• Employing staff for the first time

    Updated: April 25 2022

    When you are ready to start employing staff for the first time our employment essentials give you the key areas you need to focus on to get it right.

    Every business is different but when it comes to starting up a business and there are basic requirements which must be met when employing people. There are certain requirements expected of a new employer and it’s important to have these in place.

    Establish employment status

    An individual’s employment status determines their rights and an employer’s responsibilities and it’s important to consider the employment relationship between the individuals who are going to work for you and your business and how this works practically. When employing staff for the first time, there are several ways to establish employment status. This includes an individual being unable to send someone else to do their work. Other factors taken into account are:

    • the level of control over their work
    • whether they are required to accept work if it is offered
    • the written documentation.

    We can help you identify correct employment status.

    New employer

    You should register as an employer by advising the HM Revenue and Customs (HMRC) – you may register up to 4 weeks before you pay new staff.

    Right to work

    You must view an individual’s right to work details, before employment starts to establish if they have the legal right to work in the UK.

    Employment contract

    You must provide a written statement of employment particulars to all employees and workers. The principal statement must be provided by the first day of employment and the wider written statement within 2 months of the start of employment.

    Workplace pension

    All employers must provide a workplace pension scheme. Known as ‘automatic enrolment’ an employer will automatically enrol employees into a pension scheme and make contributions – there are a small number of exceptions.


    You must pay all employees a minimum of the National Minimum Wage.

    Disclosure and Barring Service (DBS) check

    You may need to request a formal check to make a safer recruitment decision. A DBS check (previously known as a CRB check) allows you to check the criminal record of someone applying for a role and may therefore be required for certain roles – subject to eligibility criteria. You can request a more detailed check for certain roles, for example in healthcare or childcare.

    Employers’ liability insurance

    It is a legal requirement, if you employ one or more individuals, to get Employers’ Liability insurance. Employers are required to take reasonable care of their employees’ health and safety and ensure safe systems of work and this insurance will help you pay compensation if an employee is injured or becomes ill because of the work they do for you. In most cases, this will require a risk assessment to be undertaken.

    How else can Kent HR assist?

    Kent HR can support your organisation with a variety of HR topics, including:

    • HR health check
    • Induction and new starter support, which can include equality and diversity training
    • Access to highly experience and qualified HR professionals, to provide you with the HR support you require.

    To find out how we can help you with your new or growing business take a look at our HR support for business start ups, fill out the online enquiry form below or contact us to discuss your requirements.

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