Employment Policies and Procedures
Specialist legal advice for robust workplace policies
Stay compliant with help from our solicitors
We’ll ensure that your employment policies and procedures are relevant, compliant and tailored to your business. This is key to your workforce knowing what’s expected of them and will help to shape the culture of your organisation.
Discrimination and equal pay complaints are on the rise and compliance is key. Our team of employment law and HR specialists will work with you to understand your organisation, the culture and what you want to achieve.
Once we have a thorough understanding of your organisation, our team will ensure adequate consideration is given to issues such as flexible working, equal pay, maternity leave and other employment-related issues.
Which policies are mandatory for employers?
The following policies are mandatory for employers to have:
- Health and safety: this applies to companies with five or more employees and should cover who is responsible for ongoing risk assessment, fire and electrical safety and the distribution of a workplace manual
- Terms and conditions of employment: employees should be given a written copy of their terms and conditions of employment, including rates and frequency of pay, pension entitlements, and notice period
Which policies aren't mandatory?
Whilst the following policies are not mandatory, it’s recommended that employers have them in place. Otherwise. they could face Employment Tribunal claims relating to these areas:
- Equal opportunities: this should outline which types of discrimination are prohibited based on protected characteristics, and where discrimination has taken place, the company’s complaints procedure, as well as the staff responsible for enforcing the policy
- Disciplinary and grievance procedures: this policy should provide guidance on investigation, disciplinary hearing and potential appeal against a decision of the employer
- Data protection, monitoring and surveillance at work: the employer should have a policy in place that clearly explains the gathering and use of personal data
- Email, internet, and social media policy
- Anti-harassment and bullying policy
- Sickness absence policy
- Flexible working policy
- Maternity/paternity and adoption leave and pay
Can my employees ask for flexible working?
If an employee has worked for you for 26 weeks’ continuous service, whether full-time or part-time, they can request flexible working.
If an employee has already made a request for flexible working, they cannot make another request until 12 months later.
If an employee’s claim for equal pay is successful, what can they claim?
If an employee’s claim is successful, they can claim up to six years’ worth of compensation. Their contract will be treated as if it had always contained the same pay or other relevant term as the other person’s contract.
Each term of the contract is considered separately. So, if certain terms in a man’s and woman’s contract are different the woman may be able to bring a claim for the terms that are less favourable in her contract compared to the man’s contract.
How should I implement my company’s policies and procedures?
To make your policies effective to employees, you should ensure that:
- They are written down in an employee handbook so they can easily be referred to.
- Any policy breaches are managed efficiently and as set out in the policy.
- You regularly review your policies and procedures to ensure they are still relevant to the company.
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Your policies and procedures are central to fostering an engaged, loyal workforce. We'll support you in creating robust, compliant practices in the workplace.
