This policy outlines the statutory right to take shared parental leave (SPL) to care for a child due to be born or placed for adoption. It also outlines the arrangements and notification requirements before a period of SPL and the entitlement to pay during SPL.

The purpose of this policy is to set out the arrangements for employees undertaking a long term or short-term secondment to another area within the organisation.

This policy outlines the organisations position to employees taking sabbaticals, and the procedure for this.

This policy can be used to outline the organisations retirement policy. The policy outlines the process for retirement and outlines that a retirement age is not enforced.

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 how the reference process is managed; and outlines whether the employer provides the information that has been requested, or only certain information as a standard. It also refers to the retention of such information and what to do if the individual wishes to see a copy of their reference.

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 can be used by employers who offer enhanced redundancy payments over and above the statutory redundancy amount.

This policy outlines the process of voluntary redundancy, such as the application process for voluntary redundancy, accepting and declining requests for voluntary redundancy and redundancy payments.

This policy outlines how the employer will approach the use of selection criteria within a redundancy process and covers important points such as identifying the selection pool and what scoring criteria can be used.

This policy outlines the company’s approach to paid time off to search for alternative employment, after an employee has been notified of redundancy.

This policy outlines the key stages associated with the redundancy process such as reasons for redundancy, the consultation process, the selection process, redeployment, individual and collective redundancy and the appeals process.

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

This policy outlines the organisations recruitment and selection policy including important information such as equal opportunities, training/promotion, advertising, the application process, screening, interviewing, offers of employment, training, reference checking, medical checks and record keeping.

The purpose of this policy is to outline the organisations approach to employee progression and succession within the organisation. The policy covers training needs analysis and the procedure for succession planning.

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 is used for employees who are within their probationary period so that there is a process for measuring suitability during this timeframe.

This policy should be used when an employee’s performance has been identified as falling below an acceptable level. Its purpose is to provide a framework for resolving the issue, ideally through the improvement of the employee’s performance. As a last resort, the policy specifies the circumstances in which the employee may be redeployed to more suitable work or dismissed on the ground of capability.

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 contains information about the organisations pension scheme. This policy explains that eligible jobholders are automatically enrolled, and that there is an option to opt out of the scheme

The purpose of this policy is to provide clarity on the job evaluation process within the organisation. This policy clearly outlines the process of the organisation will follow when evaluating a job role.

This policy outlines the organisations approach to assistance for employees who are required to relocate for work-related purposes. This policy outlines the eligibility for relocation assistance and the type pf assistance available.

The purpose of this policy is to provide clarity to employees of how they can successfully avail of the organisations bonus scheme. This policy covers eligibility, the terms of a bonus and the different types of bonus available.

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.

Many employees will have very helpful suggestions and ideas, and an employee suggestion scheme can be an excellent way of recognising these suggestions. This policy outlines how suggestions are dealt with and it outlines that suggestions may/may not be implemented by the organisation

The purpose of this policy is to clearly outline the policy and procedure surrounding the organisations “employee of the month” scheme. This policy can be an excellent way for an employer to demonstrate their appreciation for their employees. This can also serve to motivate employees.

This policy outlines the employer’s policy on time off for fathers or partners for ante-natal appointments.

This policy outlines the organisations rules on the use of mobile phones when in a vehicle and driving, during working hours.

This policy outlines an employee’s responsibilities in respect of mobile telephones provided by the organisation and the rules relating to the use of personal mobile phones at work.