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Policies (99)

Adoption leave and pay policy
Taking time off for adoption leave is still a relatively rare occurrence but it's worth having a policy to let employees know their entitlements. In most cases, this will be by reference to the statutory rights.Adoption leaveOur Adoption Leave and Pay Policy statement reflects the statutory provisions.... Read more
DOWNLOAD June 2019
Type: Policy
Agency workers policy
The Agency Workers Regulations 2010 require you to give agency workers the same access to your collective facilities and relevant job vacancies as direct recruits. After twelve weeks, they have additional rights to the same basic working and employment conditions as if recruited directly. We've covered... Read more
DOWNLOAD October 2019
Type: Policy
Alcohol and drugs policy
A policy statement outlining your position on alcohol and drug abuse is a must, particularly if your business is in an industry where health and safety concerns are paramount. You owe a duty to your employees and to third parties to protect their health, safety and welfare as far as reasonably practicable... Read more
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Type: Policy
Anti-bribery policy
Your business can be guilty of a criminal offence under the Bribery Act 2010 where it has failed to prevent bribery by a person associated with it. However, you have a defence if you can show you had adequate procedures in place which were designed to prevent bribery. Implement our anti-bribery policy... Read more
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Type: Policy
Anti-slavery and human trafficking policy
Certain larger commercial organisations are required to publish an annual slavery and human trafficking statement under the Modern Slavery Act 2015. As this may include information on the organisation's policies relating to modern slavery, our policy is a useful one to put in place.Annual statementUnder... Read more
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Type: Policy
Appraisal policy
Our appraisal policy will assist you in setting out your approach to appraising your staff on an annual basis. This should be a formal evaluation when a review of an employee's past performance takes place and an action plan is agreed for the future. You can decide when you want the process to take place... Read more
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Type: Policy
Bereavement policy
Our bereavement policy goes further than the statutory right to reasonable unpaid time off for dependants. As well as providing for paid or unpaid bereavement leave following the death of an immediate or wider family member, our policy covers other leave that might be available, support for the employee... Read more
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Type: Policy
Birthdays policy
Use our birthdays policy if you want to permit your employees to take their birthday off work as an additional day's leave outside the normal annual leave provisions. This can be a useful motivational tool. It's best to keep it separate from annual leave entitlement to avoid confusion.EligibilityWhen... Read more
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Type: Policy
Bring your own device policy
With the rise of the bring your own device (BYOD) culture, use our BYOD policy to set your rules on employees using their own personal mobile devices to access your IT systems for work purposes. Be particularly alive to security, confidentiality and data protection concerns here.IssuesBYOD is where employees... Read more
DOWNLOAD October 2019
Type: Policy
Business travel and environment safeguarding policy
We all have a duty to protect our environment by reducing our carbon footprint and our business travel and environment safeguarding policy is aimed at doing just that.  Objectives and implementationThe overall objective of our Business Travel and Environment Safeguarding Policy is to reduce the environmental... Read more
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Type: Policy
Buying and selling holiday policy
Our policy enables you to operate a scheme under which your staff can buy or sell a portion of their annual leave entitlement in a particular holiday year, subject to certain conditions. Buy or sell?If an employee buys extra holiday, this is by way of salary sacrifice and their annual salary will temporarily... Read more
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Type: Policy
Canteen facilities policy
If you provide your employees with a staff canteen or restaurant, it's useful to include a brief provision in your staff handbook advising them of this discretionary benefit and of the facility's opening hours.Lunch on the jobMany employees see the provision of a staff canteen as a major perk. Not... Read more
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Type: Policy
Career breaks policy
Career breaks are often a useful way of ensuring that long-serving employees don't permanently leave your employment. If you do wish to include a provision for career breaks, always ensure they are discretionary and not contractual entitlements. Time outWhen granting an employee a career break, you need... Read more
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Type: Policy
Cars and car allowances policy
If you provide your employees with a car you can use a policy to set the terms and conditions of its use. If only a couple of employees have company cars, you might find it easier to include the provision in their contracts of employment rather than a policy in a staff handbook. A company carWhen providing... Read more
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Type: Policy
