This policy outlines the procedure for employees if they believe that they need to make a ‘protected disclosure’. This policy covers the protection and confidentiality employees are entitled to. In addition this policy outlines the process for raising concerns either internally or externally.

This policy covers the terms of acceptable use of social media in the workplace. The policy outlines the rules around social media use and also covers what action the organisation may take if there is a breach of procedure.

This policy should be inserted into all employment handbooks. This clause outlines when the employer may enforce a temporary lay off or short time working. If this policy is not in a contract of employment / employee handbook the employer will need to consult and seek agreement from an employee prior to a period of temporary lay off or short time working.

The performance appraisal is an extremely effective tool in the performance management process. This policy outlines the organisation procedure for appraisals. The policy covers areas such as features of the appraisal, guidance for the manger and the employee, outcomes from the appraisal and record keeping.

This policy outlines the organisations approach to flexiable working, including how to request it as well as information around mandatory hours, and how to record hours worked.

This policy outlines an organistion procedure on annual leave. The policy outlines the procedure for booking leave, carrying leave forward, payment, entitlement and prescribed days.

This policy should be included in job advertisements to reiterate that the organisation is an equal opportunities employer and is commited to eliminating discrimination in their workplace as well as their recruitment process.

This policy is used to outline the employers commitment to treating staff and job applicants fairly, and providing equal opportunities to all staff. The policy outlines steps that the employer take to eliminate discrimination in the workplace.

This data protection retention schedule outlines the duration for which varying categories of personal data will be held, the purpose of the processing, the format by which it is stored and the legal basis for processing this data.

This privacy notice should be given to all employees. It outlines how the organisation collects and processes personal data relating to its employees to manage the employment relationship.

This policy outlines the organisation’s support for employees engaging in

This Corporate Social Responsibility policy outlines the organisation’s commitment to

This agreement can be provided to employees post termination outlining

This letter serves as official confirmation of changes to an

This letter can be sent to a new employee enclosing

This letter can be sent to an existing employee enclosing

This letter is a formal offer of employment, confirming start

This letter reminds an employee to return a signed copy

This clause can be used when an employee is provided

This contract clause can be used when an employee is

This policy outlines requirements for employees using their own vehicle

This policy outlines the organisation’s rules for mobile phone use

This is a detailed company policy outlining the terms for

This policy outlines the provision of rewards and benefits for employees. This policy covers areas such as job evaluation, pay grades, salary, bonus, pension and other benefits.

This letter can be sent to an employee that has been promoted. This letter outlines the terms of the promotion and provides the option of a trial period in the new position. It is important to remember that an employee who is placed on a trail period could not be dismissed if they were not successful and they would need to return to their original position.

This policy should be inserted into all employment handbooks. This clause outlines when the employer may enforce a temporary lay off or short time working. If this policy is not in a contract of employment/ employee handbook the employer will need to consult and seek agreement from an employee prior to a period of temporary lay off or short time working.

This policy details the process to be followed by an employee who wishes to resign and gives guidance for managers on the issues to consider before the resignation takes effect. This policy covers notice of resignation, withdrawal of resignation, pay in lieu of notice, garden leave, exit interviews and managing annual.

This policy outlines the collective consultation process, the circumstances which require collective consultation and the rules associated with collective consultation such as the need to elect representatives.

This policy outlines the appeals process after an employee has been dismissed by way of redundancy. An employee who appeals redundancy will be entitled of the right of appeal and a meeting to discuss their grounds for appeal.

This policy outlines the procedure for incentivising employees who refer an employee to the organisation. It stipulates eligibility criteria and the reward