Page 1


Foreword Pia Dekkers, Chair of the French Chamber of Great Britain’s HR Forum and Human Resources and Organisational Development Director at Chanel Ltd

Welcome to the French Chamber of Great Britain’s bilingual HR Guide. When you look up the definition of Human Resources (HR), you may be surprised to see so many variations of what it stands for: some positive – and some very outdated! To me, the most relevant explanation is the following: HR is a critical component of any business, no matter how small. The vital aspect of HR management comes down to the performance of an individual within an organisation and this is largely driven by the work atmosphere or work culture that prevails at the workplace. Last year, 2016, was an eventful year; most notably with the unexpected outcomes of the EU Referendum and the US elections. Both of these have – and will continue to have – an effect on our people and our businesses, both in the UK and further afield. In this fast-changing environment, it is imperative that HR professionals operate as truly proactive business partners. It is up to us to ensure that we remain relevant and flex our ‘metier’ accordingly, always within the boundaries of fairness and the law. As a growing number of millennials (the so-called ‘Why’ Generation) rise through the ranks, it is our role to ensure that the workplace evolves – not only for millennials to feel welcomed, but for the benefit of all generations of the workforce. I hope that you find this HR Guide a useful reference tool to achieve these goals and to assist you in your ever more complex roles. .

3


About the Chamber

E

stablished in 1883, our Chamber is part of a network of 115 French Chambers of Commerce Abroad (CCI France International) and is one of the top French Chambers worldwide. We are also the largest foreign chamber in the UK in terms of both turnover and range of services offered. The size of our network and its diversity – we have 610 members, ranging from start-ups to blue chip companies, with 40% non-French representatives – contribute significantly to our reputation and success. Our main aims are to provide a platform for exchange and networking at the service of Franco-British firms in the UK, to promote our members’ interests to key decision makers and to help develop economic and commercial relations between France and the UK. Our Business Consultancy, Company Set-up, Business Centre and Recruitment services provide both British and French companies with a large range of bespoke professional services. The 60 events we organise every year, with leading figures from the British and French political, academic and business worlds, offer great opportunities for our members to expand their network of contacts and develop their businesses. Additionally, our Forums and Clubs, focusing on issues or sectors such as Brexit, Climate Change, Digital Transformation & Innovation Human Resources, Finance and Retail as well as Luxury, Start-ups & SMEs and Women’s Business, offer our members dedicated platforms to share experiences and best practice at the highest level of management.

About the Chamber’s HR Forum

A

ttracting the highest management levels of the HR world, this forum offers HR professionals of both small and large organisations an informal setting to share best practice and experiences on issues which impact their departments and, ultimately, their employees. It was tailored to meet the requirements of its members who set the annual agenda and determine future topics. Speakers are invited from member and non-member organisations, encouraging discussion and the exchange of experiences from a wide range of industries. The forum provides an excellent opportunity for networking between members. It has an ultimate goal of reviewing the impact of employer legislation and, in the long term, influencing future decisions in this area. This forum represents a broad cross-section of organisations who have interests in France or who represent French organisations operating in the UK. The HR Forum of the French Chamber meets regularly to provide guidance, insight and debate on current employment topics with like-minded HR professionals.

4


Editorial

Florence Gomez, Managing Director, French Chamber of Great Britain

T

he French Chamber has, over the years, launched a number of forums that focus on different transversal issues, Human Resources being one. These forums bring together professionals and experts, providing a platform for discussion and exchange of knowledge and best practice. Several years ago, our Cross-Cultural Relations Forum collated its expertise into a tangible, practical guide for companies operating in cross-cultural environments. More than 6,000 copies have been sold! This publication set the precedent for creating a second guide that would be useful for French companies crossing the Channel, and so the idea of producing a Human Resources Guide was born. The initial purpose of this guide was to provide French companies intending to set up business in the UK with the information and tools they would need to plan and implement their human resources strategy, while giving them a good overview of the HR landscape in the UK. However, while putting this guide together, we realised that its application could be far wider, as UK subsidiaries of French companies expressed an interest in using it as a reference tool for their French headquarters to clarify the differences between UK and French HR practice. This bilingual guide has been written by members of the HR Forum, many of whom work for Franco-British companies, and are aware of the key differences and pitfalls. Different writers have tackled different subjects, making it a diverse, but rich collection of material, interspersed with testimonials, tips and examples of local HR practice. While the information provided in the guide is up to date at the time of publication, readers should be aware that the regulatory environment does change often, and it is therefore worth checking if there have been any subsequent developments. A lot of work has gone into bringing this publication to fruition and I would like to thank the HR Forum, its former Chairs Rose Gledhill and Jennifer Westen, all of the members who contributed to the content and the advertisers for their generous support. However it is used, I hope this guide will be practical and useful.

