How to Hire Part Time Employees?

Hiring part-time employees start with working out what type of employee is needed. This can include whether the job is permanent or temporary and what the business can afford. It is also important to work out whether the employee needs to be included in an employers’ liability insurance policy, if the business already has one, or if this is the company’s first employee, then if a new policy is needed. Information on who needs employers’ liability insurance can be found here.

As well as employers’ liability, which is a legal requirement unless the business or employee falls under an exemption category, it is important to check candidates can legally work in the UK.

Once candidates from the advertising and interview process have been chosen, some businesses will want and need to conduct further checks to assess their suitability for the role. DBS checks, previously known as CRB, are required for anyone working with vulnerable people or in security. The disclosure and barring service check can show unspent convictions, cautions, information held by police that is relevant to the job, and if the worker has been banned from the role. The cost of a DBS check starts from £23 and increases for more advanced checks.

Terms and conditions and the expectations of the role need to be sent to the chosen candidate if the job lasts for more than one month. This must include:

• The employer’s name,
• The employee’s name,
• Job title and the job description,
• The rate of pay,
• Hours and location of work,
• Annual leave entitlement,
• Probation period,
• Any required training,
• In the case of a fixed contract, then an end date.

For businesses that are employing personnel for the first time, they must register with the HMRC and get a PAYE reference.

There are also legal requirements for part time employees on fixed term contracts that businesses must adhere to. Part-time employees are entitled to the statutory paid leave of 5.6 weeks a year, which can include bank holidays and sick pay, maternity or paternity and adoption pay. They are also entitled to rest breaks of 20 minutes uninterrupted if they work more than six hours a day, and 11 hours between workdays. Employees should also receive a payslip with all deductions shown as well as an employment contract or statement.

Part time employees must legally be paid at least the minimum wage, have a safe place to work, be able to make a request for flexible working and have changes to their place of work made if they are disabled.

Is employers’ liability insurance the same as workers compensation?

Employers’ liability is a legally required insurance policy needed by businesses in the UK which have employees. It protects both the employee and the employer if a staff member falls ill, is injured, or dies due to their job. For example, if a worker trips and is injured at work, they can bring a claim against the company. Employers’ liability insurance pays the legal costs of fighting against the claim and will also pay the compensation awarded to the worker.

This is different to the workers’ compensation insurance offered in other countries such as the USA. This insurance can cover medical bills, lost wages, ongoing care costs or funeral expenses. It also protects the employer by limiting the liability in lawsuits for work-related injuries or illnesses.

What does employers’ liability insurance cover?

Employers’ liability is the most important insurance for any business with employees. It is a legal necessity, and it is also vitally important in the protection it offers employers as well as employees.

Employers must make sure they have an employers’ liability policy, and the Employers’ Liability Regulations Act 1998 states that it must be a minimum of £5million cover. However, businesses conducting risky work may need a higher amount, particularly if they have a large number of employees.

In the event that a worker is injured at work, falls ill because of the job or dies, a claim can be made against the employer. Employers’ liability insurance covers legal fees if such a claim is made. The policy will also cover compensation payments awarded to the employee.

Some businesses don’t need employers’ liability, and some circumstances where it is not required for the employee. These include:

• Family businesses which employ close relatives such as a spouse, parent or grandparent.
• Businesses that only employ the owner or sole traders, if they own at least 50 percent of the issued share capital.
• Public organisations such as government departments.
• Health service bodies like NHS trusts.

Occasions when a business may not need employers’ liability for a worker include:

• A worker does not exclusively work for the business.
• The worker can hire someone else to do the job if they are unable to do it.
• They are based abroad.
• The business does not deduct national insurance and income tax from the money it pays the worker.

There are also some exclusions to the coverage of many employers’ liability policies, including:

• The business does not inform the provider of a claim within a specified time frame, such as seven days.
• A vehicle accident that happens while working – this is generally covered by commercial vehicle insurance instead.
• Deliberate or reckless acts.
• If the business admits liability, then the provider can reduce its payments.

Employers’ liability costs start from £60 per year but can rise to hundreds per employee per year. The premium cost can depend on the number of employees and the risks.