Cash handling policy
Good cash-handling policies and procedures are critical to any business that works with cash on a day-to-day basis. They can help prevent fraud in the workplace, as well as ensuring you have proper security and auditing arrangements in place. Use our policy as your starting point. Policy provisionsEvery... Read more
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Type: Policy
Cashback websites policy
Some of your staff might be exploiting cashback websites for their own advantage when making business purchases or bookings. Our policy prohibits the use of cashback websites when ordering goods, facilities or services online for the business and it makes breach a disciplinary offence.Online shoppingTopCashback,... Read more
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Type: Policy
CCTV policy
If you have CCTV cameras installed at work, or are thinking of installing them, you should have a CCTV policy in place and you should also read the Information Commissioner's Office Code of Practice for Surveillance Cameras and Personal Information. Our CCTV policy will help you get over the first hurdle.Data... Read more
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Type: Policy
Clear desk policy
A clear desk policy aims to reduce the amount of clutter that is allowed to build up on employees' desks. As well as the fact that a tidy working environment looks good to clients, it also prevents confidential information from falling into the wrong hands. Use our policy to set out your clear desk requirements.PurposeA... Read more
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Type: Policy
Collections, sponsorship and selling of goods policy
Use our policy to ensure consistency of approach across your organisation when it comes to employee-organised collections to mark events such as birthdays, weddings and retirements. It also covers charitable sponsorship from fellow employees, charitable fancy dress days, lottery syndicates and a prohibition... Read more
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Type: Policy
Computer policy
It's important in all office-based workplaces to have policy statements on the use of computers, e-mail and the Internet at work and on using the telephone. Our policy covers the essentials to protect your computer systems and networks.Computer usage and securityOur Computer Policy sets out strict rules... Read more
DOWNLOAD October 2019
Type: Policy
Conduct whilst on company business policy
You're limited in the restrictions you can place on an employee's behaviour in their own private time but you can try to control what they get up to at work-related social events by having a policy statement on unruly or offensive behaviour. In fact, you need this to try and protect yourself against... Read more
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Type: Policy
Corporate hospitality policy
Our corporate hospitality policy helps you monitor client entertainment given or received. The Bribery Act 2010 doesn't ban corporate hospitality but you do need to ensure you're properly monitoring and limiting it to what is proportionate and reasonable in all the circumstances. Proportionate and reasonableCorporate... Read more
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Type: Policy
Criminal offences committed by staff policy
 Criminal offences committed by staff policyThere can be serious implications for you if one of your employees is under investigation for or charged with a criminal offence or convicted of a crime. Depending on the nature, you may wish to take disciplinary action against the individual. Our policy explains... Read more
DOWNLOAD June 2019
Type: Policy
Death of employee policy
Our death of employee policy sets out the appropriate steps you and your staff, particularly line managers, should take following an employee's death. You will need to handle the situation carefully and sensitively, both in terms of liaison with the deceased's next of kin and dealing with their work... Read more
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Type: Policy
Dignity at work policy
You're not legally obliged to put in place a dignity at work policy. However, harassment on the grounds of age, disability, gender reassignment, race, religion or belief, sex and sexual orientation are all unlawful and implementing a dignity at work policy statement will help demonstrate that you took... Read more
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Type: Policy
Domestic abuse policy
Our domestic abuse policy is aimed at protecting both your employees and the business from the detrimental impact of domestic abuse. You owe a duty to your employees to protect their health, safety and welfare at work as far as reasonably practicable and this includes risks presented by third parties... Read more
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Type: Policy
Domestic emergencies policy
Occasionally, employees may suffer from genuine, unforeseen domestic emergencies, such as burst pipes, heating systems breaking down, house fires, lightning strikes and burglaries. There's no statutory right to time off work in these circumstances but our domestic emergencies policy provides for you... Read more
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Type: Policy
Dress and appearance policy
You will no doubt want your employees to dress appropriately to project a good image for your business. Whatever dress code you adopt, it must not be unreasonable or place unnecessarily restrictive demands on your employees. However, it's reasonable to impose clothing rules in order to comply with essential... Read more
