What is HR management outsourcing?

HR management outsourcing is when a team of experts manage your HR by looking after your contracts, policies, and procedures.These are the HR essentials every business needs. Without them, your staff could bring successful claims against you, you could lose thousands in legal fines, and even face prosecution. Never underestimate the benefits of HR support for a small business. We have years of experience in providing HR for SMEs and HR management outsourcing. Contact us to see how we can support you, including HR advice for small businesses - as well as medium and large companies.

What is good human resource management?

Good human resource management is having round the clock support when you need it the most.Whenever there’s a staff challenge or an important legal update, you just pick up the phone and get the help you need – no matter the time or place.

What are the benefits of HR outsourcing?

The main benefits of HR outsourcing are:- Cost saving: Reduces the expenses for such things are hiring, training and employing an in-house HR team.- Time saving: Saves time for staff members away from HR tasks.- Improves expertise and compliance: Provides ongoing advice and support to ensure complete and total compliance. - Reduces risk: Reduces the risk of any payroll and compliance failures.

How does HR outsourcing reduce costs?

Outsourcing HR is cheaper than hiring internal staff and saves you money overall when it comes to your HR service. Plus, you avoid making mistakes that could cost you heavily in claims and legal fines down the line. Every business should consider HR support as a way to avoid claims.Peninsula is one of the leading HR outsourcing services in the UK, and by working with us you get access to our HR advisory service. Contact us for your outsourced SME HR today.

What are the key functions of HR outsourcing services?

The key functions of HR outsourcing services are:- Payroll and benefits: Helps a business to manage employee wages, tax processing, and employee enrolment.- Recruitment and onboarding: Helps with job descriptions, sourcing new candidates, interviewing, and ensuring a smooth onboarding process.- Compliance with employment law: Helps to ensure compliance with ever-changing employment legislation.- Employee relations: Helps to manage grievance and disciplinary procedures, and any ongoing support that's required. - HR admin: Helps to handle and manage daily tasks, such as employee records, sorting employment contracts, and processing any leave requests. - Training and development: Helps to create and deliver staff training programs to improve employees' skills.

Taking Shared Parental Leave means that employees who qualify to take it can decide for themselves how to split the leave between them, albeit with some restriction. Because of the flexibility, it will not be possible for you to predict how an employee will take the leave, and that is why it is a requirement for the employee to give you a rough plan of how they think they will take leave during the year. Shared parental leave enables parents to take either one continuous period of leave, or more than one separate period of leave – this will be discontinuous leave. It is up to your employee to tell you how they want to take it. Both mother and father can take leave at the same time. For example, they may decide that they both want to be off work for the first 26 weeks of the baby’s life. Shared parental leave can only be taken in minimum blocks of one week - it is not possible to take a day’s shared parental leave. Any pattern of leave can be put forward by the employee: the mother and her partner may, for example, decide to take 26 weeks each; or they may decide that the mother will have 40 weeks and the father will have 10. Or it may be that the mother takes 3 weeks maternity leave before the birth, then her 2 weeks compulsory maternity leave, followed by 2 further weeks of maternity leave, and then her husband takes the rest i.e. 45 weeks. Provided that the mother takes her compulsory maternity leave of 2 weeks (or 4 weeks if she performs manual work in a factory) immediately after the baby is born, she can choose to end her maternity leave at any stage. Your employee may tell you that they want to take alternate weeks for the maximum of their shared leave, effectively meaning that your employee will be in work for a week, then out on leave the following week, then back in for a week etc. If your employee is the mother’s partner, he/she can take shared parental leave whilst the mother is still on maternity leave as long as the mother has informed her employer that she is ending her maternity leave and opting into shared parental leave. Shared parental leave can start on any day of the week. It is possible that an employee may take, for example, 6 months’ maternity leave before they decide to opt in to shared parental leave, at which point the required notices must be given, giving 8 weeks’ notice of a period of shared parental leave. It is not appropriate, therefore, to expect that an employee will not be opting into shared parental leave because they have not told you before the birth. If you need any clarification on this issue then contact the Peninsula Advice Service on 0844 892 2772.

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