Build your library of HR templates with our essential employment policies and procedures. Ensure compliance, stay up-to-date and get ahead of the game with our practical human resources documents.
Essential Employment Policies & Procedures
Well managed human resources are an essential part of any successful business, whether you’re an HR professional, business owner or line manager.
Our downloadable employment documents offer legally compliant easy-to-use templates to help you create your own HR library which you can brand and customise.
Within this section you’ll find workplace policies and procedures, template letters and forms which will help you improve your HR practices and develop management resources for your business. For example, an employee handbook, workplace policies and processes for dealing with risks such as unmanaged social media usage.
Absence Management Policy
Even the most motivated employees become unwell and take time off work. It’s important to ensure you look after the interests of your business and observe employment rights. Distinguish between the way you handle chronic “Monday-itis” and genuine ill health with our policy.
Acceptance of Flexible Work Request Letter
If you agree to an employee’s request, it is a variation of contract and must be confirmed in writing.
Update: June 2014
Anti-bribery and Corruption Policy
The Bribery Act 2010 creates a number of new offences. Employers can be vicariously liable, so it’s essential to take steps to identify and manage risk. Prevent problems arising with our ABC policy.
Data collection during the recruitment process is governed by the principles of the Data Protection Act. Make sure that you collect sufficient data, but remain compliant with our application form.
Employees have a statutory right to reasonable unpaid time off to arrange and attend the funeral of a dependent. Many employers want to give more as a contractual benefit. As always, it’s wise to define what rights you are giving and what responsibilities attach to them.
Company Car Users Policy
If your employees are driving on company business, whether they are using their own cars or driving a company vehicle, you need to make sure that they are fully compliant with a range of relevant legislation and drive in such a way as to ensure the safety of employees, other road users and company property. Make sure you cover all contingencies with our policy.
Dignity at Work Policy
With no upper limit on successful complaints of discrimination (which includes harassment) it’s never been more important to ensure that standards of behaviour are courteous, lawful and appropriate. Employers can be vicariously liable for employees’ wrong doing. Set and communicate your standards to reduce risk.
Discipline and Grievance Policy
The Employment Rights Act 1996 requires employers to provide some form of dispute resolution process. Make sure that your processes are fair, lawful and clear and able to help you manage discipline and grievances robustly and effectively in your workplace.
Diversity Monitoring Form
The Equality Act outlaws unlawful discrimination and attaches special importance to the need for transparency. The collection of diversity data will enable you to demonstrate that you are keeping on track with diversity management in your recruitment process. Our form helps you to do so.
Drug and Alcohol Testing Policy
More and more employers are considering workplace drug and alcohol testing. This has to be done carefully as it is potentially a breach of privacy. Our template provides a compliant process.
Our comprehensive employee handbook provides practical standards, policies and templates for 21st century workplaces.
Employee Induction Checklist
When new employees join your organisation, they settle down and become effective far more quickly if they have a structured and comprehensive induction. Make sure you cover all the key areas at an early stage with our new employee induction checklist.
Flexible Working - 5 Document Pack
The statutory right to request flexible working requires employers to follow a process to assess the request and make a decision. This pack gives you the template forms to facilitate to process
- Flexible Working Policy
- Flexible Working Request Form
- Invitation to Flexible Working Meeting Letter
- Acceptance of Flexible Work Request Letter
- Rejection of Flexible Working Request
Flexible Working Policy
The right to request to work flexibly was formally introduced in 2003. There is a clear process to follow and if you fail to do so the employee making the request can make a complaint to the employment tribunal. Make sure you understand your responsibilities with this policy.
Update: June 2014
Flexible Working Request Form
The right to request to work flexibly was introduced in 2003. Qualifying employees are able to make a formal request every 12 months, following a certain procedure. This form sets out the framework for the formal request.
Update: June 2014
Health and Safety Policy
If you have five employees or more, you are required to have a health and safety at work policy.
Internet and Email Policy
Use of the internet and email is very much part of working life. However, there are a number of risks, which we need to identify and manage; these include employee privacy issues, the inadvertent entry into legally binding contracts, discrimination, bullying and harassment – or simply wasting time. Manage the issues with our employment policy.
Invitation to Flexible Working Meeting Letter
When employees make a formal request to work flexibly, you are under a duty to meet with them within a specified period and to properly consider the request.
Invitation to Selection Interview Letter
Prospective employees can claim discrimination at the recruitment stage. Set prospective employees’ expectations and demonstrate that you are operating non-discriminatory recruitment practices with our invitation to interview letter.
Job Offer Letter
The offer letter is the basis of the employment contract, so it’s important to set out the key points clearly. Our template includes the letter, reference request permission and checks for eligibility to work in the UK.