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Type: Policy
Driving whilst on company-related business policy
From time to time, employees who don't have company cars may use their own vehicles on company-related business, such as attending client meetings or site visits. Our driving whilst on company-related business policy sets out the provisions you need to include.Not your concern?You may think that if an... Read more
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Type: Policy
Duvet day policy
Our duvet day policy allows employees to take a couple of annual leave days each holiday year without having to plan to do so in advance. Make such you control how your policy operates in practice as you don't want to end up with a free for all!Working time requirementsUnder the Working Time Regulations... Read more
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Type: Policy
E-mail and Internet policy
It's important in all office-based workplaces to have policy statements on the use of computers, e-mail and the Internet at work and on using the telephone. Our e-mail and Internet policy includes provisions on acceptable use, social networking sites, downloading from the Internet and e-mail and Internet... Read more
DOWNLOAD October 2019
Type: Policy
Employee of the month policy
Our employee of the month policy is intended to motivate your workforce to achieve high standards of work performance, by awarding recognition to those who have performed particularly well each month. However, it's important to monitor the awards and ensure that employees from a variety of departments... Read more
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Type: Policy
Employee referral scheme policy
Our employee referral scheme policy creates a set of detailed eligibility criteria for entitlement to an introduction bonus where an existing employee successfully recommends someone for employment. Referral schemes can, however, create a lack of workplace diversity and will seriously limit your pool... Read more
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Type: Policy
Employment of ex-offenders policy
The Rehabilitation of Offenders Act 1974 provides that, after a stipulated period of time, individuals who have been convicted of criminal offences and who have served their sentences are, with some exceptions, not obliged to disclose those convictions to a prospective employer. The conviction becomes... Read more
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Type: Policy
English only policy
It's acceptable to have an English only policy which says that only English must be spoken in the workplace but it shouldn't extend to breaks, non-work duties and casual conversations. Our policy strikes a balance to enable you to meet your reasonable business and safety needs whilst still allowing staff... Read more
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Type: Policy
Enhanced redundancy payments policy
If you want to provide for enhanced redundancy pay (ERP), it's useful to have a policy setting out how the payment will be calculated.  It's better to ensure that you base it on the statutory redundancy payments (SRP) scheme and express it to be entirely discretionary and non-contractual. No contractual... Read more
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Type: Policy
Equal opportunities policy
There's no specific legal requirement for you to have an equal opportunities policy. However, discrimination because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation are all unlawful and implementing... Read more
DOWNLOAD July 2019
Type: Policy
Fire safety policy
A fire safety policy is a document that outlines how you intend to manage the risks associated with fire. It shouldn't be a complicated document and should be available for all staff and visitors to see.A statement of intentOur Fire Safety Policy is split into two parts; the first of which is a general... Read more
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Type: Policy
First aiders payment policy
Paying first aiders a small annual amount is a useful motivational tool, as well as an acknowledgement of the valuable contribution they make. Use our policy to set out your basic rules.A motivational toolYou're not required by law to make an additional payment to first aid personnel. However, by making... Read more
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Type: Policy
Flexible working policy
Use our policy statement to implement flexible working practices to improve the work-life balance of your staff. Our policy statement sets out the statutory right for employees who have 26 weeks' continuous employment to request flexible working arrangements, together with the relevant application procedure... Read more
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Type: Policy
Food at desks policy
Allowing staff to eat at their desks gives rise to a whole host of potential issues, so our food at desks policy bans them from eating any hot and cold food at their desks, but permits hot and cold drinks. If banning eating altogether is impractical, you could amend it to, say, permit light snacks but... Read more
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Type: Policy
GDPR data protection policy
Our data protection policy statement reiterates the important data protection principles set out in the GDPR, outlines out how you intend to comply with them and clarifies what rights and obligations an employee has both in relation to their own personal data and when handling other people's personal... Read more
DOWNLOAD October 2019
Type: Policy
Gifts from clients/suppliers policy
