Hiring Staff Factsheet
Q: What should I consider when hiring someone?
Think about the skills, qualities and behaviour you would want from a potential work colleague and take your time selecting the right candidate.
Be careful not to discriminate based on someone’s “protected characteristics”.
These are a person’s:
- Age
- Disability
- Race
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
- Gender
- Sexual orientation
Q: What should I bear in mind when advertising for a role?
You could be guilty of discriminating without even being aware of it. This is called indirect discrimination.
An example of this could be specifying that applicants must have a certain number of years’ experience. This could indirectly discriminate against younger people who may have the experience/qualifications needed, but not the number of years you have asked for.
Q: Do I always have to advertise externally for a job?
No, you do not legally have to advertise for a job. However, it is a good idea to do so because:
- You are less likely to break any discrimination laws
- You will probably get a wider range of applicants who are suitable for the job
Q: How should I advertise for a job?
Be careful with the wording in your advertisement. Using terms that refer to a person’s protected characteristics could be seen as discriminatory.
For example: stating that you require a “recent graduate” or someone who is “highly experienced” could discriminate against age.
Q: What information should I provide for applicants?
It is a good idea to provide:
- Job description
- Job application form
- Person specification
- Information about your business
Q: Where should I advertise?
There are several places that you can advertise for a job, including newspapers, social media, job websites and the internet.
Q: Once I have chosen who will be offered the job, what steps do I take next?
Once you have made your decision, follow these steps:
- Decide what you will pay them – you must pay at least minimum wage, this is set by the government and you can find the current figures here: https://www.gov.uk/national-minimum-wage-rates
- Check if they have the right to work in the UK
- Check if you need to apply for a DBS check on your candidate. You will need to do this if you work in certain areas, for example, schools, care homes etc
- Make sure you have the correct insurance ie Employers Liability Insurance
- Give a written statement of employment to your new employee
- Inform HMRC that you have employed a new person
- Automatically enrol them into your workplace pension scheme
Please feel free to use our handy checklist below.
New employee checklist
- Decide what you will pay them – you must pay at least minimum wage, which is set by the government. Find the current figures here.
- Check if they have the right to work in the UK.
- Check if you need to apply for a DBS check on your candidate. You will need to do this if you work in certain areas, such as schools or care homes.
- Make sure you have the correct insurance. As soon as you start employing people, you will need Employers Liability Insurance.
- Give a written statement of employment to your new employee.
- Inform HMRC that you have employed a new person.
- Check if you need to automatically enrol them into your workplace pension scheme.
These factsheets do not constitute legal advice and advice should be taken.