This article is all about the employment advisor – what they do, what advantages they bring, and how your company can benefit from their services. These consultants can deliver huge improvements for organisations and help resolve many everyday problems.
What is an employment advisor?
An employment advisor is a professional who advises companies on the rules surrounding employment. To do this, they will have a deep understanding of the subject to tackle relevant issues as they arise.
Given the complex and ever-changing nature of the legislation in this area, having a specialist on the subject within the company can prove extremely useful.
What qualifications and training do you need to be an employment advisor?
You don’t need a university degree as such to become an employment advisor. However, many are social sciences graduates or have a degree in law or economics. It is also common for them to complete a master’s degree or postgraduate studies to specialise in employment law.
In general, when you’re looking to hire an employment advisor, make sure they possess the following expertise:
- Employment law.
- Economics and accountancy.
- Risk prevention in the workplace.
- Types of existing contracts.
- Penalties and infringements.
An employment advisor’s main responsibilities
As we have said, their main purpose is to provide advice and guidance to companies on everything related to recruitment and the working conditions of their employees.
This will include tasks such as:
- Explaining employment obligations according to the law.
- Writing contracts.
- Advising the business owner on the types of contracts that exist.
- Writing and communicating letters of dismissal.
- Managing contract renewals.
- Registering new hires with HMRC and issuing P45s.
- Assisting with pensions auto-enrolment.
- Managing tax and National Insurance payments.
- Running the payroll every month.
- Calculating severance packages and pensions.
- Optimising the company’s costs relating to employment.
- Aiding the company in the case of a work inspection.
- Sending out company certificates.
- Representing the company during changes in management.
- Reporting accidents that have happened in the workplace.
- Acting as consultant or mediator during collective bargaining processes.
The importance and advantages of hiring an employment advisor
Although companies are not obliged to hire an employment advisor, they can make a positive contribution to the running of the company. And, having someone on board with knowledge and experience of employment law can make decision-making more effective and efficient.
Moreover, as advisors are up-to-date with developments and changes in employment law, they can often help companies avoid penalties and fines.
So, the overall advantages of hiring an employment advisor include:
- Strict compliance with employment legislation is guaranteed.
- The advisor recommends the most appropriate employment contract for each case.
- The company receives immediate legal advice when the need arises and support during work inspections.
- Advisors also know the different benefits and incentives the company can opt for when recruiting.
How much do employment advisors charge?
An external employment advisor’s fee can vary according to several factors:
- The type of services provided.
- Amount and complexity of the services.
- The professional’s training and experience.
- The consultancy’s size and reputation.
They may also charge for their services with a monthly fee, for each service or per hour, so it is difficult to come up with a figure.
In contrast, if the professional is employed by a company, the average salary for an advisor in the UK is £25,526 per year, according to Glassdoor. However, bear in mind this will also vary depending on their professional experience.
Outsourcing this service might be a great idea. Read here about HR consultancies.