It's always nice to receive tokens of appreciation from your clients. However, the receipt of gifts by employees can be open to abuse and they could even constitute bribes. Our gifts from clients/suppliers policy ensures that all gifts are properly declared and it protects against gifts that are intended... Read more
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Type: Policy
Health and safety policy
Our health and safety policy statement is an essential document to outline your general policy regarding the health and safety at work of your employees. As it's a statutory requirement for most employers to have a health and safety policy statement, ensure you include it in your staff handbook.Protecting... Read more
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Type: Policy
Holidays policy
Workers have a statutory right to a minimum of 5.6 weeks' (28 days') paid leave per annum. Whilst you'd think granting holidays and holiday pay is a relatively straightforward exercise, disputes over holiday pay are one of the most common claims brought before an employment tribunal. Having a holidays... Read more
DOWNLOAD September 2019
Type: Policy
Homeworking policy
With an increasing trend towards homeworking arrangements, if you grant this benefit to any of your staff, whether on a part-time or full-time basis, you need to ensure you set out in the staff handbook how the scheme will operate in practice. Otherwise, you could end up finding you have created a... Read more
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Type: Policy
Induction policy
Use our induction policy alongside our induction checklist to ensure you have everything covered when a new employee starts work. You can also use it for newly-promoted employees and those who have transferred from a different work location. Purpose of inductionThe purpose of induction is to integrate... Read more
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Type: Policy
Internal fraud policy
It's definitely worth having an internal fraud policy statement to communicate your zero-tolerance attitude and approach to the threat of fraud and that this is likely to involve reporting fraudsters to the police. It can even help you to invoke the statutory defence to the corporate criminal offence... Read more
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Type: Policy
Leaves of absence policy
In addition to annual leave, sickness absence and the various statutory rights to time off (for example, maternity leave, parental leave, paternity leave, time off for dependants, etc.), employees might ask to take time off work for a variety of other reasons, including jury service, public duties, armed... Read more
DOWNLOAD October 2019
Type: Policy
Letter enclosing a company policy
Sometimes, an employee will need to be sent a copy of a particular company policy. This might be because they're off sick or you feel that it's appropriate to highlight certain workplace rules and procedures. In this situation, you should get their written confirmation that the document has been received.... Read more
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Type: Letter
Listening to music policy
Our policy prohibits staff from listening to music at work without your prior permission, whether this is personally or publicly. You'll need a public performance licence, called TheMusicLicence, if you permit music to be played publicly at work.Pros and consWith the advent of open working environments,... Read more
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Type: Policy
Loans policy
If you're willing to provide occasional loans to employees on a discretionary basis, consider including our loans policy in your staff handbook. It sets out the procedure for applying, how the loan will be paid to the employee (if granted) and how repayments are to be made, as well as what happens on... Read more
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Type: Policy
Lone working policy
If you have employees who are required to work alone, even if this is only occasionally, you should put in place a lone working policy. Our policy sets out guidance for employees and line managers on the precautionary measures they should take when an employee is working alone.Statutory provisionsEmployees... Read more
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Type: Policy
Long service awards policy
Our long service awards policy enables you to reward your staff for their loyalty and experience. Extra annual leave is always a popular reward amongst employees. However, you will need to show that your business needs justify any service criterion that's over five years.Age discriminationAny pay and... Read more
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Type: Policy
Maternity policy
Our policy statement sets out the statutory rules relating to maternity leave and pay. It ensures employees fully understand their rights and entitlements, as well as their obligations in relation to notifying you of their pregnancy, their expected date of childbirth and when they want their maternity... Read more
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Type: Policy
Mediation policy
If you have a dispute with an employee, one option is for it to be resolved through mediation. Our mediation policy advises employees of the existence of mediation as a method of resolving workplace disputes.Mediation definedMediation is an informal and confidential process in which an impartial third... Read more
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Type: Policy
Medical and dental appointments policy
Use our medical and dental appointments policy to set your rules on time off work to attend health-related appointments. Special rules apply to antenatal appointments and you need to take care with disabled employees but, other than that, there's no legal right for an employee to either take time off... Read more
