reasons for dismissal (other than pregnancy), if requested
27. Do not dismiss unfairly
28. Give paid time off work to look for work in redundancy
29. Give job to employee back from maternity leave, unless original/alternative unavailable
After Two years or more
30. You become obligated to pay redundancy if the employee is laid off