Managing Director: Florence Gomez Project Manager: VĂŠronique Revington Layout & Design: Katherine Millet French translation: HL Trad

Printed by Wyndeham Print Group ISBN: 978-0-9553371-5-4 2017 edition published by: French Chamber of Great Britain, Lincoln House, 300 High Holborn, London WC1V 7JH Tel: (020) 7092 6600; Fax: (020) 7092 6601 www.frenchchamber.co.uk @FrenchChamber 5


Table of contents Foreword

3

About the Chamber / About the Chamber’s HR Forum

4

Editorial

5

Pia Dekkers, Chair of the French Chamber’s HR Forum and HR and Organisational Development Director at Chanel Ltd

Florence Gomez, Managing Director, French Chamber of Great Britain

I. How to recruit 1. RECRUITMENT PROCESSES AND CHANNELS

Jennifer Westen, Group Director Human Resources, International SOS

a. Introduction to different recruitment processes

b. Recruitment on the Internet - the e-generation: social media

Extra info: Social media, recruitment and employment - Aisling Pugh, Associate, Bircham Dyson Bell

12 14

2. THE RISE OF THE ‘NEW WORLD’ ORGANISATION

Alexis de Bretteville, Chief Executive Officer Europe, Hudson Talent Solutions

a. The wider global context

b. A new world of work has emerged c. The annual appraisal: an outdated concept d. 5 questions all organisations need to ask themselves

18 18 19 20

3. THE BRITISH CV AND APPROACH TO RECRUITMENT a. The British CV, interview requirements and expectations

21

Lara Plaxton, Group Head of HR, FDM Group

b. French diplomas and English equivalents: a comparison Martin Schulz, Regional HR Director, Bouygues UK

25

II. The legal framework 1. THE EMPLOYMENT CONTRACT Emmanuelle Ries, Managing Partner, ebl miller rosenfalck

a. What is an expatriate? What is a local contract? b. Types of employment contracts

Extra info: Different types of employment contract in the UK - Andy Pennock, HR Director, Keolis

c. Typical clauses in an employment contract

d. The different recruitment options for French businesses

Extra info: What is the VIE programme? - Debbie Griffin, Former UK Head of HR, Société Générale Testimonial: Apprenticeship - Cameron McKay, Quality Conformance Engineer, Airbus

32 32 33 35 38

7


Table of contents 2. WORKING HOURS - Caroline Yarrow, Partner, Bircham Dyson Bell Testimonial: Working hours in hospitality - Massimiliano Binda, General Manager of the Connaught

46

49

Extra info: Employee internet and email use - Aisleen Pugh, Associate, Bircham Dyson Bell

3. STATUTORY EMPLOYMENT RIGHTS - Caroline Yarrow, Partner, Bircham Dyson Bell

4. DISCRIMINATION AT WORK - Caroline Yarrow, Partner, Bircham Dyson Bell a. Practical examples of discrimination

Testimonial: Making reasonable adjustments goes far beyond legal compliance Emma Head, Former HR Engagement Manager and UK Diversity Lead, Capgemini

b. Equality and diversity in practice

52 53 55

5. CHANGE AND TERMINATION OF CONTRACTS

Raymond Silverstein, Partner and Head of Employment Team, Browne Jacobson

a. Change of contracts b. Termination of contracts

56 57

Extra info: Everything you ever wanted to know about settlement agreements but never dared ask… Emma Saunders, Associate, Cripps Extra info: Four things to remember when modifing an employee’s terms and conditions of employment contract Thomas Bétis, Former HR Manager, Le Pain Quotidien

III. What salary and benefits?

1. DIFFERENT SALARY TIERS

Alexis de Bretteville, Chief Executive Officer Europe, Hudson Talent Solutions • Salary

table

67-68

2. IMPROVING PEOPLE PERFORMANCE WITH REWARD AND BENEFITS

Andy Philpott, Sales and Marketing Director, Edenred

a. The talent retention challenge b. Employer of choice c. A strategy which delivers d. Making a difference

Testimonial: Martin Schulz, Director Group Human Resources, Bouygues UK

3. AUTOMATIC ENROLMENT IN PENSIONS: GET IN LINE

69 69 70 70

Stuart Law, Director - National Payroll Services, Mazars

8

a. What is auto enrolment? b. What type of pensions scheme will eligible workers be enrolled into? c. What will the minimum contribution level be?

