Clover HR provides HR services for engineering companies across the UK. Our bespoke HR solutions are designed to answer the specific demands of your business, from recruitment to regulatory compliance and workforce management. Our team specialises in offering HR support for SMEs in the engineering sector ensuring you maintain compliance with all industry employment rules and regulations.
Our HR consultancy is tailored to the needs of your company, as we review your existing policies and procedures to make sure they are aligned with the industry best practices. To maximise the benefits for your business and secure a great ROI for your organisation, we take a true partnership approach and we work closely with you to achieve the optimal results.
Delivering superb HR consultancy services
Areas Clover HR Can Help With
At Clover HR, we regularly advise clients in the engineering business on a wide range of HR-related topics, including:
Company Policies and Procedures Optimisation & Compliance
Employee Recruitment & Onboarding
Employee Training & Development
Absence Management Services
Smart HR Platform Integration
Occupational Health & Safety
Data-driven HR Management
Bespoke HR Consultancy
Building a Healthy Workplace Culture in Engineering
A healthy workplace culture is at the heart of any successful organisation. This is why we help you build it and maintain it by helping you recruit a skilled team, establishing better communication within your company and keeping your engineering employees safe at the workplace. Working with Clover brings you all of the amazing benefits described below and more.
Expert HR Support
At Clover HR, we value our client relationships, so you can rely on us for HR advice when you need it, whether it’s to do with your existing HR policies, your day-to-day operations or more complex situations, including employee conflict resolution and formal HR procedures.
Disciplinaries and Grievances Management
Your Clover HR Business Partner (HRBP) will support you through the required process for disciplinary hearings and grievances to ensure that they are handled and resolved in accordance with ACAS and company policies. This helps limit the company’s exposure to Employment Tribunal claims.
We support you throughout the entire end-to-end employee lifecycle, starting with recruitment advice and employee onboarding, all the way through to employee training, development and performance management.
We secure the foundations of your company’s HR by ensuring all your existing documentation and procedures are compliant with the latest employment law requirements and regulations.
Bespoke HR Advice
Working with Clover HR guarantees you have an experienced HR partner by your side and we put in the necessary time, care and attention to ensure our HR solutions are a perfect fit for the needs of your engineering business.
Intelligent Software Solutions
We are here to guide you to a quick and easy integration of all your data. Optimise your HR processes by implementing the Breath HR platform and introducing automated solutions for absence and employee development management.
YOUR LOCAL HR COMPANY
How we can help your engineering needs
At Clover HR we are committed to providing focused quality advice that you can rely on and trust. Our goal is to provide the support needed to drive your business forward and grow. We are a committed, reliable and trustworthy team of HR experts ready to help your business achieve a competitive advantage through your people.
Whether you are a small or a large engineering enterprise, we have a solution for you.
ASK US A QUESTION
What our clients say
“The support Clover HR has provided the business over the past 12 months has been exceptional. Either through HR challenges or providing advice on improving our internal procedures, their pragmatic approach in understanding our needs through visiting and meeting everyone with their dedicated business partner ensures Clover HR understand us fully.”
HR in the Engineering Industry
Can an employee with less than two years of service claim unfair dismissal?
Unfair dismissal claims can only be made if the employee has been employed by the company for the minimum qualifying period of two years. However, an employee can claim unfair dismissal at any time if they have been dismissed for an automatically unfair reason.
Even though based on this it is easier to dismiss an employee with less than 2 years’ service, it is important to always follow the correct disciplinary processes and comply with the terms and conditions stated in the contract of employment to ensure a fair process.
Am I allowed to change the working hours or shifts of my staff?
Whether you are allowed to make changes to the contract of employment depends on the wording used in the contract, as well as the changes you would like to make, so it is always best practice to consult with an HR professional to establish your legal rights in the specific situation.
This would help you avoid unintentionally breaking the law, for example, when the change could be considered a breach of the implied term of ‘trust and confidence’ due to it being unreasonable or being introduced without notice.
Best practices dictate that you should reach an agreement with the employee before changing the contractual terms of employment. This can be achieved through an open discussion,
You should also keep in mind that a recognised union on-site and any existing collective agreements in place may require you to follow a different process when amending contractual agreements.
Do I have to keep employee training records and if yes, for how long?
It is the CIPD’s recommendation to keep training records for 6 years after the employee has left the business. Specific training records may need to be kept longer (e.g. medical records containing details of employees exposed to asbestos and medical examination certificates).
These records can be used to demonstrate the competence of an employee in case of a claim. However, you should always keep in mind GDPR regulations and data management best practices.
Can I deny an employee time off for jury service?
No – if an employee is called for jury service, you must allow them the necessary time off. You can, however, ask them to attempt to delay their jury service, if it is reasonable to believe that your business would be severely impacted by their absence. You will have to provide a letter explaining why the delay had been requested. You cannot discriminate against your employee for going on jury service.
Can I oblige my staff to do overtime?
No, unless the contract of employment specifically states that you can. If the terms and conditions of employment allow you to do so, you can make the employees work overtime but no more than 48 hrs per week.
If an agreement is reached between you and the employee, the employee has the right to “OPT” to work more than 48hrs extra per week. This agreement must be put into writing to be legally binding, (as per the Working Time Directive 1998).
Am I allowed to refuse an employee holiday request?
Yes, you can refuse or cancel an annual leave request but this must be done with reasonable notice. Typically, that’s a notice equal to the amount of leave requested, plus 1 day. (i.e. if an employee requests a 10 days’ holiday, you must give at least 11 days’ notice that you wish to refuse or cancel said request).
Bear in mind that the specific terms and conditions of employment may differ from the standard above, so always check with your employment contract for the correct notice period.
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To be outstanding, trusted people advisors and partners to business everyday
Through honest, focused, responsive and innovative HR support, we will transform people problems to solutions, enabling our clients to be employers of choice with an engaged and motivated workforce.