B E S T H R

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Legal Documents

Legally Compliant!

Legally Compliant!

Every employer, as a minimum, should have both Discipline and Grievance Policies in place as a legal requirement. Some businesses, with five or more employees, must also have a Health and Safety Policy.

Any additional policies you choose to put in place are not legally required, however you are legally required to follow them.

Legally Compliant!
Why Choose Best HR?

Why Choose Best HR?

Talking to us before implementing policies will prevent you issuing policies that are not required, timing of policies are important to get the balance between too much restriction and control.

At Best, we can develop policies to suit your business needs and help you sustain and grow as an employer allowing you flexibility along the way.

Why Choose Best HR?

Which Policies Are Right For My Business?

Policies are documents set out by the business and describes how all employees, regardless of their role, are expected to behave at work (and sometimes outside of work). Although most are not legally required, it is expected that businesses would implement the following as a minimum:

  • Discipline (legal requirement)
  • Grievance (legal requirement)
  • Health & Safety (legal requirement)
  • Attendance Management
  • Holidays Bullying & Harassment (also known as Dignity at Work or Equal Opportunities)
  • Data Protection

 

Depending on the nature, size and sector of the business, as well as current or anticipated future service agreements, will determine the number and combination of policies any business wishes to implement. It is important to know that policies make employees feel safe and an improve on your employer of choice status, however having too many can restrict decisions when rules are formalised.

A Selection Of Our Available Policies

The purpose of this policy is to meet the needs of employees adopting a child and/or to meet their family responsibilities after the placement of a child for whom they are responsible… see more

Travel disruption and bad weather can delay or prevent employees from getting to work, it is therefore beneficial to set out the rules and conditions where this may become a problem.

Having an absence policy can bring benefits to your business including high rates of retention and motivation, improved productivity and profitability and aids with attracting candidates.

This policy will provide a framework for managing underprformance in a fair and consistent manner.

It helps you set out the business values and principles linking them to professional conduct and can include things like dress code, general behaviour and working relationships.

You can set out the support available for employees who require time off to grieve or manage life issues that may arise.

This policy allows you to ensure that all applicants and employees are treated in a fair and consistent manner with regards to their criminal background.

An important policy which plays a significant part in preventing employees from experiencing bullying and harassment whilst at work.

There is a legal requirement to have such policy and it is recommended that it mirrors the ACAS Code of Practice.

Employers have a legal duty to protect employees health, safety and welfare, understanding the signs of drug and alcohol misuse or abuse can help you manage safety risks in the workplace.

This policy will provide a helpful guideline to explain what employees can and can’t claim.

All employees have the legal right to request flexible working, this policy sets out the process of the application to outcome.

Your policy will serve as the organisations core GDPR compliance practices, help employees understand GDPR and proves that you are committed to being GDPR compliant.

When is a gift a bride? Set out rules regarding accepting gifts or hospitality from customers, clients or suppliers.

There is a legal requirement to have such policy and it is recommended that it mirrors the ACAS Code of Practice.

There is a legal requirement to have such policy if you employ 5 of more employees, but it is good practice to have a H&S statement regardless of the number of employees.

It makes it clear to staff what they are and aren’t entitled to, and also outlines how holidays will be granted or refused.

Where employees are called up in these circumstances, the policy will set clear what is and what isn’t paid, and the rules regarding time off.

Can outline how your business develop’s your employees capabilities, skills and competencies to remain successful.

This policy sets out the rights which apply to the employee meeting statutory requirements. You can offer more if you have an enhanced scheme, and this would be set out here.

Some organisations have a duty to prepare and publish this statement on their website, get in touch to find out if you are one of them?

This policy sets out the rights which apply to the employee meeting statutory requirements. You can offer more if you have an enhanced scheme, and this would be set out here.

Ensures transparency and a fair hiring process to assist in selecting the right candidates on the basis of metit.

Assures employees that the employer will maintain good communication and consultation during the redundancy process, and employers should follow this to make the redundancies lawful.

This policy sets out the rights which apply to the employee meeting statutory requirements. You can offer more if you have an enhanced scheme, and this would be set out here.

Aims of the policy is to protect staff from the harmful effects of second-hand tobacco smoke as well as ensuring employees understand their rights and responsibilities.

Designed to protect the reputation of the company.

To outline the types of leave employees can request and the arrangements for this.

This policy sets out the rights which apply to the employee meeting statutory requirements. You can offer more if you have an enhanced scheme, and this would be set out here.

Whether having a car allowance, company car or access to a company vehicle, it is important that employees understand the rules regarding this.

Encourages a culture where wrongdoing can be addressed quickly and potentially before any regulatory action or damage to reputation of the business.

Sets our the regulatory requirements regarding working time.

Click here to find out how our team at Best can support you and your business.