HR Risk Quiz

Hello and Welcome to Our HR Risk Quiz!

Do you run a small business but think you might need a little HR support?

Well, you’re in luck! Here at Kate Underwood HR & Training, we’ve created an HR Risk Quiz to help you to decide what kind of support you may need.

In a nutshell, the HR Risk Quiz is a quick, two-minute survey to check if you are fully HR compliant… or whether you may need some help.

How Will Taking The HR Risk Quiz Help Me?

For example, are you sure you hold the correct documentation on file for every employee to prove they are eligible to work in the UK? 

Well, did you know there is a £20,000 fine per employee for not performing your eligibility check?

Do you display a Health and Safety at Work Act poster and Employer Liability Insurance Certificate?

If the answer is no, you better get some quick sharp!

Have you performed an HR Related Data Audit within the last 12 months?

Did you know that due to changes to legislation in April 2020, the law has changed so all contracts need to be issued on or before a new employees start date?

Nowadays, there’s a lot of boxes to tick if you own a small business…

By completing this quiz you will have a clear sense of where you have risks in your HR Processes and Procedures and what to do to reduce the risk and minimise the chance the risk of being taken to an Employment Tribunal.

Our quick and easy HR Risk Quiz will help us ascertain whether you need some help with HR policies and procedures. 

Depending on your answers, we’ll be able to let you know whether you’re doing A-OK, or we can recommend if one of our services may suit you.

Pocket HR

In the coming months, we’ll be launching Pocket HR – our brilliant new membership scheme which allows small businesses just like yours to learn how to do the HR processes and procedures all for themselves. Over the course of seven months, we’ll deliver video modules so you have a walk-through guide ensuring you have all the right HR tools, techniques and support. 

This way, you’ll have a walk-through guide covering every aspect of HR, from attracting only the very best expert candidates, onboarding and making sure you keep them long-term… while making sure you remain legally compliant every step of the way.

Service Plans

If you are a growing company and looking to outsource your HR to us we will be more than happy to help you with our 3 levels of service HR Protect, HR Excel and HR Business Partner.  

One-Off Support / Ad hoc Support

Sometimes you might just need help at certain times when you need it. We can provide help, advice and support on a one-off basis or ad hoc as and when you have questions or need a friend to help out.  

Need A Little Help?

Whatever the results of your HR Risk Quiz, please remember, we are here to support you and your business during these challenging times.

We are always at the end of phone, email, or Microsoft Teams if you need any help, no matter how big or small. 

We look forward to hearing from you!

Navigating Christmas annual leave can be challenging for small businesses, but now is the time to tackle it head-on. With the festive season just around the corner, many companies are planning their holiday policies for the upcoming Christmas period. This year, due to the placement of the bank holidays, a common approach is to allow employees to take up to five days of leave to bridge the gap between Christmas and New Year. However, flexibility is key, especially for businesses with varied operations and employee needs. 

Managing Christmas Annual Leave

Here are some strategies for managing leave over the Christmas period, ensuring minimal disruption while supporting your employees:

1) Offer Flexible Leave Options

Rather than mandating a full five-day leave deduction, consider offering employees the option to take fewer days, depending on their individual leave balance. This provides flexibility for both the business and your workforce.

2) Borrowing from Next Year’s Allowance

For employees who do not have enough leave to cover the period, allow them to borrow days from their next year’s allowance. This gives them the ability to enjoy the full break without impacting operations or personal leave planning.

3) Unpaid Leave as an Alternative

Some employees may prefer not to borrow leave or may have exhausted their entitlement. Offering unpaid leave for the closure period is a simple, cost-effective solution that allows them to take time off without using future leave. 

HR Health Check Kate Underwood HR
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