How confident are you that you could prove your due diligence if you were facing a constructive dismissal case? What about if you were facing a wrongful termination case due to lapsed notification deadlines for an employee on a temporary layoff?

Non-compliance is expensive, not only with fines but legal costs and payouts can be crippling.

New regulations have taken effect regarding workplace safety, temporary layoffs, right to disconnect, privacy, and COVID-leave to name just a few. What’s more, the courts, although frustrated by COVID restrictions, have been busy establishing precedence when it comes to worker’s harassment complaints, terminations, and severance packages.

As an HR professional, you know how critical it is that you do your due diligence and stay compliant with not only the legislation but case law as well.

Download the 2021 Due Diligence Guide and ensure you remain aligned with ALL the recent changes made to human resources.

When your company relies on a relatively small workforce, every loss – especially the loss of a star performer – can be crucial. A vacant position means business results could suffer, or that other employees must shoulder additional duties. This can lead to a decline in teamwork and workplace morale.

If businesses are to thrive in today’s economy, then finding and retaining qualified employees must be a top priority.

Frequent turnover can damage a company’s productivity, negatively affect employee morale, increase costs, and damage overall organizational performance. Conversely, retaining skilled workers who are committed to the company’s success, feel a sense of ownership and satisfaction with their jobs, and who contribute an exceptional effort that delights customers, creates true competitive advantages.

Those powerful payoffs make employee retention a compelling imperative for the leaders of small and medium−sized businesses.