HR Services for Manufacturing Companies

An engaged workforce is motivated to deliver a stellar performance and in turn, drive the success of your business. We guide SMEs in the manufacturing industry to creating functional and robust relationships with their employees and building a positive company culture for sustainable organisational growth.

As specialists in recruitment with extensive experience in working with the manufacturing sectors, Clover HR is perfectly positioned to offer support and guidance not only during the recruitment process but also during the time an employee stays with your organisation to ensure that you always have the best possible talent on your team.

Our team has years of expertise in helping employees grow from their initial induction to regular employee training, personal development plans and performance management. With HR support from Clover, you will be able to quickly identify and close skill gaps within your organisation to maximise the potential of your employees. 

An experienced HR Business Partner (HRBP) will guide you through the required process to ensure any disciplinaries or grievances are dealt with according to ACAS and company policies, limiting any exposure to Employment Tribunal claims.

We help you modernise your approach to HR by implementing Breathe HR – an integrated HR system that automates everything from payroll and employee absence management to personal data storage and employee development. This allows you to significantly reduce the time spent dealing with HR-related admin and optimise your team’s performance based on detailed data reports.

From health and safety to data protection and GDPR, as well as employment contracts and company policies, Clover HR’s services for manufacturing companies ensure all industry best practices are followed to protect your business at all levels. 

Employees can only claim unfair dismissal if they have worked for a qualifying period – UNLESS they’re claiming for an automatically unfair reason. 

Although this suggests it can be easier to dismiss with less than 2 years’ service – contracts of employment and disciplinary processes should be checked before any decision is made and it’s always good practice to follow a fair process.

Some contracts of employment contain a variation clause that can allow an employer to make changes to a contract of employment. The wording of the clause, as well as the change you would like to make, should be taken into account to decide whether the variation clause would be applicable in the specific situation.

For example, it could not be used if it would be a breach of the implied term of ‘trust and confidence’ – for example, because the change was unreasonable or being introduced without notice.

Usually, an employer needs an agreement to change a contractual term, it is always good practice to have a full consultation with the affected employee(s). An agreement can often be reached following an open discussion. 

Remember if there is a recognised union on site there may be collective agreements in place and a specific process that should be followed.

Training records are important to show the competence of an employee. In general, CIPD recommends that employers keep training records for 6 years after the employee has left employment – in case of any claims. In some cases it may be considered important to keep certain specific training records for much longer (for example, medical records containing details of employees exposed to asbestos and medical examination certificates) Employers should remain mindful of their obligations under GDPR.