Hot topic! With an increasing number of Employment Tribunals in this area, employers should have clear guidance for employees in use of social media channels at work.

Covering related statutory provisions – employers may offer enhanced benefits if desired

This policy was updated under the Equality Act 2010 and covers equal treatment on the basis of all 'protected characteristics' under the Act.

Updated in June 2014 following the revision of the Flexible Working Regulations where all staff have a statutory right to apply for flexible working, providing they have 26 weeks service.

Sometimes, employees fail to meet the standards you require – this policy will help you handle these sensitive situations carefully to assist the employee to make the necessary improvements or where all else has failed, to manage their exit from the business.

If you are not using staff but decide to use the services of consultants or contractors who are self-employed or part of another company, then this contract will be useful to set out the conditions upon you agree to do business and to clarify the nature of the working relationship.

Following the introduction of the Shared Parental Leave Regulations in 2014, this policy provides a practical guide to implementing procedures should you receive a request.

A guide to detecting and resolving issues related to employee use of alcohol and drugs and the impact at work.

Bullying can be unlawful, if it is related to one of the protected characteristics under the Equality Act 2010.  This policy guides you through what constituates bullying or harassment and how to handle it fairly.

Covering all statutory provisions, this policy also guides you through the procedures for handling maternity related matters.

There are many reasons an employee may not be able to attend work, other than sickness. This policy attempts to cover these circumstances and how to manage them, in accordance with statutory provisions. Includes jury service, bereavement and emergency leave.

For use where the nature of the work is casual and cannot be guaranteed. Casual workers have less employment rights than permanent staff.

Covering statutory arrangements in relation to adoptive leave.