We can offer a number of support packages tailored according to the number of employees affected.

• Comprehensive manager's guide or on site staff training
• Review of business case for redundancy and alternative options considered
• Advice on pool, selection criteria, consultation requirements and communication with staff
• Advice on statutory notifications
• Time lined project plans
• Redundancy calculations
• Template or personalised letters
• Telephone or face to face advice throughout the redundancy process
• One to one support for individuals leaving a business – interview skills training, CV preparation, advice and guidance on job searches

We can assist throughout the recruitment process or advise individually on any of the following steps:

• Fair employment guidance and monitoring in Northern Ireland
• Designing job descriptions and personnel specifications
• Designing and placing advertisements
• Creating interview and scoring templates
• Devising additional selection techniques including work based exercises/presentations/assessment centres
• Psychometric testing
• Advising on interview panel formations
• Conducting interviews
• Preparing offers
• Checking references and UK work permits
• Managing all the paperwork to legislative requirements

• Varying terms and conditions – This is a complex legal area which requires specific expertise. We can advise you on the steps you must undertake to carry out this change appropriately.
• Policies and Procedures - Key human resources policies and procedures such as discipline and grievance form part of an employees contractual entitlement and must be including with the statement of terms and conditions. We can review and update or write from scratch where none exist.
• Employee handbooks – Handbooks are a practical way of providing information about benefits, behavioural standards, and company procedures. They contains information not necessary needed in the contract but that must be readily available to staff. We can review and update or write from scratch where none exist.

• Whether your business is subject to any part of the legislation
• Guidance on Fair Employment legislation and where it impacts on HR practices and procedures.
• Completion of annual Equality Commission returns
• Completion of Article 55 reports

The maximum level of award in discrimination cases is uncapped and in unfair dismissal cases the current cap is over £70,000 so it pays to get your procedures right.

Some examples of the support we can provide include:

• Advising on any areas of concern and likely risks
• Carrying out investigations
• Checking the safety of any investigations already undertaken
• Providing step by step plans and guidance as to how to proceed
• Attending future meetings as an independent arbiter

• Statements of Main Terms and Conditions – These are an abbreviated form of an employment contract containing the key contractual information. Employers are legally obliged to provide employees with a contract or document setting out their main terms and conditions within 8 weeks of continuous employment. There can be stiff penalties for non compliance with this in tribunal proceedings. We can review and update statements or write statements from scratch where none exist.
• Contracts –Contracts are more in depth versions of the statement of main terms and conditions and generally require updating at least every two to three years to keep abreast of inevitable legislative changes. We can review and update contacts or write contracts from scratch where none exist.
• Policies and procedures - Human resources policies and procedures such as discipline and grievance form part of an employee's contractual entitlement and must be included within the statement of terms and conditions. We can review and update policies or write policies from scratch where none exist.
• Employee handbooks - Handbooks are a practical way of providing information about benefits, behavioural standards, and company procedures. They contain information not necessarily needed in the contract but that must be readily available to staff. We can review and update handbooks or write handbooks from scratch where none exist.
• Varying terms and conditions – This is a complex area which requires specific knowledge and expertise. We can advise you on the steps you must undertake to carry out this change appropriately.

Some examples we have written include:

• An overall approach to managing absence linking systematic attendance monitoring with robust and consistent policies and procedures. This ensures that genuine absence is dealt with sensitively, whilst persistent non genuine offenders are dealt with through the appropriate disciplinary measures.

• Stand alone appraisal documents to guide and enable a structured appraisal discussion or
• In depth performance systems that link job roles to desirable behavioural and technical competencies through a framework that encourages good performance.

• Employment law and HR best practice updates
• Managing performance issues
• Managing discipline and grievance
• Fair Employment, equality and diversity
• Bullying and harassment
• Recruitment and selection