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Contracts, Policies and Procedures

contracts policies and proceduresGetting the right contracts, policies and procedures in place ensures that both employers, managers and employees know where they stand.

If you require specialist legal advice or assistance relating to contracts, policies or procedures, book an initial consultation with one of our experienced Employment Law Solicitors by calling 0800 086 2929, emailing info@elitelawsolicitors.co.uk or by completing our Free Online Enquiry Form.

Why are Contracts of Employment important?

All workers must be given a statement of their essential employment terms on day one of their employment. In addition, a Contract of Employment is a good opportunity to be clear about matters such as who owns the IP the employee creates, what obligations are owed in respect of confidential information both during and after the working relationship and whether the employee is permitted to work elsewhere. Contracts of Employment can also impose Restrictive Covenants, preventing staff from poaching clients, suppliers and colleagues. Our contracts are not just templates but tailored to your business, making sure that they work for you, and that Restrictive Covenants are more likely to be enforceable.

Does my business need a Staff Handbook?

Staff Handbooks are not just for large organisations. Whatever size of business you have, we recommend policies and procedures to assist managers and inform staff on various aspects of the working relationship.

Disciplinary Procedures

Disciplinary procedures form part of the essential terms that must be set out for all workers. This is best done by a simple clause in a Contract of Employment referring to a separate procedure set out in the Staff Handbook. Procedures should guide managers on how to deal with employee misconduct as well as letting the employee know how the matter will be dealt with, and how to exercise their right of appeal.

Capability Procedures

Capability Procedures set out what to do when an employee’s performance drops below expectations or when their ill health prevents them from carrying out their job satisfactorily.

Grievance Procedures

Grievance Procedures inform employees how they can make an internal complaint about matters as wide ranging as problems with their pay and allegations of harassment. How to raise a grievance is one of the essential terms that must be set out for all workers. This is best done by the Contract of Employment referring to a separate procedure that details to whom complaints should be made, how they will be dealt with and how to appeal a grievance decision.

Equality, Diversity and Inclusion Policies

Equality, Diversity and Inclusion Policies set out the organisation’s approach to equality issues. They are a basic first step in defending allegations of discrimination, provided of course that they are communicated to workers and actually followed.

Harassment Policies

Harassment Policies are the first step in an employer complying with their duty to prevent sexual harassment. They should set out a zero-tolerance attitude to all forms of harassment, inform staff how to raise allegations of harassment and detail what the employer will do on receipt of allegations.

Flexible Working Policies

Flexible Working Policies detail how employees can make requests for flexible working and inform managers how they should be considered.

Home and Hybrid Working Policies

Home and Hybrid Working Policies inform employees of the organisation’s policy on home and hybrid working and set out the arrangements and expectations of employees working from home.

Parental Leave Policies

Parental Leave Policies detail arrangements for maternity and paternity leave and pay, as well as shared parental leave and adoption leave. They can also detail entitlements to time off for ante natal and adoption appointments as well as parental leave and time off to care for a dependant.

Holiday Policies

Holiday Policies set out some of the details around managing holiday requests. They can specify how to make a holiday request, what happens when staff aren’t able to take holiday because they are sick or on parental leave, and remind staff that they will lose holiday if not taken before the end of the holiday year.

Sickness Policies

Sickness Policies inform staff and managers as to what is expected when an employee is sick. They detail the procedure for the employee to inform their manager they are sick, the need for doctor’s notes, sick pay available and what happens when the employee returns to work. They can also detail what might happen if an employee is persistently sick or on long term absence.

Compassionate Leave Policies

Compassionate Leave Policies give the organisation’s policy on the paid or unpaid leave available to employees suffering bereavements or other difficult family emergencies.

IT Policies

IT Policies cover everything from cyber security to fair personal use of company equipment.

Gifts and Hospitality Policies

Gifts and Hospitality Policies make clear that employees must comply with the Bribery Act, as well as setting out what is and is not considered acceptable in terms of accepting gifts and hospitality from suppliers.

Anti Facilitation of Tax Evasion Policies

Anti Facilitation of Tax Evasion Policies are an important step in ensuring that staff are informed about their responsibilities to ensure that they are not playing any part in tax evasion, for which the employer could be liable.

Whistleblowing Policies

Whistleblowing Policies inform staff how they can raise issues and make clear that victimising whistleblowers is not acceptable.

Data Protection Policies

Data Protection Policies detail staff responsibilities for data protection.

Privacy Notices

Privacy Notices inform staff how their personal data will be stored and used.

Social Media Policies

Social Media Policies set guidelines for employees’ use of social media. Whilst everyone is entitled to a private life, the social media age has produced countless examples of employees’ misuse of social media reaching the Employment Tribunal. A good social media policy recognises that staff will use it and sets out the employer’s expectations on how they behave.

Dress Codes

Dress Codes set out details of uniforms or other expected forms of dress.

Expenses Policies

Expenses Policies detail what can and cannot be claimed as a business expense, how expenses should be authorised, and the process for claiming expenses.

Contracts, Policies and Procedures: Make a Free Enquiry

If you require specialist legal advice or assistance relating to contracts, policies or procedures, book an initial consultation with one of our experienced Employment Law Solicitors by calling 0800 086 2929, emailing info@elitelawsolicitors.co.uk or by completing our Free Online Enquiry Form.

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