Legally compliant HR Policies for your business

How confident are you that your business is adequately covered by your existing HR policies?

The chances are you already have a number of HR policies in place but how certain are you that they are totally up-to-date and legally compliant?

The trouble is, you’ll often only know how good your HR policies and practices are when you find yourself in situations that they are designed to cover.

However, having a robust set of policies is much more than offering protection for when things go wrong.

It’s also about creating an employment environment that brings out the best in your people.

To allow you to get on with the business of running your company, free from worries over HR issues, as a minimum your HR policies have to be:

Legally compliant
Up-to-date with current legislation
Integrated (meaning that each policy complements and supports any related policies)

However, in our experience, more often than not this is not the case.

Here’s the problem with many organisations’ HR Policies and Procedures (maybe yours too)…

They may be a ticking tribunal time bomb.

It’s not a matter of if something will cause an HR problem but when.

And if your policies are not robust enough, you could find yourself in a costly and time-consuming tribunal.

Let us take all that hassle and worry away from you by offering you a solution with this brand new

Up-to-date HR Policy Library

This consists of 26 Human Resource Management policies, which are flexible enough to tailor to your specific needs. All policies come with cover sheets which you have the option of either using or removing to suit your house style or employee handbook. Example covers are shown in the first three policies below. The policies cover:

Recruitment

You want to recruit the very best people to work for you. This policy puts clear and detailed processes in place to help ensure the right people are selected for the right roles.
The recruitment process is a legal minefield. Following this policy will show your managers how to avoid costly discrimination claims and lead to objective decision-making to find the best candidates.
The Recruitment Policy covers how you identify and advertise vacancies. It also explains the different ways you might select candidates and sets out the support you provide to managers to make sure that they act fairly and reasonably when recruiting.

And much more…

Harassment and bullying

The policy reminds everyone that your organisation is committed to providing a work environment where everyone is treated with dignity and respect.
The Harassment & Bullying Policy sets out a clear zero-tolerance approach to bullying and harassment in the workplace.
The Policy explains what you mean by the terms ‘bullying’ and ‘harassment’. It also explains the process you should follow if you have a concern about harassment or bullying. It sets out your commitment to deal with employee concerns fairly and sensitively.
And much more…

Redundancy

Neither management nor the workforce ever wants redundancies. You want your employees to know that you will do what you can to avoid them. But this policy covers what happens if redundancies can’t be avoided.
The policy explains that where possible you will try to find you an alternative job, and treat everybody fairly, if a need to select for redundancies arises.
The Redundancy Policy gives detail on how you will approach redundancy situations, provides a general overview of the procedures involved in both individual and collective redundancies and gives you all the information you need on redundancy payments.
And much more…

Holiday

It is important that everyone who works for you takes time away from work to rest. All employees and workers in the business are legally entitled to paid holiday each year.
The Holiday Policy explains the rules around requesting and taking holiday. It sets out how employees will be paid when they are on holiday and what happens if they are sick or on family leave. It also explains what happens with holiday when they stop working for you.
And much more…

Performance Improvement

You want all of your employees to perform well in their roles and maximise their own performance.
There may be times during your employment when you do not think that an employee’s performance meets the standards you expect of them. If this happens, you can use the Performance Improvement Policy to help you understand the causes of their performance issues and work with them to resolve them if possible.
It explains how informal action will be taken to secure improvement where possible. A more formal process is also detailed, which is centered around the creation and regular review of a ‘performance improvement plan’ – a document which will allow you work on together and which clearly sets out your expectations and the ways you will help to achieve them.
The performance improvement process set out in the Policy involves the use of escalating warnings (up to and including dismissal) if improvement, assessed against the performance improvement plan, does not occur.
And much more…

Absence Management

The Absence Management Policy is focused on sickness absence. It also covers unauthorised absences and other reasons why someone may need to take a period of time away from work.
The Policy explains what your employees need to do if they are sick and cannot come to work, including who they should tell and how they should tell them. It also includes details relating to pay during periods of sickness absence.
The policy has a process to manage short-term absence issues, which you can use if regular attendance dips below an acceptable level. This procedure is based on attendance triggers, with formal warnings imposed and escalated if improvement is not shown.
The Absence Management Policy also explains your approach if an absence is long-term. It covers things like obtaining medical evidence, taking holidays, keeping in touch and holding meetings.

