Comply with basic employment law
Most employers will tell you that they spend more time managing staff issues than anything else. It is certainly true that there are a wealth of regulations surrounding the employment of people — and some are incredibly complex.

Much of the legislation is based on common sense and ensures employees’ basic rights are respected. However, there is a significant amount of detail that you must be aware of to make sure that you are not breaking the law. Get it right and you stand a better chance of having happy, productive employees. Get it wrong and you could end up in a potentially costly employment tribunal.

This fast-changing subject cannot be covered in detail in a concise format such as this. However, it is possible to summarise the key points. Use the Signpost section at the end to find more sources of information and support. And, if you are not sure, always seek professional advice.

1 Recruit staff lawfully

1.1 Do not allow any prejudice to affect your decisions.

Discrimination — whether it be intentional or otherwise — can be on a number of grounds. For example, discrimination because of a person’s race, colour, nationality or ethnic origin, sex, sexual orientation, gender reassignment, disability, religious or philosophical beliefs, membership or non-membership of a trade union, political beliefs, marital or civil partnership status, pregnancy, maternity, parental responsibilities or age is illegal (see section 4).

Focus only on the requirements of the job when placing advertising and hiring people.

Maintain records, so you can explain why you chose one candidate over another. Applicants can request to see interview