The purpose of this policy is to set out the

This policy is designed to inform employees that their annual

This policy details the supports that the employer provides to

This policy outlines the employees entitlements to take time off

The organisation may at its discretion, and if the circumstances

This policy sets out the organisation’s approach to processing special category

This is a detailed company policy outlining the terms for

This policy outlines the expectations of employees at work related social events. This policy clarifies what is considerd a work place event and the conduct expected of employees at such events.

This policy covers the organisations rules in relation to the prevention of bribery.The policy outlines the bahaviour expected of employees and the rules around accepting gifts.

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 outines the organisations procedure for booking unpaid leave. This policy outlines that other leave should be exhausted prior to booking unpaid leave. The policy also covers the process for booking leave the restrictions around unpaid leave.

This policy outlines the organisations approach to the training and development of employees. This policy covers training needs, training agreements and requests for training.

This policy confirms the details of taking back hours worked on top of an employee’s basic contracted hours instead of overtime pay. This policy outlines what is considered overtime and the management of time off in lieu (TOIL)

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 outlines the organisations smoking policy and outlines where employees are permitted to smoke.

This policy outlines that the organisation has a ban on the use of e-cigarettes. This policy outlines the reason for the ban.

This is a comprehensive sickness absence policy which outlines notification procedures, definitions of short and long term absence, procedures for dealing with short and long term absence, trigger points, medical appointments and return to work interviews, among other important information. It is recommended that all employers have a clear sickness policy so that employees are clear on the procedures.

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 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 provides 2 options. The first option outlines that a retirement age is not enforced and the second option outlines the organisations retirment age.

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.

Ths policy outlines the process of voluntary redundancy, such as the application process for voluntary redundancy, accpeting 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