DOWNLOAD July 2019
Type: Policy
No smoking policy
The smoking ban that applies to most enclosed or partially enclosed workplaces and public premises is now well established. Use our template to make sure that your policy complies across the UK.What's  covered?Smoke-free legislation varies between England, Wales, Scotland and Northern Ireland. Our No... Read more
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Type: Policy
Notice periods policy
Our policy set out the employee's rights and obligations during their notice period, including not working elsewhere and continuing to work at normal capacity. It also helps protect your business interests at this difficult time and dovetails with our written statement of employment particulars and a... Read more
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Type: Policy
Parental leave policy
If you don't set out your own agreed procedure for dealing with parental leave, the statutory default procedure will apply. Our policy statement complies with the statutory provisions because you'll probably find that the statutory procedure is all you really need in most cases. Parental leaveParental... Read more
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Type: Policy
Paternity leave policy
Paternity leave essentially enables eligible employees (usually fathers) to take up to two weeks off work following the birth or adoption of their child. Our policy statement sets out the employee's statutory rights to paternity leave.Paternity provisionsThe right to paternity leave is available to the... Read more
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Type: Policy
Payroll giving policy
Use our policy to introduce a scheme to enable you to help charity by facilitating employees to make regular tax-efficient charitable donations directly from their salary.Scheme operationA payroll giving scheme is fairly simply to operate. You need to appoint an approved payroll giving agency; employees... Read more
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Type: Policy
Personal relationships at work policy
In drafting and implementing a policy statement on personal relationships at work, you need to strike a balance between protecting your legitimate business interests and the right of your employees to have a private life. Our personal relationships at work policy statement does exactly that, although... Read more
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Type: Policy
Petty cash policy
If you hold a petty cash float at work for the reimbursement of small items of expenditure, it's worth putting in place a petty cash policy to outline when and how it can be used.Use of petty cash floatNormally, when employees incur work-related expenses, they will claim them back through your reimbursement... Read more
DOWNLOAD July 2019
Type: Policy
Policy version form
Our form provides historical data about each update made to a policy, including the nature of the amendment, the date of it and who it was approved by, as well as a policy version number. That way, you can keep track of amendments and when they were implemented, and your employees can ensure they're... Read more
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Type: Form
Political activity policy
Our political activity policy establishes a code of conduct regarding employees' political activity in the workplace. It accepts employees have a right to hold political opinions and to engage in political activity outside work, but prohibits them from undertaking political activity at work and seeks... Read more
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Type: Policy
Pool car policy
If you provide pool cars that your staff can ask to use when they need to carry out business-related journeys, it's important to have a policy in place covering the provision and use of your pool cars.What are pool cars?A pool car is essentially a company vehicle that's available for occasional use by... Read more
DOWNLOAD September 2019
Type: Policy
Preserving staff dignity statement
Our preserving staff dignity statement is essentially a stand-alone policy for you to give to third parties with whom you do business setting out your zero tolerance approach to aggressive behaviour, violence, bullying and harassment towards your staff. This all helps ensure you're providing them with... Read more
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Type: Agreement
Promotion policy
If you promote an employee, you need to make clear the terms and conditions of that promotion, for example, whether it will be subject to a probationary period. You also need to consider what will happen if it doesn't work out.Fast track to the topPromotion is an important part of career development.... Read more
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Type: Policy
Provision of accommodation policy
It's only in certain industries that employees will be provided with living accommodation as part of their employment package. This is usually where you need the employee to live on, or very close to, their work premises for the better performance of their job duties. Always ensure that you only create... Read more
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Type: Policy
Recruitment policy
It's important that managers have guidelines when it comes to recruitment, so that they know the relevant procedure to be followed. Our recruitment policy also serves as a useful reminder to managers of their equal opportunities obligations during the recruitment process.Recruitment procedureOur Recruitment... Read more
