INTRODUCTION
HR in Construction.
We know that working in Construction can be challenging, the myriad of safety regulations and fluctuating workload can lead to all manner of HR Headaches. From forecasting staff levels to retaining key staff and protecting your business from competitors, Employment Law Solutions can help.
Finally, we also understand the importance of reputation to charities and the critical need to protect that reputation from social media damage. Let us help you protect your charity and ensure its future viability.
Let us help managers and HR Directors with:
- Reducing or increasing staff to hit forecasting levels
- Managing training requirements
- Enforcing reliable restrictive covenants
WHAT WE DO
Our solutions to recurring HR Headaches in Construction.
Staff forecasting
- Review of current staffing levels
- Quick wins to reduce headcount or hours
- Retain current staff
- Recruit effective staff
- Prevent staff from moving to competitors
Staff Training
- How to implement staff training
- Disciplining staff who refuse
- GDPR compliance with training records
- Health and safety training advice
- Equality and diversity training sessions
Restrictive Covenants
- Review current restrictions
- Check enforceability
- Advice on improvements needed
- Redraft to protect business and staff members
- How to issue new clauses
Lone Working
- Assessing risk to lone workers
- Drafting an appropriate lone working policy
- Completion of HSE risk assessment
- Implementation of measure to protect them
- Enforcement of measures
WORKING WITH US
Why work with Employment Law Solutions?
NEWS & BLOG
Read all the latest news from the Employment Law Solutions team.
Why should you use a Health & Safety consultant?
Why should you use a Health & Safety consultant? Health and Safety is essential for workplace safety the Health and Safety at Work etc Act 1974 placed a duty of care on employees to ensure that they protect the health and safety of their staff. Health and...
Law Change – the Neonatal Care (Leave and Pay) Act 2023
In March 2022, the Government announced plans to introduce a law to manage tipping and ensure that workers are receiving the fruits of their labour. The Employment (Allocation of Tips) Act 2023 and its supporting Statutory Code of Practice (the Code) will come into force on 1 October 2024. So what does the new law say and how will employers be affected?
Should I start making redundancies?
In one of the final Acts of the Conservative government, a Code of Practice on dismissal and re-engagement (the Code) more commonly known as “fire and rehire” was passed through Parliament and came into effect on 18 July 2024. This is a statutory code which must be taken into account but it is nowhere near as robust as the Labour Party would like (see our review of the 2024 manifesto here), we can therefore, expect to see further changes to the fire and rehire rules.