Right to Work

Individuals can only work for you if they have the right to work in the UK. You have legal duties to make sure that everyone working for you has permission to work in the UK. This policy shows that you take your responsibilities to prevent illegal working seriously.
The Right to Work Policy explains the current right to work system in the UK. It sets out the checks you will carry out when someone comes to work for you and the documents you will need to see.
And much more…

Flexible Working

The Flexible Working Policy sets out how to make a formal application for flexible working and the process you will follow when looking at a request. It explains what happens if the request is approved. It also sets out the reasons why you might refuse a request.
Flexible working is an increasingly sought after benefit. This policy sets out a flexible approach to working and recognise the benefits it can bring to both the individuals and the business. Flexible working might involve changing the hours or days that an employee works or the location they work from.
And much more…

Equal Opportunities

The policy states that you do not tolerate discrimination or harassment, and that you are committed to promoting equal opportunities at work.
It enables everyone working for you to understand what equal opportunities at work actually means.
The Equal Opportunities Policy sets out the standards of conduct expected of everyone working in the business. It explains the different types of discrimination that may take place at work and the characteristics that are protected by law from discrimination and harassment.
The policy also tells you how to deal with any breaches that may occur.
And much more…

Grievance

The Grievance policy helps your employees feel comfortable raising any work-related problems they may experience. It provides a framework to enable employees to do so.
There is an informal option within the policy, where employees can discuss the matter with their line manager, or any other person deemed appropriate by you, but also explains that a problem may be investigated more formally. The formal grievance process sets out how a complaint will be investigated, including setting up a grievance meeting to discuss it with the employee.
The Policy explains in detail how to respond if a an employee raises a grievance, their right of appeal and what you will do to make sure that the process is followed fairly and promptly.
And much more…

Car Policy

Some employees in the business may be entitled to a company car under their employment contract. Others might be required to use their own car, on occasion, to carry out their duties. The Car Policy covers everyone that uses a car (whether their own or a company car) in the course of their work.
Where company cars are provided it gives guidance on sourcing a vehicle, arranging insurance, paying road tax and ensuring MOT testing.
The Car Policy gives details of your company car scheme and the rules which apply to using a company car such as responsibility for maintaining the vehicle in good condition and the reporting of any accidents or incidents involving the vehicle together with the liability for any fines incurred.
It also sets out the rules that you apply to those who use their own car for business purposes.
And much more…

Religious and National Holiday Celebration

This policy helps create a workplace where events and occasions, which are important to your employees of all nationalities and religions are understood and appreciated, whilst balancing the interests of your business needs.
The Religious & National Holiday Policy aims to increase awareness of these events and occasions across the workforce. It sets out your approach to dealing with requests for time off to celebrate religious and national holidays and explains the options available to employees if they are unhappy with a decision taken.
This policy will help prevent employees being disadvantaged, which could lead to discrimination claims.
And much more…

Drugs and Alcohol

Drugs and alcohol represent a health and safety risk to your workplace. Everyone working for you needs to understand your rules on alcohol and drugs at work.
The Drugs and Alcohol Policy outlines what these are and how you deal with drug and alcohol-related issues in the workplace. This Policy also covers your approach to issues such as prescription medication, work-related social events and, if needed, searches.
If an employee ever experiences issues with drug and/or alcohol misuse, then they can also find support and guidance in this Policy.
And much more…

Computers, Email and Internet

The Computers, Email and Internet Policy sets out the standards you require for your employees to meet when using computers, email and the internet for work. It also explains what might happen if they fail to meet these standards.
The Policy explains your approach to personal use of email and the internet. It also gives tips on how to use appropriate language when communicating by email.
It explains how you approach the use of personal devices for work – including the approval your employees need to get before using them and the restrictions you will put in place to protect business information. The Policy also explains when you will monitor your usage, and for what purpose.
And much more…

The Menopause

Enlightened employers want to remove any stigma associated with the menopause. They also recognise how menopause symptoms can be debilitating for some employees, which can affect their productivity.
The Menopause Policy explains what the menopause is and what symptoms people might have. It highlights appropriate sources of support if someone you work with experiences difficulties associated with the menopause.
The Policy also clearly sets out our expectation of appropriate conduct and behaviour towards those who are affected by the menopause.
And much more…

Bribery

In order to adhere to current legislation, you will want to make it clear that your company has a zero-tolerance approach to bribery. Your employees have a role to play in helping you to achieve your aim to conduct our business in a way, which is free from bribery and corruption.
The Bribery Policy provides guidance on what is meant by the terms ‘bribery’ and ‘corruption’. There is still a place for hospitality and gifts, but they must be appropriate. The Policy also sets out what the law says about your responsibility to prevent bribery and how employees should report concerns.
And much more…

