HR Support for Global Retail Client
During the initial COVID-19 lockdown, we took on a new retail client with international shop-in-shop outlets. Faced with outdated contracts and missing policies, they encountered challenges when lockdowns forced store closures and employees contested terminations. Additionally, a reduced need for a senior role and unresolved performance issues arose. We provided our expertise to help them navigate these unprecedented challenges.
What was the challenge the client was facing?
During the initial COVID-19 lockdown, we were delighted to take on a new retail client who operates shop-in-shop outlets in major retailers internationally, including London. As a leading provider of HR support for retail businesses, we were eager to offer our expertise and help them navigate the challenges brought on by the pandemic.
The employee contracts were outdated and non-compliant with the current employment legislation, particularly in relation to the changes introduced in April 2020. Furthermore, the necessary employment policies were not in place.
When the first lockdown was announced and the retail store was ordered to close, some employees challenged the termination of their employment. Following the lockdown, there was a reduced requirement for a senior role due to the changing nature of retail and decreased revenue. Additionally, there was an unresolved performance and disciplinary issue with an employee, which had not been addressed in a timely manner.
What we did
During the initial COVID-19 lockdown, we were delighted to take on a new retail client who operates shop-in-shop outlets in major retailers internationally, including London. As a leading provider of HR support for retail businesses, we were eager to offer our expertise and help them navigate the challenges brought on by the pandemic.
The employee contracts were outdated and non-compliant with the current employment legislation, particularly in relation to the changes introduced in April 2020. Furthermore, the necessary employment policies were not in place.
When the first lockdown was announced and the retail store was ordered to close, some employees challenged the termination of their employment. Following the lockdown, there was a reduced requirement for a senior role due to the changing nature of retail and decreased revenue. Additionally, there was an unresolved performance and disciplinary issue with an employee, which had not been addressed in a timely manner.
Result
All employees now have compliant Contracts of Employment, and the company has appropriate template offer of employment documentation. The employment policies in place ensure openness and transparency regarding how employment matters are managed.
The client understands their legal obligations in managing employees and now seeks enlightenHR advice on employee-related issues before taking action. The company avoided a number of Employment Tribunal claims by reaching mutually agreed outcomes through COT3 agreements with former employees.
The senior manager’s redundancy was successfully managed without challenge, resulting in a mutually acceptable outcome without additional cost to the company. The employee exited the business on mutually agreed terms, eliminating the need to undertake disciplinary and performance management during the lockdown or furlough leave.
Feedback
"We engaged with enlightenHR at an extremely challenging time for the business due to the global COVID 19 pandemic. During that time enlightenHR, and Alison Benney in particular, has provide us with advice relating to furlough leave, returning to work, ACAS negotiations and redundancy as well as day – to – day HR advice and support. The service we receive is prompt, informative and expert, which enables us to make the appropriate and compliant decisions relating to our employment issues. This support is very personal, it is as though we have our own HR department who thoroughly understands us and our business which has added huge value to our decision making."
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