An HR policy outlines the standards, expectations, and procedures for managing people within your organisation. It ensures consistency, compliance with employment law, and clarity for both managers and employees. While not all policies are legally required, having them in place reduces risk, supports fair treatment, and can protect your business in disputes.

As an employer, you must:

• Provide a written statement of terms and conditions on or before the employee’s first day.

• Check the employee’s right to work in the UK.

• Pay at least the National Minimum or Living Wage.

• Register with HMRC and operate PAYE.

• Comply with health and safety obligations.

Additional checks may apply depending on your industry (e.g., DBS checks for working with vulnerable groups).

• Provide a written disciplinary and grievance policy.

You should have a clear sickness absence policy detailing reporting procedures, evidence requirements, and how absences will be monitored. Maintain communication with the employee during their absence and conduct return-to-work meetings. For long-term absences, consider reasonable adjustments under the Equality Act 2010. For template policies on managing sickness absence click here or for a how-to-guide click here.

• Redundancy occurs when a role is no longer required, often due to business restructure, cost-cutting, or technological change.

• Dismissal is the termination of employment for reasons such as conduct, performance, or capability.

Both must follow fair and lawful processes to avoid claims of unfair dismissal.

A probation period is a trial phase at the start of employment, allowing both employer and employee to assess suitability. During this time, you should hold regular review meetings, provide feedback, and address any concerns early. If issues persist, you may extend the probation or end employment in line with contractual terms.

Yes. Since April 2024, all employees have the legal right to request flexible working from their first day of employment. You must consider requests in a reasonable manner and respond within two months. Flexible arrangements might include remote working, part-time hours, or altered start/finish times.

First, identify the cause through open conversation. Provide clear expectations, additional support, and set measurable goals. A Personal Improvement Plan (PIP) is often used to track progress and provide structure. See the [Capability Policy Template] on the portal for step-by-step guidance.

The General Data Protection Regulation (GDPR) requires employers to handle employee personal data lawfully, securely, and transparently. This includes recruitment data, personnel files, and absence records. You must have clear privacy notices, secure storage, and processes for data access and deletion requests.

Employers are legally required to have a written disciplinary and grievance policy outlining procedures for dealing with misconduct and employee complaints. Your disciplinary process should include:

1. Investigation of facts.

2. A formal meeting with the employee.

3. Opportunity for the employee to state their case.

4. A reasoned decision and right of appeal.

For step-by-step instructions, see the [Disciplinary How-to Guide] on the portal.

Yes. Even if the work is irregular, workers must be given a written statement of terms on or before their first day. This should clarify pay, working hours, notice periods, and rights such as holiday entitlement.