Employee handbook document templates

60 results. Click on a title for more information and a preview.

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Alcohol and Drugs

Employee Handbook > Conduct

Annual leave

Employee Handbook > Absence and attendance

Attendance at work

Employee Handbook > Absence and attendance

Business travel

Employee Handbook > Expenses, travel, gifts and memberships

Changes in personal information for employment purposes

Employee Handbook > Contractual

Company background

Employee Handbook > Introduction

Conduct Whilst on Company Business

Employee Handbook > Conduct

Confidential information and non-solicitation clause

 Use this as an additional clause in terms of conditions of employment where the role requires it.

Recruitment and Selection > Offers and new contracts

Conflict of interest

Employee Handbook > Conduct

Criminal records checks

Employee Handbook > Security and information

Dignity at work

Employee Handbook > Equal opportunities

Dress and Appearance

Employee Handbook > Conduct

Electronic and Telephonic Communications

Employee Handbook > Conduct

Equal opportunities

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.

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. Similarly if your employees discriminate against a colleague or customer your company could be held vicariously liable for their acts, and be responsible for paying the compensation or damages to the victim of the discrimination.

If a company can prove that it has done all that was reasonable to prevent the discriminatory acts from occurring then its liability can be reduced or entirely eliminated. Having an equal opportunities policy, and apprising all staff of its existence is one of the things that a reasonable employer should do.

Employee Handbook > Equal opportunities

Fire safety

Employee Handbook > Health and safety

First aid

Employee Handbook > Health and safety

Flexible working

Employee Handbook > Parental and flexibility

General Data Protection Regulations - GDPR

Employee Handbook > Security and information

Gifts From Clients or Suppliers

Employee Handbook > Expenses, travel, gifts and memberships

Health and safety policy

Employee Handbook > Health and safety
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