for-small-businesses/\">small businesses - as well as medium and large companies.

"}},{"@type":"Question","name":"What is good human resource management?","acceptedAnswer":{"@type":"Answer","text":"

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.

"}},{"@type":"Question","name":"What does an HR manager do?","acceptedAnswer":{"@type":"Answer","text":"

A HR manager looks after your HR service and has lots of responsibilities, which may include looking after onboarding, documentation and contracts, as well as staff disputes.

It’s a time-consuming and expensive job, which is why outsourcing it saves employers a lot of time and money. Peninsula can look after your SME HR, including giving you access to our HR advice line - taking away the need for a HR manager, contact us today.

"}},{"@type":"Question","name":" How does HR outsourcing reduce costs?","acceptedAnswer":{"@type":"Answer","text":"

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.

"}},{"@type":"Question","name":"What HR functions can be outsourced?","acceptedAnswer":{"@type":"Answer","text":"

You can outsource HR documentation, investigations, disciplinaries, employee wellbeing services, and more. Trust us over any other basic HR company. Peninsula's HR consultancy services are guaranteed to save you both time and money.

Our HR outsourcing services are suitable to all your business needs. Contact us today to see how we can help you.

"}}]}e3:Ta5c, All artificial lighting is in fact non-ionising optical radiation and should comply with the Artificial Optical Radiations Regulations 2010. The regulations define safe exposure to such sources of artificial light in a series of complicated equations which relate to the power of the light source, distance from that source and the length of exposure. For general workplace lighting where nothing is out of the ordinary the good news is that exposure will be with in safe limits. Health and safety implication only arise when the light source is very close to an individual and is out of the ordinary. Ultra violet lighting used to cure paints and in printing, intense pulsed light sources used in therapeutic treatments, high powered projection lamps and floodlights are particular examples but work in very close proximity to any light source for prolonged periods of time could be hazardous. People who work at and use display screens on a regular basis can be affected by glare either from sunlight or from artificial lighting. In such cases it is the employer’s responsibility to take action to eliminate the glare. This can be achieved by adjusting or moving the screen until it becomes glare free. Sometimes it may be necessary to move a workstation to avoid glare from very strong sunlight. Occasionally macular degeneration can lead to some employees becoming particularly sensitive to light, sometimes finding it difficult to work in a normally lit office. This is a disability issue rather than a health and safety problem. It is an issue that can usually be resolved with a little understanding, good-will and co-operation. If bright sunlight is in issue a change of workstation, moving the employee away from direct sunlight, may be the simplest of solutions. Alternatively the provision of blinds or fitting solar shading film to the windows may help. Sometimes an employe