Lone Worker Policy
Ensuring a safe working environment for lone workers can be different from organising the health and safety of other employees. It will often be safe to work alone, but employer must consider and take steps to identify and deal with any health and safety risks before people are allowed to do so. This policy sets out the safety framework and practical support for lone workers.
Medical Consent Form to Obtain Occupational Health Report
Sometimes you will need to write to your own organisation’s occupational health advisor to gather medical information about an employee’s medical condition and ability to work. Even though these reports fall outside the Medical Reports Act, you will still need to have employees’ permission to collect and process their medical data.
Permission to Write to Employee's Own GP
When employees become unwell, you may have to take advice about their medical condition from their own medical advisor. Under the Access to Medical Reports Act 1988, you have to gain written permission from the employee. Download our form to ensure you are compliant and do not infringe employment rights.
Post-offer Health Screening Form
The Equality Act 2010 generally has the effect of making queries about health before job offer unlawful. Once a job offer has been made, you can carry out medical checks without infringing employment rights. Download our form to ensure you are compliant.
Ready to Recruit
The pack consists of our recruitment e-book, How to Get Top Marks in … Recruiting the Right Person and nine recruitment templates PLUS we’ll send you a voucher giving you an additional 10% discount when you spend over £20.
The pack includes:
- Application Form Template
- Diversity Monitoring Form
- Invitation to Selection Interview Letter Template
- Selection Interview Record Template
- Job Offer Letter Template
- Migrant Worker Lists
- Post-offer Health Screening Form Template
- Reference Request Form Template
- New Employee Induction Checklist
Recruitment – 6 Document Pack
Recruiting the right person has never been more important. Make it easy with this useful pack
- Application Form
- Invitation to Selection Interview Letter
- Reference Request Letter
- Job offer Letter
- Post-offer Health Screening Form
- New Employee Induction Checklist
Reference Request Letter
Take whatever steps you can to check a prospective employee’s suitability. Always take up references.
Rejection of Flexible Working Request
If an employee makes a formal request to work flexibly, you can refuse if it is for one of the statutory reasons. This form sets them out.
Selection Interview Record Template
You should always keep notes of a recruitment interview to show why you have or have not selected a candidate. Such information can be disclosed under the Data Protection Act 1998. Make sure your framework is compliant. Download our practical form.
Self-employed Consultant Agreement
This agreement can be used when you work with self-employed consultants. It clarifies employment status, duties and responsibilities.
Note: If the reality is that the employee is actually employed, this will not protect you from any legal sanctions.
Shared Parental Leave and Pay Flowchart and Templates
From April 2015 new employment rights mean that eligible employees can take shared parental leave and pay. Work your way through the maze with our useful flowchart which explains the flow and timing of the notice process and accompanying templates.
Short Statement of Terms and Conditions of Employment
The Employment Rights Act 1996 requires employers to provide written terms of employment within eight weeks of an employee taking up his or her role. The short set of terms meet your employment law compliance requirements and should be used in conjunction with an employee handbook.
Sickness Self-certification Form
Make sure that you keep track of absence and the reasons for it with our self-certification form.
Social Media Policy
Love it or hate it, Facebook, LinkedIn, Twitter et al are here to stay. Inappropriate employee usage (whether in work or out of working hours) has become a serious concern for employers. Take steps to manage the risks of employees who say too much and/ or the wrong thing and reduce potential damage with our template policy.
Terms of Employment/ Contract of Employment – Fixed Term
The Employment Rights Act 1996 requires employers to provide written terms of employment within eight weeks of an employee taking up his or her role. As well as being compliant our terms also include clauses to deal with the risks and issues of 21st century employment and employment rights. This employment contract includes a limitation of liability clause to ensure that you don’t pay over the odds if you have to end the contract before the fixed term date.
Terms of Employment/ Contract of Employment – Permanent
The Employment Rights Act 1996 requires employers to provide written terms of employment within eight weeks of an employee taking up his or her role. Minimum contents are set out in the Act. As well as being compliant our terms also include clauses to deal with the risks and issues of 21st century employment.
Zero Hours Casual Worker Contract
Our zero hours casual contract confers 'worker' status. It mean there is no obligation for employers to offer work, or for workers to accept it. Zero hours workers share some employment rights with employed workers, for example, the right to holiday pay. Download our zero hours contract.
Zero Hours Employment Contract
Our zero hours contract gives staff 'worker' employment status. It mean there is no obligation for employers to offer work, or for workers to accept it. Zero hours workers have the same employment rights as employed workers, although they may have breaks in their contracts, which affect rights that accrue over time. Download our zero hours contract.