Pulling corporate policies and procedures together can seem daunting, as there are so many you can have.
You can introduce this all in one go in a Staff Handbook, or you can focus on what's most important and build on the bank of policies bit by bit.
If you're taking this latter approach, the best place to start is with the mandatory policies an employer must have. These policies are as follows:
A. Disciplinary Procedure
All employees must be provided with a contract/statement of the particulars of their employment within a month of their employment. This document is required under Section 1 of the Employment Rights Act 1996. The Act requires that there is a reference to any disciplinary, dismissal and grievance procedures within this section 1 document. The disciplinary policy will set out the proper, fair procedure which will be followed in instances of disciplinary action, which is central to the law on unfair dismissal.
B. Grievance Procedure
As stated above, the ERA 1996 requires that a company references their grievance procedure in the section 1 statement provided to employees. The grievance procedure provides a clear mechanism for raising complaints formally. Having the policy ensures you've complied with your legal obligation and sets out clear ways for your employees to communicate complaints and concerns and how the company will handle them.
C. Health & Safety Policy
Mandatory if you have more than five employees. The policy has the aim of protecting workers from harm while at work. This includes protection from physical harm and potential health complications resulting from their work. Having the policy in place has moral benefits whilst protecting an employer from a financial and legal point of view.