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Type: Policy
Redundancy policy
Whilst redundancy is a potentially fair reason for dismissal, you are still obliged to follow a fair procedure when implementing a redundancy programme. Our policy statement helps get you started with this.A fair redundancyRedundancy is a potentially fair reason for dismissal, but you must still act... Read more
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Type: Policy
References policy
Every employer is asked for a reference at some stage. But how should you respond - if indeed you choose to respond at all? How should you give the reference? What sort of detail should it contain? Our policy provides the answers.ReferencesMany employers get hung up on the whole issue of giving references... Read more
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Type: Policy
Reimbursement of expenses policy
Use our reimbursement of expenses policy statement to set out your rules on expenses. Make sure you're as unambiguous and comprehensive as possible to avoid abuse and prevent confusion by your staff on when they can incur expenses and how they go about claiming them back.Expenses claimsOur Reimbursement... Read more
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Type: Policy
Religious observance policy
Our policy explains how you will support employees who observe certain religious practices. Refusing to accommodate a request for time off for religious observance might amount to indirect religious discrimination, unless you can justify your decision. Equality Act 2010The Equality Act 2010 protects... Read more
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Type: Policy
Relocation policy
If you require a new recruit to move near to their place of work and you are willing to contribute towards the cost of the move, then our relocation policy is just what you are looking for.Relocation, relocation, relocationIf you are willing to offer relocation assistance to new recruits, then you will... Read more
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Type: Policy
Resignation policy
When an employee resigns, in most cases you'll want to know the reason why so it's useful to conduct an exit interview or ask the employee to complete an exit questionnaire. In addition, it's important for the employee to know the arrangements for their departure, including how their resignation will... Read more
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Type: Policy
Retirement policy
Our retirement policy provides that you do not operate a compulsory retirement age and instead you operate a flexible retirement policy that permits employees to voluntarily choose to retire at any time. This follows on from the abolition of the default retirement age.Abolition of the DRAWhere you wished... Read more
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Type: Policy
Right to search policy
If you search an employee without their consent, it not only amounts to the civil offence of trespass but may also constitute a criminal assault. You therefore need to ensure you have a contractually binding right to search policy statement if you do want to conduct staff searches. This doesn't get round... Read more
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Type: Policy
Season ticket loans policy
Travelling to work by public transport is costly and therefore many employers provide season ticket loans. This enables the employee to buy an annual travel ticket paid for by their employer but with the cost then deducted from their wages in equal, usually monthly, instalments.A repayable loanOur Season... Read more
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Type: Policy
Severe disruption policy
Our severe disruption policy will help you set out your position when an employee is unable to attend work, or is late, as a result of genuinely extreme weather conditions or disruptions to public transport or road networks, such as train strikes, road traffic accidents, road closures, etc.A balancing... Read more
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Type: Policy
Shared parental leave and pay policy
Our policy statement sets out the statutory rules relating to shared parental leave and pay. It ensures employees fully understand their rights, as well as their obligations, in relation to ending their maternity or adoption leave early, notifying you of their entitlement and intention to take shared... Read more
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Type: Policy
Sickness absence policy
Our policy statement sets out a detailed reporting procedure for both short-term and long-term sickness absence, including the provision of evidence of incapacity, consideration of statements of fitness for work, "return-to-work" interviews and home visits. It's always worth expressly setting out these... Read more
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Type: Policy
Social media policy
Use our social media policy to set out your rules on employees accessing social media websites during work time. Whilst you can't prohibit employees accessing such sites in their own time using their own equipment, such as on their tablets and smartphones, you can try to ensure they don't adversely damage... Read more
DOWNLOAD October 2019
Type: Policy
Sporting and special events policy
Use our sporting and special events policy to set out what is expected from employees and what concessions you may grant to them when a major sporting or other special event is taking place during normal working hours. Be consistent, fair and non-discriminatory in how you apply the policy.Time off workOur... Read more
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Type: Policy
