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View full libraryThis model policy outlines the standards expected of users of Company communication systems, and the action taken in respect of breaches of these standards.
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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.
3.1.2 It is the Company's intention to use only properly licensed software and to comply with the manufacturers' licensing provisions and the terms of other agreements the Company has signed with the manufacturers. No actions are to be taken by an employee to obtain or use software that has not been properly licensed.
3.1.3 The Company will provide its employees with all software needed to conduct their business. Consequently, the Company's employees (other than appropriately authorised Information Technology staff) are not permitted to copy software from any source onto the Company's network or the computer they use. This is not only policy, it can be illegal, and/or expose both the computer and the Company's network to viruses.
All hardware and software requests, procurement and installation should be processed via the
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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.
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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.
How this content is developed and reviewed
The IT acceptable use and workplace technology policy template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
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 HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"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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