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This model policy outlines the standards expected of users of Company communication systems, and the action taken in respect of breaches of these standards.
1 Overview
1.1 This policy outlines standards regarding the use of the Company's computing and computer based communications capabilities including, but not limited to, electronic mail and Internet systems.
2 Scope
2.1 This policy is applicable to all employees of [company name].
3 General principles
3.1 Equipment and Software
3.1.1 All the computing resources (e.g., equipment, software and telecommunications capabilities) used by the Company to provide computing and network connections throughout the business are considered the property of the Company. Further, they are intended solely for use by the Company's employees to conduct the Company's business, and should not be used for communication of a personal, private or non-business nature, without authorisation from a senior manager.
It is the Company's intention to use only properly licensed software and
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This IT acceptable use and workplace technology 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.
Computer Misuse Act 1990: This legislation addresses unauthorised access to computer systems, unauthorised access to data, and the creation and distribution of malicious software. It helps protect the organisation's IT systems and data from unauthorised use and cyberattacks.
Data Protection Act 2018 (DPA): The DPA governs the processing and handling of personal data, including employee data. An IT policy should align with the DPA's principles to ensure the proper handling and protection of personal information.
General Data Protection Regulation (GDPR): Although it is an EU regulation, GDPR applies to UK organisations. It imposes stricter requirements on the processing of personal data, including employee data, and an IT policy should address GDPR compliance.
Electronic Communications Privacy Regulations (ECPR): These regulations cover the use of electronic communications, such as email and telephone communications. An IT policy should address the monitoring and privacy implications of electronic communications within the organisation.
Human Rights Act 1998: The Human Rights Act incorporates the European Convention on Human Rights (ECHR) into UK law. It includes the right to privacy, which has implications for employee monitoring and data protection in the workplace.
Regulation of Investigatory Powers Act 2000 (RIPA): RIPA sets out rules for the interception of communications, surveillance, and data acquisition. An IT policy should align with RIPA when it comes to monitoring employee communications and activities.
Copyright, Designs and Patents Act 1988: This legislation governs the use of copyrighted materials, including software and digital content. An IT policy should address copyright compliance and the appropriate use of software and digital assets.
Equality Act 2010: This Act protects employees from discrimination and harassment based on protected characteristics. An IT policy should address equal access to IT resources and avoid any discrimination in technology use.
Health and Safety at Work Act 1974: Although not solely focused on IT, this legislation includes provisions related to the safety of employees using technology and computer equipment in the workplace.
Whistleblowing Policy: An IT policy should reference the organisation's whistleblowing policy to encourage employees to report any IT-related concerns or security breaches.
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 IT acceptable use and workplace technology 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 security and information 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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