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New starter onboarding

Getting your new starter onboarding process right is more important than you might think.
You’ve gone to the effort of advertising, shortlisting and interviewing – perhaps more than once – and maybe you’ve even carried out some psychological profiling and obtained references. So why wouldn’t you make sure your onboarding process reassures your new starter that they’ve made the right choice as well? Employing someone is a two-way exchange – you give someone a job, and they carry out work on your behalf. And demonstrating trust in them (and by association your recruitment process) starts before day one.
Your new starters need job descriptions and person specs before they accept an offer – and in reality, these should be available before recruitment starts. Once the selection process is complete and you have your new hires ready to start, the first few weeks or months are vital in building a working relationship and the foundations for a long and successful partnership.

The Rebel Way:

Bespoke job descriptions and person specs created
Recruitment and selection that focusses on the actual humans, not their ‘on-paper’ performance
Tailored onboarding programmes to support new starters and build resilient and proactive teams
We support you from the start of your recruitment to the end – and beyond – because recruitment doesn’t end with a job offer or when your new team members walks through the door on their first day. It’s a much bigger picture than that, and we want to make sure you pick the right people and that their journey with you starts on a solid foundation.
We can help you through this whole process, from creating a job description and person specification, throughout the recruitment process and designing an onboarding process that works for both parties. Following these steps will ensure the relationship starts off on the right foot and you will build success for your team and the growth of your company.
Find out more

TUPE transfers

But what if you aren’t onboarding new team members? What if you have acquired your team through a TUPE process?
TUPE stands for Transfer of Undertakings (Protection of Employment), and the current process came into force in 2006, replacing the original 1981 regulation. In its simplest terms, it’s designed to protect your team and their existing terms and conditions when their employment moves to another company or entity. Before TUPE, people could get transferred to a new employer and lose out on benefits, contract terms and even face a significant pay drop without the power to do anything about it. Managing TUPE can be a minefield, but with the right team in place to manage it, it’s like having a map of the minefield, allowing you to sidestep and avoid anything that could otherwise prove explosive.

TUPE transfers

But what if you aren’t onboarding new team members? What if you have acquired your team through a TUPE process?
TUPE stands for Transfer of Undertakings (Protection of Employment), and the current process came into force in 2006, replacing the original 1981 regulation. In its simplest terms, it’s designed to protect your team and their existing terms and conditions when their employment moves to another company or entity. Before TUPE, people could get transferred to a new employer and lose out on benefits, contract terms and even face a significant pay drop without the power to do anything about it. Managing TUPE can be a minefield, but with the right team in place to manage it, it’s like having a map of the minefield, allowing you to sidestep and avoid anything that could otherwise prove explosive.

The Rebel Way:

Clear, honest and open communication – no waffle, no jargon, just plain English
Genuine consultation – real results
Post-transfer care and support – making sure it works
At epocHRebel, we have more than 20 years’ experience of managing TUPE transfers so we know that it’s not just about box ticking – it’s about real people and their job security. Because of this, we follow a process that puts people first – front and centre – and is commercially smart, and built to keep the business stable through the transition. We know that if TUPE isn’t handled right, it can destabilise the entire operation, destroy the culture and drain the performance of the whole team, so why wouldn’t you trust this delicate process to an HR team with the experience and track record to deliver?
We will handle your TUPE process properly from start to finish and beyond. No chaos, no drama, just keeping the talent and skills on side to build for the future. Join the rebellion!