Whether you're interested in the smaller business community, are planning to start a business or have an existing business, we have a package for you.
Our most popular package is FSB Business Essentials which includes a whole range of benefits and products designed to make your business fly
A suite of legal benefits including a dedicated helpline, bundled insurance products and a range of online information to keep your business safe. Plus a whole range of negotiated benefits to help save you money and win business.
Our Business Creation package is designed to make starting a business simpler, allowing you time to focus on what's important - making it a success.
Specialist company formation benefits, access to FSB networking, business banking and a range of products to help get you setup in business.
Joining FSB Connect is free and is a great way to be part of the FSB Community and have your voice heard.
You'll be able to access specialist networking events with like-minded members of the community and have your say in our Big Voice survey panel.
Whatever your circumstances, we have a package to suit you and your business. Click the button below to see which benefits are included in each package and start your FSB journey.
'Within a few weeks of joining we'd taken advantage of FSB’s Online Legal Documents. We started a graduate programme and access to these documents gave us an understanding of the legal side, and has helped us to create a number of processes and procedures.'
'When we first took on a member of staff, we used the online legal document template library. FSB does more important stuff than you think it does, there are lots of member benefits, probably more than we actually use.'
'Having somebody like FSB behind you is fantastic. There is a whole team behind the organisations, whatever is required: support, advice, finance, you know that you’re not alone, you’ve got FSB.'
We represent a diverse range of businesses from retailers to marketing agencies and just about everything in between. Take a look at more member stories and see how we could help your business fly.
More Member Stories
We offer three packages to suit your business needs. Joining FSB Connect is free, our Business Essentials package starts at £172.50 in the first year and our specialist Business Creation package has a fixed price of £129.
Employers need to tolerate some sickness absence from staff, but it can be disruptive and should not be ignored, says Tracey Collinson-Smee
On average, an employee will be absent owing to sickness for 4.4 days each year. Consequently, it is wise to have in place a robust sickness absence policy – ideally stated as ‘non-contractual’, primarily so that you can change it if you need to, without getting consent first. The policy needs to be explained and fully understood by your workforce before implementation, and operated fairly and consistently.
Having a clear policy in place should enable you to take steps, including possible disciplinary action, if an employee fails to comply with it. Furthermore, for repeated short-term sickness that is not, for instance, disability*- or pregnancy-related, you could go through a fair warnings procedure if the absence is unacceptably high.
The policy would also usually outline sick pay entitlements and a procedure for managing longer-term incapacity, including obtaining medical evidence and making reasonable adjustments.
Where a fit note that includes advice is produced, you ought to try and accommodate the suggestions made by the GP. It is important to do so where your employee may have a disability*, as a failure to make reasonable adjustments – which the advice could amount to – may amount to disability* discrimination under the Equality Act 2010.
It is vital to discuss an employee’s absence, irrespective of its length, to check the employee is well enough to be back at work, support the return and monitor absence. For short-term absence, the meeting should take place on the first day back, face to face.
The meeting will allow you to: show concern for the employee’s health/wellbeing; ask if medical advice has been taken; and discuss the reason/s for absence and levels of attendance generally. It is also an opportunity to explore ways of reducing absence; check the reporting policy has been complied with; check for underlying issues, such as work-related matters that may need investigation and/or action; update the employee on matters they may have missed; assess whether or not an updated risk assessment is required; and, most importantly, put the employee off taking further sickness absence.
A wealth of important information and advice, available online in-case you face dismissal or discrimination claims and employment tribunals.
National Federation of Self Employed & Small Businesses LimitedSir Frank Whittle Way / Blackpool / FY4 2FE. National Federation of Self Employed & Small Businesses Limited (FSB) is registered in England, number 1263540