74 74 74


Table of contents d. When will this happen? e. What action do employers need to take? Extra info: The challenge of auto-enrolment - Andrew Moore, Director, Leprêtre & Partners

74 75

IV. Payroll, taxation and other charges Stuart Law, Director - National Payroll Services, Mazars

1. UK PAYROLL OBLIGATIONS - INTRODUCTION TO PAY AS YOU EARN (PAYE)

2. EMPLOYMENT ALLOWANCE

3. INCOME TAXES AND NATIONAL INSURANCE CONTRIBUTIONS • Example of payslip

78 81 82 84

V. Working conditions

1. HEALTH & SAFETY - Melanie Stancliffe, Partner, Irwin Mitchell a. The over-arching duty b. Specific legal requirements c. Business risk

Extra info: Health and safety checklist to remember - Thomas Bétis, Former HR Manager, Le Pain Quotidien

86 87 87

2. WELLBEING AT WORK

Melanie Stancliffe, Partner, Irwin Mitchell

a. Work-life balance

b. Broader compensation packages

89 89

3. TRADE UNIONS AND EMPLOYEE PROTECTION IN ENGLAND AND WALES

91

Géraldine Fabre, Partner and Head of French Group, Sherrards Solicitors and Jane Klauber, Partner, Russell-Cooke Testimonial: Gerard Jacques, Director of People, Eurostar

Index

95

9


Chapter I

How to recruit In this chapter you will find an overview of the approach taken to recruitment in the UK. You will gain a better understanding of how the UK education system works, the usual rules regarding candidates’ CVs and other recruitment tools used in the recruitment process. 1. RECRUITMENT PROCESSES AND CHANNELS

Jennifer Westen, Group Director Human Resources, International SOS

a. Introduction to different recruitment processes b. Recruitment on the Internet - the e-generation: social media

Extra info: Social media, recruitment and employment - Aisling Pugh, Associate, Bircham Dyson Bell

2. THE RISE OF THE ‘NEW WORLD’ ORGANISATION

Alexis de Bretteville, Chief Executive Officer Europe, Hudson Talent Solutions

a. The wider global context a. A new world of work has emerged a. The annual appraisal: an outdated concept a. 5 questions all organisations need to ask themselves

3. THE BRITISH CV AND APPROACH TO RECRUITMENT a. The British CV, interview requirements and expectations

12

17

21

Lara Plaxton, Group Head of HR, FDM Group

b. French diplomas and English equivalents: a comparison Martin Schulz, Regional HR Director, Bouygues UK

11


1. RECRUITMENT PROCESSES AND CHANNELS

Jennifer Westen, Group Director Human Resources, International SOS

a. Introduction to different recruitment processes

The job market is an ever-changing one, but the heart of any business, whether large or small, will always be PEOPLE. Regardless of the state of the job market or economy in your industry, recruiting knowledgeable and competent staff is the only way to keep your business successful. People are the most important asset to a business. Client satisfaction begins with the attitudes and abilities of your employees. Having committed and effective employees in your organisation is your key route to success and growth. The recruitment function of a company may be carried out in-house or can be outsourced to agencies and/or RPOs (Recruitment Process Outsourcing companies). The in-house recruitment function has become more and more popular, especially in larger organisations. Often in-house recruitment is a more cost effective and efficient way to recruit as the team are recruiting for only one organisation, allowing them to develop expert knowledge and insight into the company’s needs, culture and values. Although agencies will most of the time do a good job, there is an argument to be made for creating an in-house recruitment team when an organisation has a continual high volume of roles. Why pay agency fees when an in-house recruitment team (from agency backgrounds where necessary) will do the same job, work closer with the business and be demonstrably cheaper? This, of course, only stands if the in-house recruitment team have access to the same tools as an agency would (see below). Although, should disaster strike, an in-house team could always liaise with an external agency where appropriate. For smaller companies and start-ups however, using agencies may be a cheaper option if they are only hiring small numbers of people each year. It is important to know how to recruit staff in a timely way that will ensure that you find the right employees to work with, who will stay and develop themselves within the company. Qualify the position Speak to the hiring manager and get all the details on the vacancy. This will include the role details, time scales, necessary credentials, previous experience and more. The more detail you can get at this stage, the more chance you will have of finding the best candidates to accept your position. 12


Enjoyed the preview?

The HR Guide - sample  

A practical approach to Human Resources in Great Britain NOW PRINTED IN A COMBINED FRENCH AND ENGLISH VERSION TO FACILITATE SHARING IN A FR...

Read more
Read more
Similar to
Popular now
Just for you