Hiring your first employee or expanding your workforce can be a significant milestone for any business. While it signifies growth and expansion, it also brings a host of responsibilities and obligations. Becoming an employer is not just about bringing someone on board to assist with your operations; it also entails a wide range of legal and ethical obligations. Before you post that job listing, consider these crucial points about your responsibilities as an employer:

  1. Fair Recruitment Process

Non-Discrimination: Ensure that your recruitment process is fair and non-discriminatory. Discrimination based on race, gender, religion, age, disability, or any other protected characteristic is not only unethical but also illegal in many jurisdictions.

Transparent Job Descriptions: Clearly outline job roles, responsibilities, qualifications required, and remuneration to ensure that potential employees have a clear understanding of what’s expected.

  1. Employment Contracts

Once you decide to hire someone, you must provide an employment contract.

This legal document should detail at least basic statutory requiremetns:

  • Job description
  • Salary or wage details and payments
  • Working hours, breaks
  • Holiday entitlements
  • Termination conditions
  • Disciplinary procedures

Written contract should be handed to an employee within 2 months of starting the job.

  1. Health and Safety Obligations

Safe Environment: Employers are obligated to provide a safe and hazard-free working environment. This may involve regular safety training, providing safety equipment, and adhering to health and safety regulations.

Reporting and Documentation: Any workplace accidents or injuries must be duly reported and documented. Some jurisdictions require employers to maintain an injury log.

  1. Continuous Professional Development

Consider investing in your employees’ growth. This not only benefits them but also enriches your business. For example providing regular training opportunities to help employees develop their skills and knowledge. New employees should undergo a comprehensive training to familiarise themselves with the company culture, policies, and their specific roles.

  1. Pay and Benefits

Fair salary: Ensure that you’re offering at least the minimum wage and that renumeration is in line with the job role, experience, and industry standards. You can check the current pay rates in the Services section under the PAYROLL tab.

Timely Payments: It’s not just about how much you pay but also when. Ensure salaries or wages are paid on time, as stipulated in the employment contract.

Benefits: you may want to consider additional incentives in form of  benefits ( so called BIK – Benefit in Kind) such as : medical insurance, gym membership, higher contribution towards pension scheme, retirement contributions, or paid leave.

Mandatory Leave: Familiarise yourself with mandatory leave entitlements, such as annual leave, sick leave, maternity/paternity leave, and public holidays.

Flexible Arrangements: Consider the possibility of flexible working arrangements or remote work, especially in today’s evolving work environment.

  1. Taxes and Documentation

As an employer, you’re responsible for certain tax-related obligations and protect all their personal data in line with the GDPR guidance. This includes addresses, bank details, medical records, and any other personal data.

Employment Documentation: Maintain thorough records of all employees, including their tax codes, salaries, and any benefits provided.

Documentation: Provide employees with payslips weekly or monthly, P45 document when they leave the job or P60 document at the end of the tax year. Report their earnings to HMRC and pay any contribution of deducted tax, National Insurance or Pension. At Greenlight Accountancy we provide weekly and monthly Payroll services.

  1. Termination and Redundancies

Should you ever need to let an employee go, ensure that the process is fair, transparent, and in line with legal regulations. This includes giving appropriate notice, providing severance pay where required, and offering support in transitions.

  1. Feedback and Grievance Handling

Open Communication: Create channels for employees to voice concerns or provide feedback without fear of retribution.

Grievance Procedures: Establish clear procedures for addressing and resolving workplace issues or conflicts.

  1. Stay Updated

Employment laws and regulations can change. Regularly review and stay updated with any changes in employment laws, tax regulations, and industry-specific guidelines.


Hiring staff is a significant step for any business owner, bringing with it a maze of responsibilities and obligations. However, by ensuring that you are well-informed and prepared, you can navigate this process with confidence, building a strong, motivated team that drives your business forward.


Always consider seeking advice from professionals, such as accountants or legal experts, to ensure you’re on the right track with the employment matters. If you require help with running a Payroll see our page in the Services section to gain mor info about how we provide this service or call us to schedule a meeting. Here at Greenlight Accountancy we will be happy to help.