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Salon HR Assist

All business owners and professionals want to spend their time and effort on their core service offering. Hairdressers seek to transform hair through techniques and styling with exceptional products. However, like all businesses salon owners need to have a thorough understanding of the legal requirements in relation to their staff. Staff are one of the most important assets a salon has. Owners of hairdressers encounter a variety of different employment roles or staff operating on a self-employed basis in their business. For instance, almost unique to the sector are stylists and in some instance beauticians renting a chair from the salon owner, apprentices training to become stylists as well as employees under contract. It can be difficult for salon owners to ensure that they have clear boundaries particularly in relation to those who are self – employed.

It is essential that salon owners have clear contracts of employment in place for those who are employed and separate and definitive contracts in place for those renting a chair so that self-employed staff do not end up being treated subconsciously as an employee. If the distinction is not outlined in a contract, salon owners will need to be mindful of implied employment law rights.


HR and employment law suppport

The COVID-19 pandemic has further highlighted the need for owners to ensure that they have their contracts correctly reflected and that they understand the increasing and additional health and safety requirement required as a result of government guidance. With the furlough scheme constantly changing and regulation on entitlement needing to be carefully followed sound advice is crucial. Additionally, the cash flow challenges that lockdowns bring with peaks and severe troughs may also mean that you may need to know what you rights are and what the correct procedure is in relation to redundancy. It can be hard to find a comprehensive source of advice for all your concerns.

It is important for all businesses to take preventive action and have sound foundations in place in relation to specific contracts, policies, health and safety procedures and employee handbooks and they need to be highly relevant to your business and your employees to be effective. If you face grievances for instance for unfair dismissal, sexual harassment, discrimination or any other employee related grievance a clear frame of reference is established which will assist in defense and help ensure your business reputational damage and financial penalty is mitigated.

Stephensons offers businesses and specifically the hairdressing industry the reassurance of Salon HR Assist to take the stress out of creating the policies, contracts and procedures in place to protect your business as well as a comprehensive range of other benefits and protection should you face a grievance and need legal representation.

For an annual fee of £1,000 plus VAT, businesses signing up to HR Assist will receive:

  • Unlimited access to a team of specialist employment solicitors for ongoing advice and guidance
  • £50,000 employment protection insurance to cover the cost of defending employment tribunal claims
  • Up to date HR and employment policies and procedures
  • An up to date contract of employment
  • An up to date employee handbook

We can provide guidance on any HR or employment related issue, including:

  • Drafting policies and procedures
  • Recruitment advice
  • Employee management
  • Advice on performance
  • Dealing with grievances, disciplinary and dismissal issues
  • Redundancy advice
  • Defending all types of tribunal claims

In many small businesses it is often the business owner who must deal with any employment disputes or tribunals, for a one off annual fee these situations can be dealt with by legal specialists, leaving owners to concentrate on running the business.

For more information on Salon HR Assist call our experienced team on 0161 696 6170 or complete our online enquiry form and we will contact you directly. 

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4.5out of 10
4.5 score on Trustpilot Based on count 1539

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