Helping you build a positive relationship with your people.
HR policies and procedures are essential elements of all businesses. They provide consistency, save valuable time, help to inform staff and show your company’s commitment to its obligations, which in turn can boost employee morale. Well drafted and properly implemented procedures can also improve your position if a claim is ever brought against you by an employee.
We provide expert HR policies and procedures advice to businesses who need support when drafting, implementing and updating their key policies and procedures. Contact us today to discuss your needs with our team.
Are any HR policies required by law?
Businesses with five or more employees must have a written health and safety policy, however even with just one employee it is still best practice to have a policy in place. This policy should set out your commitment to protecting your employees, which employees are responsible for specific actions and how, in practice, you will achieve the aims set out in the policy (e.g. how to remove or reduce risks in your workplace).
Under the GDPR, it is mandatory for employers to provide information to its employees on how their personal data will be processed. While the way in which this information is communicated to staff is not set out in the legislation, we recommend this should be done with a bespoke and detailed privacy notice and a data protection policy. Your policy should include details on who is responsible for data security, the types of data that will be collected and measures to protect employees’ personal data.
What other policies and procedures should my business have?
There are a number of other policies and procedures that it is good practice for your company to have; these include:
- A disciplinary and grievance policy – it is a good idea to follow Advisory, Conciliation and Arbitration Service (Acas) code of practice when drafting and implementing this procedure as this will be taken into account by an Employment Tribunal if a claim is ever made by an employee.
- A performance management policy – again, it is a good idea to base your policy on the Acas code of practice.
- An equal opportunities policy – this should set out your commitment to equal opportunities when recruiting and promoting staff.
- An anti-discrimination policy – this should demonstrate your compliance with the Equality Act 2010 and give information to employees on how complaints of unlawful discrimination will be handled.
- A sickness policy – this should include information on sick pay, sickness reporting and prolonged absence.
- A communications and use of IT policy – this should outline the rules on access to communications and IT equipment in your workplace, including information on what will happen in the case of a breach.
- A maternity and paternity policy – this should detail your company’s position on maternity and paternity leave and pay, as well as how employees will be supported when returning to work.
- A redundancy policy – this should provide details to employees on how redundancy decisions and processes will be carried out and set out employees’ statutory rights.
There are a number of other policies and procedures that may be beneficial to your business. For bespoke advice and HR services, please get in touch.
Contact us for HR Consultancy and Advice London
We provide HR advice, as well as policy drafting and implementation support to businesses based in London and throughout England. To discuss your HR requirements with our approachable and professional team, call 0207 374 6546 now or contact us online.