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.

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.

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 related statutory provisions – employers may offer enhanced benefits if desired

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

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.

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

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.

Similar to the permanent employment contract but for a fixed term or temporary opportunity.

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

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