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.

How to Calculate Maternity Pay on Zero Hour Contracts

There’s a lot of confusion surrounding zero hour contracts. But if you want to employ casual workers, you need to know what their rights are, including whether or not they’re entitled to maternity pay.

In this guide, we explain:

The definition of a zero hour contract.
Whether zero hour contract workers qualify for maternity pay.
What your workers can do if they don’t qualify.

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What is a zero hour contract?

A zero hour contract is a contract that says your staff only have to work when you make work available to them.

There’s no contractual guarantee that work will be available, and you can choose not to give work to certain workers even if it is. Likewise, they can choose not to accept the work.

What rights do zero hour contract workers have?

Zero hour contract workers are entitled to statutory annual leave and the National Minimum Wage, just like part-time and full-time workers.

Are zero hour contract workers entitled to maternity pay?

Many employers believe their staff aren’t entitled to statutory maternity pay if they’re on zero hour contracts.

And while casual workers’ rights are more limited than full and part-time employees, there are times when you’ll need to give maternity pay to zero hour contract workers.

If you pay your zero hour contract workers through PAYE and deduct any tax or national insurance from their wages, they qualify for statutory maternity pay (SMP) if they meet the same criteria that full-time employees have to meet as well:

You’ve employed them for at least 26 weeks by the end of the 15th week before their expected week of childbirth.
You still employee them in the 15th week before their expected week of childbirth.
You pay them at least £120 (before tax) per week, on average, in the eight weeks (if you pay them weekly) or two months (if you pay them monthly) up to the last payday before the end of the 15th week before their baby is due.