As employment law specialists in Newcastle, our partners have become experts in drafting and reviewing HR policies and procedures with over 70 years of experience.
In this time, we have seen firsthand how HR policies — in large and small businesses — play a key role in protecting employees and employers. HR policies not only help your business stay legally compliant but also support its strategic alignment, whether this be attracting top talent or building a sustainable work culture.
HR policies are a set of written guidelines that every business or company should have.
These guidelines can cover every aspect of human resources, from performance management and disciplinary actions to benefits and recruitment. They can act as a framework for business owners to help them make decisions and keep things fair in the workplace.
Well-structured HR policies are designed to:
There are three HR company policies that every business must have by law. Along with these, there are many optional HR policies that may benefit your business.
Take a look below at the company policies required by law, and other common HR policies which we strongly recommend for any business:
Legally required for all UK companies with five or more employees, a Health and Safety Policy ensures that your business stays compliant with the regulations of the Health and Safety at Work Act of 1974.
As well as serving a legal purpose, it also aims to reduce the risks of work-related accidents, illnesses, and claims. Having a Health and Safety Policy in place also shows that, as an employer, you are taking the necessary steps to protect your team’s physical and mental wellbeing.
A statement showing your business’s aims and commitment to health and safety at work.
Details of who is responsible for health and safety, their role, and any specific tasks.
A list of procedures for managing risks, such as accident prevention and equipment safety (this will vary depending on your business).
Legally required for all UK companies
To ensure your workplace stays legally compliant, you must provide clear policies on how your business addresses misconduct and poor performance. These policies will protect your business as they show you are complying with the ACAS Code of Practice. They also prepare employees for any potential outcomes due to poor behaviour.
Clear examples of what counts as misconduct or gross misconduct.
Detailed disciplinary and dismissal procedures, such as warnings, investigations, and appeals.
Any potential outcomes, whether this be a warning, extended probation, or dismissal.
Legally required for all UK companies
A Grievance Policy shows employees how grievances are handled within the workplace, and encourages employees to raise concerns without fear of consequence. The policy offers a formal and structured way to resolve any concerns or complaints while staying legally compliant.
How employees should go about raising a concern or complaint.
The stages of your business’s grievance process and approximate time frames for each.
Strongly recommended
An Equal Opportunities Policy shows that you recognise the protected characteristics referenced in the Equality Act of 2010: age, race, gender, and disability.
Having an Equal Opportunities Policy shows employees that you’re committed to creating an inclusive workplace and that you do not discriminate based on the above characteristics.
Strongly recommended
With a Data Protection Policy in place, your business can remain legally compliant with the UK GDPR and Data Protection Act of 2018. It also notifies employees on how your business collects, stores, processes, and protects any personal data.
Strongly recommended
A Whistleblowing Policy is recommended, as it can reassure employees that they should report any concerns or complaints. The policy guarantees that their concern will be handled confidentially and that they will not be penalised for raising it. These policies usually include the types of employee wrongdoings that should be reported, such as fraud, breaches, and anything that may cause harm.
Strongly recommended
In the post-COVID age, remote and hybrid working has become increasingly popular. With this in mind, a Remote and Hybrid Working Policy is designed to set clear boundaries regarding the employees eligible for this type of working and what is expected from them.
Strongly recommended
A Sickness and Leave of Absence Policy ensures that absences and illnesses are handled fairly, legally, and consistently. These policies also outline how an employee should report their absence, any entitlements they may be eligible for, and the different types of leave available to them.
Strongly recommended
Social media is a beneficial tool for many businesses, but it is important to have a Social Media Use Policy to protect your business’s reputation online and comply with confidentiality regulations. This policy is essential for letting employees know what is and isn’t acceptable while using social media at work or while employed by your company.
Strongly recommended
An Anti-Bullying and Harassment Policy aims to protect employee wellbeing while safeguarding your business from workplace bullying claims. It should include examples of any behaviour deemed unacceptable, how employees should report bullying, the processes thereafter, and what your company will do to prevent any case of discrimination or harassment in the future.
As employment law solicitors in Newcastle, we can help your business by reviewing or drafting watertight HR policies to protect your company and employees.
Our employment law team is well-versed in different types of HR policies, and can ensure your policies reflect your values and goals while keeping you legally compliant.
Learn more about our tailored employment law and HR services or look into HR Key, a service where we will manage your employment law risks for you for a fixed monthly fee.
For any questions or more information, don’t hesitate to contact us today.
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