characterised by greater demand for support, increasing social division, ongoing frustrations with policy,These pressures have been exacerbated by increases to Employers’ National Insurance Contributions (NICs,Insurance Contributions.· Ensuring transparent consequentials for any cost-of-living measures and wider policy,commitments, with sufficient funding allocated to cover the full costs of policy delivery in Scotland,employing staff, and deliver transparent Barnett consequentials sufficient to cover the full costs of policy

The Employment Rights Act, passed by the UK Government in December 2025, represents the most significant,overhaul of UK employment law in a generation, a significant opportunity to strengthen workers' rights,SCVO has welcomed the new rights for employees and workers that the Employment Rights Act introduced,,Every Policy Officer's dream… Of these, the Government approach to ending one-sided flexibility- or in,the voluntary sector, creating uncertainty for both employers and staff.

topics, including: managing long-term sickness redundancies and changing terms and conditionsof employment,reviewing and developing employment policies recruitment issues and recruiting for the first time team,from recruiting your first member of staff, to developing your job descriptions and drafting an employment,Our policies and guides include all the statutory requirements plus everything you need to be a good,employer including guides to hybrid working, performance management and wellbeing.

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Summary Across the UK, the voluntary sector is a significant employer, employing over 1 million people,SCVO welcomes the Employment Rights Bill which will introduce many positive changes to strengthen the,, however, carefully consider the potential challenges, particularly, for small voluntary sector employers,Similarly, the Bill should recognise the voluntary sector as a significant employer both in Scottland,in the Employment Rights Bill.

What you include in a reference will depend on what you're asked by the prospective new employer, but,to have a policy only to provide references which state the position held by the former employee, the,dates of employment and perhaps salary.,In these cases the employer will usually make it clear in the reference that this is its policy, so that,Even if the employer has adopted such a policy, it may decide not to give such a reference for an employee

In this section you will find key policies and procedures covering the essential aspects of directly,Employment contracts All employees need an employment contract.,starts working with your organisation, and they should give details of their terms and conditions of employment,All employment contracts should include: How many days and hours of work, including if they vary How,For more policies and procedures, have a look in the section called key HR policies and procedures.

Looking after them requires keeping up to date with employment law and having the right policies and,INSURANCE You are required by law to have Employers’ Liability Insurance.,Your policy must cover you for at least £5million and come from an authorised insurer This will help,You must have a data protection policy that sets out how to manage this information. 10.,PAY As an employer you have a number of legal obligations when paying your employees.

Employers' network The SCVO employers' network is a supportive peer network with a focus on people management,Find out more and join the employers' network Policy network Our policy network connects people within,the voluntary sector with an interest in policy developments and current affairs.,Find out more and join the policy network Join SCVO for access to this professional network.,Be part of a joined-up approach to supporting voluntary action, stay in the loop on policy and funding