SMEs often do not have an HR department or written policies, which can result in gaps in knowledge of labour laws (see (In)formality & flexibility). Keeping up with constantly changing employment legislation is also challenging without dedicated HR staff.
Our research showed that both SME employers and employees had limited awareness of legal entitlements for (future) parents at work (see Legal entitlements for expectant parents). Almost one-third of SME employees in our study also said they did not know what support was available in their organisation.
Getting on top of employees’ rights and putting simple support processes in place helps create safer and fairer workplaces that benefit both employees and the business!
While there is ample legal information online, it is recommended to seek advice from an external HR consultant to ensure legal compliance and avoid costly fines. Using an HR firm can be a more affordable solution than hiring an HR person, and give the employer the headspace to focus on other aspects of running the organisation. Some services are tailored to the needs of SMEs, including options to help with written policies as a one-off, on-demand support for a complex case, longer-term day-to-day advice, and the provision of HR software.
