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.

How to handle whistleblowing – employees are obligated to report any wrongdoing they witness at work if they believe it to be in the public's interest. They must not be treated unfairly by having come forward.

A statutory policy for any organisation employing 5 or more employees – this is a practical policy covering aspects such as fire procedure, first aid, accidents and risk assessment.

A guide to handling short and long term sickness absences and adhering to statutory provisions and best practice.

A guide to the recruitment process – from producing a job description, advertising, shortlisting, interview technique and job offers.

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.

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.

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

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.

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.

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

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