Employer and Employee Responsibilities

Without employees a business could not function properly, and as part of having a workforce an employer has specific legal responsibilities as well as best practices to follow. 

Employer responsibilities include:

• Fair recruitment and selection processes
• Supplying a written statement of employment particulars (on the first day of employment & a wider written statement must be provided within 2 months)
• Fair pay / adhere to minimum wage entitlements (including holiday pay)
• Provision of a detailed payslip (including deductions)
• Following working time regulations
• Auto-enrolment into pension schemes (if applicable) 
• Fair and equal treatment of workers
• Fair dismissal processes
• Considering flexible working requests
• Providing rest breaks during the working day
• Protecting the Health & Safety of their employees, including their mental health and wellbeing
• Providing a suitable work environment

While the following are not legally required, employers should consider wider benefits and rewards for employees (such as additional holiday, bonus schemes, Employee Assistance Programmes, team events etc.) as well as personal development opportunities. It’s also important that managers provide feedback and recognition of success. Ensuring employees feel happy, appropriately rewarded, and valued will in turn help attract and retain the best talent for your organisation. 

When an employee accepts a job role there is an expectation that they will represent the company in a responsible manner, perform the job role to the required standard, be punctual or communicate with their manager if they are unwell or going to be late, as well as treat everyone respectfully.

An employer is primarily responsible for ensuring the health, safety and wellbeing of all employees, however staff have a duty of care towards their own health and safety, as well as anyone else who could be affected by their actions. 

Employee cooperation is important, particularly when it comes to undergoing mandatory training, using equipment correctly and following any set procedures. 

Employees are also required to report any injuries or potential risks in the workplace. This will help create a safety culture, especially if employees feel confident to raise any concerns. 

Employers are not necessarily going to be able to list every task in an employee's job description, particularly where technology changes and as a result, new processes evolve. If the new task is reasonable then employees have a duty to complete it. An employer should meet with the employee to determine why they do not want to complete the task. It could be that additional training is required or that there is a legitimate health and safety concern. If this is the case then steps can be put into place to support the new requirement, however, if the employee has no justifiable reason disciplinary action may be taken. However, there are some instances where an employee can refuse to complete a new task, such as it isn’t connected to their job role or it is not in keeping with their pay grade.

Employers who invest in online workplace training for their staff are showing a commitment to all employees that they value them and want to create an informed workforce. In return employees receive relevant, quality training which is engaging and supports them in their role. 

Workplace training is about more than just meeting legal requirements, it provides employers with an opportunity to prove to their employees that they value them and prioritise learning. Many employees want an employer who puts them first, and this will help create a positive workplace culture.