Appraisal

The Appraisal Policy provides details of your appraisal process, which you can use to:
Work out whether everyone is happy with people’s performance
Identify what they achieved
Identify any training that might help them
Motivate and encourage your employees to do their job well.
The Policy outlines the process used to conduct appraisals each year. This may involve, for example, setting annual objectives that are reviewed against performance in either formal meetings, where objectives are set for the year as well as regular and/or more informal check-ins that are held throughout the year to monitor progress against those objectives.
The Policy provides tips on how to set strong objectives and explains how managers will support achievement against objectives through training and feedback. It also explains how any performance issues identified may then be addressed.
And much more…

Whistleblowing

(This policy is not suitable for regulated sectors such as the Care Sector.)
Whistleblowing is the name given to the reporting of certain types of wrongdoing by people who work for you. This will usually, although not always, be something they have seen or noticed at work.
The Whistleblowing Policy sets out the types of concerns which are likely to be covered by the term ‘whistleblowing’. It also outlines how your employees should report whistleblowing and the procedure to be followed when investigating any concerns.
The policy states that the company will take any concerns seriously, that they will be thoroughly investigated, and that employees can be confident there will be no reprisals.
And much more…

Data Protection

All employers need to gather and use information, or ‘data’, about their employees as part of their business and to manage their employment relationship. This includes straightforward data you might need on a day-to-day basis, such as names, attendance details and payroll information. It might also include more sensitive data, such as medical information.
The Data Protection Policy explains how you will hold and process your information. It explains employees’ rights as a data subject. It also explains your employees’ obligations when obtaining, handling, processing or storing personal data in the course of working for, or on behalf of, the business.
The Data Protection Policy explains your reasons for holding and processing personal data and the approach you will take when data is particularly sensitive. It sets out how you will strive to keep your data secure, how employees can access it and how long you will keep it.
This policy will help prevent any breaches of GDPR and Data Protection, which can be costly both in financial terms and in reputational damage.
And much more…

Training & Development

This policy sets out the importance of having a clear training and development structure in place within your business. You want your employees to have the skills to carry out their role to the best of their ability.
The policy shows that you want to provide opportunities for training which help your develop and grow.
The Training & Development Policy includes details of the different types of training you can offer. It explains how we you will assess training needs and identify development opportunities for employees. It also sets out your policy on time off to attend training and payment of training fees.
And much more…

Homeworking

Homeworking can work positively for both your employees and the business. Some homeworking arrangements are formalised through this Flexible Working Policy. Others are more informal.
The Homeworking Policy explains how to apply for homeworking and the things you will look at when considering a request. It also covers the rules that your employees must follow when working from home.
The Policy covers the practical issues with working from home – such as staying in contact with the workplace, keeping your equipment secure and checking your employees’ home insurance covers them. It also explains how you will manage your employees when they are working remotely and sets out the reasons why you might decide to end the homeworking arrangement.
And much more…

Modern Slavery

The policy states that you want to make sure that modern slavery and human trafficking is not taking place within your business or its supply chains. Employees have a role to play in helping you to achieve this aim.
The Modern Slavery Policy explains what is meant by the terms ‘modern slavery’ and ‘human trafficking’. It explains what you do to make sure that your business and its supply chain are free from modern slavery. The Policy also sets out how employees can help to identify any risk areas for modern slavery, and it provides them with a mechanism for reporting concerns.
And much more…

Disciplinary

This policy sets out the clear standards of conduct which all of your employees must meet. These standards are set out in your policies and procedures, in your contracts of employment and communicated on a day-to-day basis through management instructions.
The Disciplinary Policy sets out the procedure that you will follow if it is suspected that anyone has breached the standards expected. It explains the importance you place on investigating issues before taking any disciplinary action. It also sets out how a disciplinary meeting works – including the right to be accompanied, who will be there from the business and how you will communicate the outcome.
The disciplinary process contains different levels of warnings, which can be imposed depending on the seriousness of the misconduct (or whether it is a repeat offence). The Policy gives examples of the types of things that you regard as misconduct – including things that you view as gross misconduct (which would entitle you to dismiss immediately without notice).
And much more…

Maternity & Family Friendly

Mothers, fathers, partners (including same-sex partners) and adoptive parents all have legal rights to family leave. In the UK, we have several different types of family leave and some of them overlap. Each type has its own rules on whether employees can use it, the amount of time they can have off work and the amount of pay they will receive when they are off.
The Maternity & Family Friendly Policy takes you through the different rules on:
- Maternity Leave and pay
- Adoption Leave and pay
- Paternity Leave and pay
- Shared Parental Leave and pay
- Parental Bereavement Leave and pay
- Time off for dependants.
And much more…

