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HR management

Best practice on employment issues

In this section

Articles and features

Employee benefits

Employee benefits may be able to motivate employees to produce consistently good results, says, Lauren Razavi.

Smart cuts

Managing and cutting costs (including staff costs) remain right at the top of management’s agenda. Andrew Wileman describes how to do this intelligently.




Employer's handbook 2017-18

The Employer's Handbook gives guidance for all small- to medium-sized employers in the UK, clearly identifying the legal essentials and best-practice guidelines for effective people management.

Reward management

Understanding and implementing effective reward strategies in your organization.

Employee share schemes

Accounting treatment, tax relief and reporting obligations for employee share schemes.


A guide to the new auto-enrolment legislation aimed at company secretaries and employers.

Industry press

Who does flexible working work for?

An examination of flexible working in the UK. The article discusses the challenges faced by large companies in implementing flexible working, with contributions from the Chartered Institute of Personnel and Development.

Get well SOONER

This article looks at how human resource (HR) professionals can address the problem of long-term sickness absence of employees, examining topics including the emerging culture of presenteeism and its impact to HR professionals trying to manage their workforce's absence levels, cost of long-term sickness to employers in the private sector and mental health as a major cause of long-term sickness.

Unlocking the door

Diversity and inclusion are major factors that boards need to consider in order for employees to reach their full potential

Disciplinaries and grievances

The article discusses areas of concern for human resource (HR) professionals, with emphasis on handling grievances and managing disciplinaries, and how to overcome these workplace problems. It points out potential problems of having inexperienced managers and suggests that managers' reactions to performance and conduct issues within their team should be objective. Also mentioned are having a clear policy on employee misconduct and setting a code of conduct to prevent bullying and harassment.

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