Should you have an employee?

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It is very important to decide what sort of support you need for your charity or social enterprise – is it an employee, a worker or external support from someone self-employed?

Read my full blog post about understanding the differences between an employee, worker and self-employed – where I outline how you might decide what you need – and also what the implications are in terms of the person’s rights under employment law.

Decisions when employing staff

I can support you to make sure that all this is in place for your organisation.
Contact me if you would like to discuss this further

Affordable pricing for social enterprises and small charities

As a social enterprise, I offer my support at £48 per hour which is a significantly lower fee than other providers of HR support to charities.  I will discuss with you ahead of starting any work for you how much time it will take and what the cost will be so that we can agree up front what you will pay.

View my other HR Services for small charities and social enterprises >>

Example: Planning for the future when taking on staff

Possible implications of not being clear are reflected in the example of a small charity who used a number of sessional workers to provide evening and weekend support over a number of years.  The funding for the work they undertook has been withdrawn and so the charity manager had written to them and given them five days’ notice that they were no longer required.  

The charity manager had always treated them as casual workers, e.g. they had never received annual leave or sick pay.  However, the sessional workers were described as employees in their written agreement with the charity and so the potential risks to the charity were that the sessional workers had:

  • the right to claim wrongful dismissal as the charity had not given them the required length of notice of four weeks for termination outlined in the written agreement
  • the right to claim unfair dismissal as the charity had not followed a fair and proper procedure for redundancy and dismissal
  • the right to claim against the charity for not receiving statutory redundancy pay

Employment paperwork and procedures

As you can see, it is sensible to ensure that your written agreement with your workers/employees reflects best practice and complies with employment legislation to reduce the risk of any misunderstandings, to ensure proper procedures are followed and to avoid potentially expensive claims made to an employment tribunal.

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