Human resources

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1. What is the background to the Equality Act 2010?

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Employing people seems a perfectly straightforward matter: hire them, then set them to work, but is it so easy? (Acas 2018)

Many new employers are often unaware of their obligations towards their employees. Unfortunately, in some cases, they often only find out the tough way when a situation is handled incorrectly, employee rights are overlooked or, in the worst case scenario, they are facing a potentially expensive tribunal claim.

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Accessibility is everyone’s concern. It is organisational and environmental structures that most restrict an individual’s participation in mainstream activities. Our approach to design should be an inclusive one; designing for the widest range of people is of benefit to everyone.

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To offer employment on a fixed-term contract is common practice for many organisations, especially when posts are funded only for a set period of time. 

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1. Definition of a contract
A contract of employment is a legally binding agreement between an employer and employee formed when an individual agrees to work for an employer in return for consideration (pay or something else of value). A contract does not have to be in writing, and is made up several parts:

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There are many things to consider to make your organisation an effective, flexible and efficient employer. These range from legal compliance (much of which is included in contracts and terms and conditions as outlined in Factsheet 16: Contracts of Employment) to effective management practices.

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Policies are statements of how your organisation intends to conduct itself and provide principles to help with decision making.

Procedures describe how your policies will be put into practice. They will help you to comply with legislation, provide appropriate controls, provide evidence of accountability and help to manage risk.