The Handbook needs to complement the Contract but not contradict it. It is important that any non-contractual policies appear in a Staff Handbook and below we have listed examples of the various policies that you might want to consider having in your Staff Handbook. There may be more and, we will be able to help you identify those once we work with you to prepare the appropriate policies.
By having these policies as non-contractual documents, it allows you to update them without needing to get your employees’ express consent each time.
From our perspective no two businesses are the same, so it is important that your policies are appropriately drafted and help your business and do not restrict or hinder it in any way.
Depending on the nature and size of your organisation and the number of employees you have, you should consider which employment policies and procedures you should have in place. These may include:
- Annual Leave and other absences
- Sickness Absence management
- Grievance Procedure
- Disciplinary Rules and Procedure
- Equal Opportunities / Equality and Diversity
- Anti-Harassment and Bullying
- Maternity Leave
- Paternity Leave
- Shared Parental Leave (from 2015)
- Adoption Leave
- Parental Leave
- Flexible Working
- Remote / Home working
- Health & Safety
- Adverse Weather and Travel Disruption
- No smoking
- Alcohol and Drug Abuse
- E-mail and Internet
- Social Media
- Anti-corruption and Bribery
- Data Protection
Along with the contract of employment, well drafted employment policies and procedures will give you valuable protection. For example, if you are faced with an Employment Tribunal claim of discrimination, you will be in a better position to defend yourself where you can show you have an appropriate Equality and Diversity policy in place, especially where all your staff are aware of it and where your managers have received appropriate training.