performance &DISCIPLINARIES

Written rules and procedures

“It’s vital to make sure that your employees know what is expected of them,” says Beaumont-Goddard. “Have clear written rules and procedures in place covering issues such as general conduct, levels of performance and what is acceptable and unacceptable in the workplace. Explain what the consequences may be if employees fall below the expected standards.”

NHBF members can download free contracts and employee handbooks that cover this at nhbf.co.uk/ contracts. The contracts specify an initial probationary period of three months which can be extended to six months if necessary.

Handling problems

Tackle tricky employee issues as quickly as possible for the wellbeing of all your staff and your business, advises Beaumont-Goddard. “Have a private conversation with your employee if they are behaving unacceptably, for example, by constantly underperforming, coming in late, or taking frequent sick leave.

Tread carefully, as your employee may have a personal, health or workplace problem that is affecting their performance or behaviour. The law says you must protect your salon employees from stress at work.” Find out more at nhbf.co.uk/stressed-employee.

If things don’t improve

You may need to start formal performance management or disciplinary proceedings if the employee doesn’t achieve sufficient improvement, advises Beaumont-Goddard. “However, always take legal advice before doing this. If you don’t follow the correct procedures you could face an employment tribunal,” she adds. NHBF members have access to a free 24-hour helpline at nhbf.co.uk/legal

Dismissing a member of staff

Valid reasons for dismissal include being unable or unwilling to do the job to the required standard or being guilty of misconduct. But don’t forget - if your employee is having difficulty due to health issues, you should do everything you can to help and support them so they can do their job,” says Beaumont- Goddard.

Find out what rights your employees have at nhbf.co.uk/employeerights

Summary dismissal

This means sacking someone on the spot, usually because of gross misconduct such as theft, fraud, or violent behaviour.

“However, you must still be able to show that you acted fairly,” says Beaumont-Goddard. “For example, your first step may be to suspend your employee on full pay while you investigate.”

You must take legal advice before dismissing someone.

The NHBF

For less than 80p a day, the National Hair & Beauty Federation (NHBF) will help you boost your beauty business while keeping you safe, legal and bang up to date with all the latest business laws. Find out more at nhbf.co.uk

Join the NHBF before the end of March 2020 and quote PBM25 to get £25 off your membership fee.

Join online at nhbf.co.uk/join Or call us on 01234 831965