There are some issues that you will need to consider when taking on an employee.
Terms and conditions of employment. If employed for more than one month, employee must receive (within the first 2 months) a written statement of main employment particulars.
Statement must include main terms and conditions including pay, holidays, details of notice and disciplinary procedures.
Pay and tax
When you take on your first employee, inform the Inland Revenue. They will set up a PAYE scheme and send you a new employers starter pack. Obtain a P45 from each employee or complete a P46. Make the necessary deductions and submit them monthly to the Inland Revenue Accounts Office. All employees must be given itemised pay statements showing deductions.
National Insurance Contributions (NIC) are payable for employees aged 16 or over earning more than a prescribed minimum level. If you are a registered company, there are special NIC rules for the directors.
Paid annual leave
Every worker, whether part-time or full-time, is entitled to four weeks paid annual leave. Workers are entitled to paid leave after they have been employed for 13 weeks. A week's leave should allow workers to be away from work for a week. It should be the same amount of time as the working week. If a worker does a 5-day week, he or she is entitled to 20 days leave. If he or she does a 3-day week, the entitlement is 12 days leave.
Employers can set the times that workers take their leave, for example for a Christmas shutdown.
If a worker's employment ends, they have a right to be paid for the leave that they are due but have not taken.
Workers are entitled to a break of at least 30 minutes if they work for more than 6 hours. Young workers (i.e. those between 16-18 years old) are entitled to a rest break of at least 30 minutes if they work for more than 4.5 hours.
Rest breaks are not in addition to lunch breaks. It is up to the employer and worker to agree between them whether breaks are paid.