Staff discounts policy
If you run a shop or a retail sales business and you want to offer your employees a staff discount on the goods and products you sell, use our staff discounts policy for this purpose. It's common to give discounts in the region of 5% to 15% but the rates may well vary depending on the products for sale.Money... Read more
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Type: Policy
Staff handbook guidelines
Our guidelines for managers on staff handbooks will help you when assembling a staff handbook from our various policies and procedures. They will assist you in deciding which policies and procedures should be contractual and which not, and what should go in the employee's contract of employment and the... Read more
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Type: Further Information
Staff handbook introduction
Where you put a number of our policies and procedures together to form a staff handbook, it's common for that handbook to have a short introduction covering what it is, its legal status and the provisions for varying its terms and communicating any changes to the staff. You can use our staff handbook... Read more
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Type: Miscellaneous
Stress at work policy
Use our statement to set out your policy on stress at work and the procedure that will be followed to alleviate the cause or causes of work-related stress. It also provides for you to offer a professional stress counselling service. This will help in your defence of any personal injury claim should an... Read more
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Type: Policy
Telephone policy
It's important in all office-based workplaces to have policy statements on the use of computers, e-mail and the Internet at work and on using the telephone. Our policy sets out useful provisions both on using the telephone for private calls (including company mobile phones) and on having personal mobile... Read more
DOWNLOAD October 2019
Type: Policy
Time off for dependants policy
Employees have a statutory right to unpaid time off work to deal with certain unexpected or sudden events or situations involving a dependant. Our time off for dependants policy statement sets out the employee's statutory rights in this respect and it makes clear the procedure the employee must follow... Read more
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Type: Policy
Time to train policy
Use our statement to set out your policy on time for employee training and the procedure that you will follow when dealing with a time to train request. You're free to extend your policy beyond the statutory right for eligible employees to request time to train, or you can confine it to compliance with... Read more
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Type: Policy
Timekeeping policy
It's important that employees turn up to work on time, don't take excessively long breaks and don't leave work early, unless this has been expressly permitted. Our timekeeping policy statement sets out your rules and regulations regarding timekeeping, making it a disciplinary offence if the employee... Read more
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Type: Policy
Transgender equality policy
Transgender staff are protected under the Equality Act 2010. Put in place our transgender equality policy to sit alongside your equal opportunities and dignity at work policies.The lawTrans people are protected against discrimination under the Equality Act 2010 as "gender reassignment" is one of the... Read more
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Type: Policy
Unauthorised absence policy
Our policy statement makes it clear that unauthorised absences will not be tolerated and will be dealt with under the disciplinary procedure. Whilst this may seem obvious, including it in the staff handbook makes the position crystal clear.AwolIt is more common than you might think for employees to... Read more
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Type: Clause
Use of company equipment policy
Our use of company equipment policy statement is particularly suitable if you have home workers to whom you provide designated items of equipment to enable them to carry out their duties. It makes them responsible for looking after your equipment and for paying for repairs or replacements where it's... Read more
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Type: Policy
Voluntary and charity work policy
As part of your corporate social responsibility (CSR), you might want to grant staff a small number of paid or unpaid days off each year to undertake volunteering or charity work, or to allow them temporary flexible working hours to work on a particular volunteering project. Use our voluntary and charity... Read more
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Type: Policy
Whistleblowing policy
A whistleblowing policy statement will provide your employees with a route for them to raise qualifying disclosures under the Public Interest Disclosure Act 1998. Without it, you might find that the employee runs straight to the relevant authorities to report their concerns, giving you no opportunity... Read more
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Type: Policy
Working time regulations policy
Adult workers cannot be forced to work for more than 48 hours a week on average, although they can voluntarily agree to work more than this. Our Working Time Regulations Policy statement aims to ensure that you comply with the law and obtain written opt-out agreements where appropriate.All work and no... Read more
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Type: Clause