Important business and legal advice for those employing young workers

Those organisations with an interest in employing workers under the age of 25 may be interested to read related employment law advice from Employee Management Ltd (http://www.employeemanagement.co.uk). Many businesses may be tempted in the current uncertain economic climate to hire more experienced employees who can ‘hit the ground running’, but the truth is that there are various business benefits to recruiting from younger age groups.

Cost-efficiency is one good reason to employ someone under the age of 25, given age differentials in the structure of the legislation pertaining to the national minimum wage (NMW). Young people can therefore be cost-effectively employed, such as under apprenticeship schemes, and trained to meet industry standards. Staff retention can be improved and future recruitment costs reduced by developing in-house, committed talent. Young people can also help businesses to gain a competitive advantage by giving them an insight into new markets, and they are also often more adaptable. Having young people on employment contracts also brings benefits in terms of succession planning.

There are, however, various aspects of employment law that those recruiting young people need to be aware of. The aforementioned NMW legislation, for instance, dictates that workers must be paid the minimum hourly rate, which is presently £6.19 per hour for employees of a minimum age of 21, £4.98 for those aged between 18 and 20 and £3.68 for those younger than 18. The present minimum wage for apprentices of £2.65 per hour suggests another option for employers.

Clients of Employee Management Ltd’s HR services may also be interested in giving themselves a safeguard in the form of a probation period incorporated into the worker’s contract. This gives them the option of dismissing the employee at any time within the probationary period if they are not satisfied with their performance, with only minimal notice – usually around one week – applying. Firms employing those under 18 should also be aware of special health and safety rules that apply to them, with 16-to-18 year olds being restricted as far as certain types of work – such as those exposing a risk to health because of extreme cold, heat or vibration – are concerned.

Clients are also seeking employment law advice on the Working Time Regulations 1998 as they relate to employing young workers. Those under 18 years old, but over the minimum school-leaving age, as well as those on work experience schemes, have the right not to work between 10pm and 6am or between 11pm and 7am – certain circumstances aside. The Regulations feature certain other stipulations.

Finally, given that age is one of the “protected characteristics” under the Equality Act 2010, employers must not directly or indirectly discriminate against young people, and would therefore be urged to avoid asking questions about age in interviews – among other measures.

As leading providers of HR support, Employee Management Ltd (http://www.employeemanagement.co.uk) can advise you on all areas of employment law as they relate to young workers. Contact us now to find out about our full breadth of related expertise.

Editor’s Note: Employee Management Ltd (http://www.employeemanagement.co.uk) are represented by the search engine advertising and digital marketing specialists Jumping Spider Media. Email: info@jumpingspidermedia.co.uk or call: +44 (0)20 3070 1959 / +34 952 783 637.