Social Media

This policy sets out the clear standards of conduct which all of your employees must meet. These standards are set out in your policies and procedures, in your contracts of employment and communicated on a day-to-day basis through management instructions.
The Disciplinary Policy sets out the procedure that you will follow if it is suspected that anyone has breached the standards expected. It explains the importance you place on investigating issues before taking any disciplinary action. It also sets out how a disciplinary meeting works – including the right to be accompanied, who will be there from the business and how you will communicate the outcome.
The disciplinary process contains different levels of warnings, which can be imposed depending on the seriousness of the misconduct (or whether it is a repeat offence). The Policy gives examples of the types of things that you regard as misconduct – including things that you view as gross misconduct (which would entitle you to dismiss immediately without notice).
And much more…

Wellbeing

Your employees’ wellbeing at work is important. This policy encourages them to maintain their wellbeing through the principles and initiatives set out in our Wellbeing Policy.
The Wellbeing Policy includes practical advice to help your employees maintain wellbeing in their working life, such as taking regular breaks during the working day, making time for exercise and eating well.
It encourages open discussion between staff and managers about wellbeing and how you can help them. It shows that you are committed to listening supportively in all cases.
And much more….

So what to do?

Option 1:

Stick with your current HR policies and cross your fingers that if anything happens you’ll be covered.

Option 2:

Task your HR Department with the job of reviewing your current policies in line with current legislation, tying them up for weeks or months, detracting from other HR issues.

Option 3:

Hire someone at great cost to audit your current policies, research current legislation and bring them up to date.

Option 4:

Invest in one or more of these legally compliant, up-to-date Human Resources policies.

Choosing Option 4 will save you an incredible amount of time, effort and cost, and will provide you with concise, workable HR policies, which you can very quickly put in place.

Finally, why choose Alliance HR? Alliance founder, Maureen Di Ciacca, has a wealth of experience in HR, working across a number of sectors including legal, finance, manufacturing, oil and gas, call centres, publishing, housing associations, sales and distribution and Third Sector organisations. She is a Business Graduate from Strathclyde University, a Fellow of the Chartered Institute of Personnel and Development and holds the CIPD’s Advanced Certificate in Employment Law.
Alliance HR Consultancy has provided tailored HR solutions to businesses for almost 20 years. We pride ourselves in offering pragmatic, commercial advice and work hard to ensure that every client is 100% delighted with our service.

Testimonials

"Whenever I worked with Maureen I found her to be a true professional in all aspects of her work and approach to people. I would have no hesitation in recommending Alliance HR to any organisation and believe they would be a substantial asset to any employer."

Ian NolanFinance Manager, Pourshins Plc

"Maureen was HR Director at a very difficult time for the company when we sold off a number of businesses and integrated new businesses. As a result of various rationalisations, Maureen was responsible for handling hundreds of redundancies which she did with great success. I can say we never had a tribunal case as a result of any reorganisation. Maureen was also responsible for developing our HR Policies and Procedures. I have no hesitation in recommending Alliance HR to any potential client."

Nicholas ChalmersFD, Lewmar Plc

"I have used Alliance’s services on several occasions over the years and they have always provided what I required in terms of guidance on the steps to be taken in relation to various employment matters. I would definitely use their expertise again whenever required and have also found their services to be very good value for money. They are always keen to ensure that any guidance is clearly understood and to answer any further questions as required. Alliance HR also makes a point of following up to ensure that their service provision has been successful."

Alastair MairBsc FCCA, SIRM

"Maureen is a true HR professional with a very high level of personal integrity and knows her subject area very, very well. Over the years I have worked with Maureen she has shown a real passion for her work and has extremely strong inter-personal skills and can be relied 100% to deliver on time. It is a pleasure working with Maureen and I would have no hesitation in recommending Alliance HR to my network."

Lynn HarrisHead of Stirling University Innovation Park

"Our business has always outsourced our HR support needs in the face of ever more demanding, often complicated and frequently changing employment and workplace related legislation and practices. We found a great match for our needs in Alliance HR 15 years ago – professional, astute, prompt, very straightforward to work with and happily recommended."

Alan RalphManaging Director, Daysoft Limited

These HR Policies are definitely right for you if:
You are keen to make sure that your HR policies don’t let you a down in the future.
You know that having a set of legally compliant HR policies in place will help you sleep easier at night.
You want to save tens, if not hundreds of hours by not having to produce these policies yourself.
You want to save hundreds of pounds by not having to employ someone to update your current policies.
You have not updated your HR policies for a while even though there have been developments in employment law since they were last updated and you appreciate that these policies have been prepared by one of the UK’s leading employment barristers, whose job it is to keep on top of current legislation.

Limited Time Offer

For a limited time period we are offering the full HR Policy Library, consisting of 26 legally approved HR Policies for £495.00 plus vat. If you would prefer to purchase any single policies these are also available for £65.00 plus vat.