INTRODUCTION
HR in Manufacturing.
We know that working in manufacturing has it’s unique HR headaches from workforce shortages to recruitment challenges. Retention of staff and culture clashes can cause real issues for business owners, HR Directors and managers.
Employment Law Solutions help you deal with problems before they arise as well as after. We assist with having a zero hours workforce in place, the right to lay-off in the event of supply shortages and boosting moral in what can sometimes be a repetitive job for employees.
WHAT WE DO
Our solutions to recurring HR Headaches in Manufacturing.
Poor attendance
- Question guide for return to work meetings
- Identifying trigger point for formal process
- Invitation to absence management meeting
- Bespoke questions for meeting
- Review of decision and draft outcome
Poor performance
- How to recognise it
- Implementing a Performance Improvement Plan
- Invitation letters for formal meeting
- Bespoke questions drafted for you
- Guidance on targets to set
Culture Clashes
- When you can restrict languages
- Training for managers
- Mediation between employees
- Boosting staff morale generally
- Disciplining when necessary
Staff Forecasting
- Review of current staffing levels
- Quick wins to reduce headcount or hours
- Retain current staff
- Recruit effective staff
- Use of zero hours workers
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.