HR policy templates
Adverse weather policy
Employers have a duty of care to protect the health and safety of employees and it is important that employees are not encouraged to attempt to travel to work in dangerous weather. Similarly, where weather has deteriorated significantly during the working day, an employer should consider allowing employees to leave early to ensure they get home safely.
Having an adverse weather policy allows you to detail and plan what steps you will take as an employer in that event, and provides clarity to employees.
Alcohol and Drugs policy
Alcohol and drug problems are prevalent in society and are associated with a wide variety of costs for both employers and employees. These costs include ill-health sickness absence, reduced work performance and accidents. The consumption of alcohol and drugs has implications for health and safety at work since these substances impair co-ordination, judgement and decision making; as such this is a policy matter.
Annual leave policy
An annual leave policy makes it clear what staff are and aren’t entitled to. It also outlines how holiday will be granted and any periods of business where holiday will be refused, for example, if one of your busiest periods is the run-up to Christmas.
Having it written down avoids disputes down the line for both you and staff over who is entitled to what and when.
Changes in personal information for employment purposes policy
Conflict of interest policy
This policy outlines the rules regarding conflict of interest and the responsibilities of employees and the company in resolving any such discrepancies.
Coronavirus (COVID-19) policy
In this Coronavirus (COVID-19) company policy, you'll find all the essential guidelines employees should follow during the coronavirus outbreak and temporary alterations of existing sick leave and work from home policies.
The disciplinary policy is aimed at ensuring that issues of misconduct are managed and dealt with in a fair and consistent manner. The It promotes high standards of behaviour and conduct for all employees and describes appropriate corrective action where those standards are not met.
Equal opportunities policy
The Equal Opportunities Policy provides specific protection to the Company in respect of the Age Discrimination Regulations that came into force in October 2006. This Policy follows ACAS guidelines to comply with the Age Discrimination Regulations, and fulfils requirements previously required by the Sex, Race and Disability Discrimination Acts and other relevant Regulations.
General Data Protection Regulations - GDPR policy
Gifts From Clients or Suppliers policy
A grievance policy/procedure is a formal way for an employee to raise a problem or complaint to their employer.
The employee can raise a grievance if:
- they feel raising it informally has not worked
- they do not want it dealt with informally
- it’s a very serious issue, for example sexual harassment or ‘whistleblowing’
Job creation documents
Before you commence the process or recruiting a candidate, there are some housekeeping tasks to complete so that the role is fully understood, the right stakeholders are selected, and the role is appropriately signed off
Exit interview documents
By performing an exit interview with an employee before they go, you’ll have an opportunity to get honest feedback about positive and negative experiences, identify potential areas of opportunity for increasing employee retention, identify opportunities to improve engagement, and get valuable insight to help hire their replacement
Induction is an essential part of on boarding your new recruits and familiarising them with your organisation
Equal opportunities policies
It is against the law for a company to discriminate against anyone on the grounds of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership