Guide

Recruiting staff

Recruiting full-time or part-time employees

Regardless of whether your employees are full time or part time you will have responsibilities to them. Some apply straight away, others after a minimum period of continuous employment.

  • You must give them a written statement of the main terms and conditions of their contract of employment within two months of starting their employment where the contract of employment is to last more than one month. See the written statement.
  • You must give them an itemised pay statement at or before the time of payment. See pay - an overview of obligations.
  • You'll have to make sure the working environment is safe and secure. See safer ways of working.
  • You must also have insurance to protect against claims for any illnesses, injuries or diseases your employees may pick up as a result of working for you. See business insurance: the basics.
  • You'll need to register as an employer with HM Revenue & Customs (HMRC) to set up a payroll, deducting tax and National Insurance contributions from your employees' pay and forwarding the money to HMRC. See how to register as an employer.
  • Your employees will be entitled to a minimum level of paid holiday, a maximum length of a working week (unless they opt out of this) and minimum levels of rest breaks. See hours, rest breaks and the working week. Also see know how much holiday to give your staff.
  • They must also be paid at least the national minimum wage. FInd out the national minimum wage and national living wage rates.
  • If members of your staff are off sick for more than three working days, they may be entitled to statutory sick pay. Read more on how to manage absence and sickness.
  • If your employee is pregnant, or is about to or has recently become a parent, they may be entitled to maternity, paternity, adoption leave or shared parental leave. Read more on maternity, paternity and adoption. They may also be entitled to parental leave during the first 18 years of their child's life (longer for a disabled child). You must also seriously consider any requests from employees who are carers of adults who wish to work more flexibly. See flexible working - the law and best practice.
  • You must treat your employees fairly and avoid discrimination. If things do go wrong, all employees are entitled to fair treatment, whether you have to dismiss them, make their position redundant or if you're selling your business. Read more on how to prevent discrimination and value diversity.
  • If your employee is disabled, you must make 'reasonable' adjustments to reduce or remove the impact of physical features of your premises if they put the employee at a substantial disadvantage compared with non-disabled employees. Read more on access and facilities for disabled people.