HR Training for Cleaning Companies and other companies with staff working on client sites/premises (e.g. security and events companies, construction companies)
If your company employs people who generally work on your client’s premises/sites, such as cleaners, constructions workers, window cleaners, security and event staff, you may find it a challenge to manage staff remotely. It’s important, therefore, to have managers who feel confident and empowered to manage staff properly to ensure they are satisfied at work and are working at their full potential. Without a working knowledge of HR and employment law, it is very difficult to manage staff. In order to stand out from the crowd in a very competitive marketplace, and to cut down on absence levels, poor performance, employee disputes and legal costs, as well as developing informed, confident and assured managers, you may wish to consider training your managers so that they can carry out their own HR without having to always take advice from your HR Manager or legal adviser.
Our Employment Law and Holistic HR team has a good deal of experience in training the managers of mobile and site-based staff. Our training is designed to give managers the confidence to deal with performance management, absence management, queries relating to working time (such as the 48-hour weekly limit opt out, holidays and holiday pay, rest breaks and night working). We also aim to empower managers to deal effectively with disciplinaries and grievances and to ensure that they are aware of their obligations with respect to equality and anti-discrimination legislation.
If your business is contract-based and you regularly lose and win contracts to and from other providers, we can train your managers in relation to TUPE (the Transfer of Undertakings (Protection of Employment) Regulations 2006, as amended) which is likely to apply to your staff. Not only will your managers become well-versed in the requirements of TUPE we’ll also help you development a streamlined TUPE process to keep the administration involved to a minimum.
Culture, vision and values are crucial to any successful business and employee buy-in to this is fundamental. We make it our job to learn about your company’s culture, vision and values and ensure that these flow through-out the training we deliver. This helps to embed the culture you have or want to create and ensure that every business decision, including those relating to HR and staff, is aligned with your culture and values.
Cleaning Sector Employment Lawyers and HR Advisers Edinburgh, London and UK Wide
The Commercial Cleaning sector provides an important service, ensuring places of education, work and play are safe and enjoyable environments to be in. They are a largely invisible workforce, but they carry out an important role within the UK economy. It is important to be aware of the employment laws and standards to be met in relation to cleaning staff. We’ve used our experience to answer some questions commonly asked by our cleaning sector clients:
- Do I need to offer my staff Contracts of Employment?
It’s a legal requirement to provide your staff with a statement of terms and conditions of employment within two months of them starting work. Usually this is contained in the Contract of Employment or Service Agreement.
- What must I pay my staff?
You are required to pay your employees a fair wage. In practical terms, receiving a fair wage means, being paid at least the national minimum wage (if under 24) or the national living wage (if over 25), being paid in full and on time, receiving payslips that are clear and understandable and entitlements to both sick pay and holiday pay.
It is also a requirement to provide employees with equal pay. Equal pay means that there is no differentiation in salary between male and female employees who are carrying out the same job or jobs of equal value.
- What are the requirements on working hours? How frequently must I give my employees a break?
Employers should not, generally, require an employee to work over 48 hours a week on a regular basis and should ensure that workers have at least one day off for every 7 day working period. The Working Time Directive states that employees are entitled to at least a 20-minute break if they work 6 hours or more and 11 hours rest between working days. It is at the employer’s discretion whether to pay employees for their break period.
- How many holidays are employees entitled to and am I required to pay holiday pay?
All full time employees are entitled to a minimum of 28 days of holiday per annum (commonly known as statutory leave entitlement or annual leave). An employer is entitled to include bank holidays as part of statutory annual leave. The holiday entitlement of part time staff is calculated on a pro rata basis. Holiday pay entitlements continue to operate even where an employee is not attending work due to long term sick leave or maternity leave. Employees are entitled to a usual week’s pay for each week of leave they take and this must include amounts employees would usually receive from for example, regular overtime. This can be a complicated legal area of the law and requires specialist advice.
Employers can however refuse an employee’s request for a holiday if it does not suit the business needs for the employer to be off at that time, so long as employees are able to take their full holiday entitlement at other times. Any other rules relating to holidays should be contained in the Contract of Employment.
- In what situations can I dismiss or make staff redundant?
Staff must only be dismissed with sufficient notice. It is for this reason that notice periods are inserted into the Contract of Employment. Where an employee has been employed for a continuous period of 2 years or more, they are protected from unfair dismissal. For a dismissal to be fair it must be for a potentially fair reason such as reasons related to conduct or redundancy.
If you are considering making redundancies, you must identify employees at risk of redundancy and advise them of this. A fair redundancy procedure must then be followed, which involves consulting on ways in which redundancies can be avoided and how to mitigate their impact. Employees should be selected for redundancy on fair and objective grounds such as their disciplinary record or standard of performance. An employee confirmed as redundant must be given the right to appeal. If you are making 20 or more employees redundant over a period of 90 days or fewer, this is a collective redundancy and the Secretary of State must be informed and rules relating to collective redundancy must be followed.
The information above is for guidance only and is not intended to replace specialist legal advice.
Our unlimited, fixed fee HR advice service Holistic HR includes a Portal of employment documents that you can access online including Contracts of Employment, Service Agreements as well as workplace policies and procedures, “How To” Guides and Managers’ Briefings. It also gives you access to unlimited HR and employment law Advice from our specialist employment law and HR support team. To find out more about Holistic HR click here.