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.
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’
An employment contract is an agreement that covers the working relationship of a company and an employee
Absence can come in many forms, some unavoidable (emergencies), some vital (family, holidays - for wellbeing), some manageable (education, long term absences), and some unwanted (such as absenteeism - short term sickness)
Probation and early termination documents
Probation can be broadly defined as a trial period for newly recruited workers
Performance appraisal documents
Performance Appraisals or Performance Reviews as sometimes they are known are an individual plan for each employee