Employer Registration and Responsibilities: William's Case

This essay addresses William's concerns about employing staff, focusing on the process of registering as an employer with HM Revenue and Customs (HMRC) and outlining his responsibilities. The essay begins by detailing the enrollment process with HMRC, including necessary information and essential considerations. It debunks common myths about employment law, such as restrictions on specifying desired employee characteristics and the validity of verbal agreements. The essay then shifts to William's responsibilities after recruiting staff, emphasizing the importance of a welcoming onboarding process, including providing an invitation letter, preparing the workspace, and delegating a mentor. The essay concludes by summarizing the key duties of an employer, including providing a safe workplace, compensating employees, and treating them with respect, referencing relevant laws and regulations. The essay also highlights the benefits of job descriptions in managing employees and jobs. References from nibusinessinfo.co.uk, Assets.publishing.service.gov.uk, Smartrecruiters.com, Core.ac.uk, and �ducaloi are included to support the information.

Introduction
William should enroll as an employer with HM Revenue and Customs (HMRC). Enlisting with
HMRC is stressful and tedious. The procedure of enrollment could be expected swiftly under the
following circumstances, to have the accompanying data to hand:
● Your name, your business name, colleague's name, organization name, philanthropy
name or association name – as suitable
● Business or personal residence, including postcode.
1. Business or home phone number
2. A contact email address
3. A name and deliver to send correspondence to
● The date of your first payday or, assuming prior, the first time you made installments of
costs and additionally gave advantages to your representatives.
● A contact phone number (nibusinessinfo.co.uk, 2019)
Some essential legends William ought to consider while enlisting:
Employers can't indicate the sort of specialist they need in a vocation advert because of
separation laws: This isn't valid – you can incorporate an 'individual particular' which includes
detail of what information, experience, and abilities you might want the competent candidate to
have. Drawing up an individual detail will enable you to distinguish the perfect individual to fill
the activity. Significantly, the abilities and information remembered for the feature are pertinent
to the business you are employing for.

William needs to choose a less suitable possibility to agree to against segregation laws: So long
as William selects somebody he accepts is the most skillful, he is carrying on as per hostile to
separation laws. Keep any notes from the meeting/enrollment procedure to insure yourself
against segregation claims. (Assets.publishing.service.gov.uk, 2019)
There is nothing recorded as a hard copy, so there is no business contract by any stretch of the
imagination: Verbal understandings are additionally authoritative.
Once William focuses on utilizing somebody, it will be difficult to reject them if they are not
appropriate for the job. William may expel a worker since he has a reasonable explanation
behind doing as such and as long as you act sensibly during the expulsion system. He must be
taken to a council for unreasonable expulsion two years after your worker's beginning date for
representatives who began on or after 6 April 2012.
William’s responsibilities would be once he has recruited a new member of staff.
Contracting another employee doesn't close the procuring procedure. Onboarding your new
specialist invitingly and expertly will help coordinate them in a way that lays the preparation for
a long haul gainful connection among them and your organization. An invite letter is
unequivocally exhorted. From that point, the necessary administration should contact the
employee before their start date to invite them to the association. Their workspace ought to be
readied, cleaned, and furnished with the vital qualifications and hardware before their first day.
On the off chance that a direction is a piece of the onboarding procedure, ensure your employee
has a reasonable comprehension of the desires and planning of those occasions. Finally, consider

delegating your new employee a coach, which will assist them with settling into their original
position and association, and set them up for long haul development and achievement.
The immediate supervisor of the new contract will, in all likelihood, take the hands-on
obligations of direction. This job designs and readies an exhaustive instruction that incorporates:
● Giving them a voyage through the structure, including areas for office supplies, break
room, and so forth.
● You are acquainting them with their associates.
● They are demonstrating the new contract their workspace and any included instruments
as well as frameworks. (Smartrecruiters.com, 2019)
● Guaranteeing all approaches are precise (leave, wiped out time, excursion, and so forth.)
just as execution and participation desires.
● Guaranteeing the employee is happy with posing inquiries.
● You are imparting the organization's crucial, esteem, and the new employee's job at the
organization.
Conclusion
At the point when you procure the first employees, you have a few duties to that employee, and
every future employee, identifying with pay. These duties are arranged under government, state,
and neighborhood laws.

Employers must provide their employees with a workplace and guarantee they approach it. They
should provide them the instruments, equipment, and various things they need to do their work.
Employers must reward their employees for compensation and preferences they consented to,
including journey, paid events, and various sorts of occasions. Employers must guarantee their
employees' working conditions are protected. Now and again, employers must give their
employees formed notice that their understandings are completing or that they are being laid off.
Note that employers can pay employees an aggregate of money rather than offering guidance.
(Core.ac.uk, 2019). Employers must move toward their employees with respect. They ought to
guarantee their employees are not bothered or persecuted.
Sets of responsibilities improve an association's capacity to oversee individuals and jobs in the
accompanying manners:
● Explains employer desires for employee
● Gives the premise of estimating work execution
● Gives a clear portrayal of the job to work competitors
● Gives a structure and train to the organization to comprehend and structure all
occupations and guarantee fundamental exercises, obligations and duties are secured by
some activity. (Éducaloi, 2019)
● Gives congruity of job parameters regardless of supervisor understanding
● Empowers pay and reviewing frameworks to be organized reasonably and coherently

References
nibusinessinfo.co.uk. (2019). Recruiting new staff and the alternatives. [online] Available at:
https://www.nibusinessinfo.co.uk/content/recruiting-new-staff-and-alternatives [Accessed 19
Nov. 2019].
Assets.publishing.service.gov.uk. (2019). [online] Available at:
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/
file/32132/12-752-common-myths-employing-for-first-time.pdf [Accessed 19 Nov. 2019].

Smartrecruiters.com. (2019). [online] Available at:
https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/ [Accessed 19 Nov.
2019].
Core.ac.uk. (2019). [online] Available at: https://core.ac.uk/download/pdf/74379837.pdf
[Accessed 19 Nov. 2019].
Éducaloi. (2019). Rights and Responsibilities of Employers and Employees. [online] Available
at: https://www.educaloi.qc.ca/en/capsules/rights-and-responsibilities-employers-and-employees
[Accessed 19 Nov. 2019].
Resource, E. (2019). Who is Responsible for New Employee Orientation? | Employers Resource.
[online] Employers Resource. Available at: https://www.employersresource.com/human-
resources/hiring-engagement-retention/responsible-new-employee-orientation/ [Accessed 19
Nov. 2019].