Employee life cycle

Are your managers impacting the bottom line?

Advisory, Conciliation and Arbitration Services (ACAS) identifies skilled people managers as the second most important lever to productivity:



Poor management is responsible for a £84bm loss to the economy
Investor in People




The average annual cost of sickness absence per employee is £656
XpertHR, 2017



The average award for unfair dismissal is £15,240
MofJ, 2018




Ineffective management is costing UK businesses over £19bn per year in lost working hours



It can take up to 20 weeks to recruit a new employee and cost up to £8,000
XpertHR, 2018


Up to £42bn 

The annual cost of mental health to employers is estimated at between £33bn and £42bn
Stevenson and Farmer, 2017

What is the employee life cycle?

To get the best out of people, line managers play a crucial role throughout the ‘employee life cycle’ (the time a person has within a business). This employer, employee relationship is a powerful one which relies on a good communication flow, best efforts from all parties and plenty of natural intuition.

In practice very few managers learn how to be managers or leaders and often find themselves in a position where they are suddenly responsible for others. 

The best managers are able to think ahead pro-actively to support and develop their teams, whilst also following people related processes and procedures, in line with best practice and supported by important employment law fundamentals. The below shows some of the typical stages of the employee life cycle:

Before: recruitment adverts / job descriptions / interviewing and selection methods / equal opportunities / right to work in the UK compliance.

Joining: offer letters / contracts of employment / T’s&C’s / background checking / pay / pensions / benefits.

During: managing absence / holidays / sickness / flexible working / family leave /  performance management / learning & development / talent management and succession planning/ disciplinaries & grievances.

Leaving: handling resignations/ dismissals including redundancies / settlement agreements / TUPE transfer / exit interviews.

How we can help - employee life cycle training programme

Training objective

To help line managers:

  • understand how to deal with everyday aspects of people management;
  • identify problems as they arise and manage them more effectively, by taking appropriate action; and
  • take better informed decisions regarding the management of their staff.

The modules are delivered in-house as a programme or individually, on consecutive days or spread over a period of time. They can be fully tailored to reflect your own policies and processes.

Module 1 - Recruitment

  • Preparing to advertise
  • Discrimination in recruitment and selection
  • Interviewing and selection methods
  • The new starter process

Module 2 - Performance management

  • Performance management overview
  • Reviewing performance
  • Addressing underperformance

Module 3 - Managing sickness and absence

  • Key considerations in handling annual leave
  • Managing sickness
  • Understanding family leave and other absences

Module 4 - Disciplinaries, grievances and handling the end of employment

  • The disciplinary process and performance issues
  • How to carry out a fair disciplinary procedure
  • How to handle grievances
  • Terminating contracts

Module 5 - Equal opportunities, discrimination and inclusion

  • Legislation overview
  • Bullying and harassment
  • Whistleblowing

Module 6 - Managing employees’ mental health and well-being

  • How to support those with mental health issues         
  • Well-being in the workplace and developing a mental health friendly culture 
  • Recognising the symptoms of work related ill-health

For further information please contact Caroline Wood.

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