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Use this model personal responsibility at work policy to set out the organisations policy and procedure on acceptable standards of behaviour in the workplace.
Standards of behaviour means the minimum standards of conduct and performance that you should expect from your employees.
Whilst it is not possible to set out in detail the standards expected in every respect, this document provides some clarity on important aspects.
1 Overview
1.1 This policy sets out [Company]'s policy and procedure on acceptable standards of behaviour in the workplace.
2 Scope
2.1 This policy is applicable to all employees of [company name].
3 General principles
3.1 Appearance
3.1.1 [Company] does not seek to inhibit individual choice in relation to your appearance. However, you are expected to dress appropriately at all times in relation to your role, and to ensure that your personal hygiene and grooming are properly attended to prior to presenting yourself at work.
3.1.2 If we have supplied you with a uniform of other apparel, then you must wear this at all times when required to do so; it is your responsibility to ensure that this is clean and presentable.
3.1.3 If you have any queries about what is appropriate, these should be directed to your line manager.
3.2 Access to company premises
3.2.1 You will be issued with an [identity badge / access code] allowing access to your workplace. This remains the property of [Company] loss of your [identity badge / access code] (or accidental disclosure to someone) must be reported immediately to your line manager.
3.2.2 You must not bring any unauthorised person on to [Company] property without prior agreement from your line manager, unless you are authorised to do so as part of your job. In these circumstances you are responsible for ensuring that your visitors are appropriately monitored during their stay, and that they do not access areas or company property inappropriately.
3.2.3 You must not remove [Company] property from the organisation's premises unless prior authority from your line manager has been given.
3.3 Personal property
Any personal property such as jewellery, cash, credit cards, clothes, cars, motorbikes or bicycles etc.
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For more value, this is also found in our Full library and Conduct policy templates
This Personal responsibility at work policy template aims to offer you a versatile and customisable tool, serving as a solid foundation for your needs. Utilise it to ensure consistency, enhance accuracy, and save valuable time.
Adapt it to suit your unique requirements, ensuring efficiency and effectiveness in your HR processes.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Personal responsibility at work policy template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing conduct processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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