Easy! Download My UK Employee Handbook 2019 for small business.
The Employee Handbook template (word document), enables you to clearly communicate to your staff from the outset the policy and procedures that they must follow while working in your organization.
Why Do You Need an Employee Handbook for 2019
They clearly set out the entitlement and rights of staff, and they set out the policies and procedures that must be followed, enabling an organization and it's staff to act according to employment legislation.
Without one, your organization will most likely be in breach of employment legislation and be at risk of punitive action. Tribunal award costs against a losing employer can be substantially increased if it can be shown that the employer did not follow statutory procedures. This handbook sets out those statutory procedures.
What Policies Are Contained in the 2019 Employee Handbook?
The Employee Handbook 2019 contains all the essential policies: Annual Leave, Absence Policy, Maternity Policy, Paternity Policy, Shared Parental Leave Policy, Disciplinary Procedure, Grievance Procedure, Workstation Usage Policy, Equality Policy, Data Protection Policy, Flexible Working Policy, Redundancy Policy, Whistleblowing Policy, Working Time Regulations, Communications.
1. Annual Leave
The policy sets out the annual leave entitlements for staff along with the appropriate procedures that staff should follow in order to book holiday. Sub-headings include: requesting leave, carry leave over, sickness during annual leave, leavers, public holidays and unpaid leave.
2. Absence Policy
Having a clear policy on sickness demonstrates to the employees that you monitor sickness which will help to minimize staff sickness. The policy sets out the sickness absence procedure, sick pay entitlement, monitoring of absences, return to work interview, medical/hospital/dental appointments, compassionate leave,jury service.
3. Maternity Policy
Informs you as to your obligations to your pregnant women and their partners.Includes sections such as time off for antenatal care, statutory, maternity leave, statutory maternity pay, procedure, contractual benefits, health and safety, and returning to work.
4. Paternity Policy
Informs you as to your obligations to parents. Includes sections such as, What is Shared Parental Leave?, Who is eligible for Shared Parental Leave?, The Shared Parental Leave entitlement, Notifying the organisation of an entitlement to Shared Parental Leave, Requesting further evidence of eligibility, Fraudulent claims, Discussions regarding Shared Parental Leave, Booking Shared Parental Leav, Statutory Shared Parental Pay (ShPP)
5. Shared Parental Leave
Informs you as to your obligations to partners of pregnant women and new fathers. Includes sections such as ordinary paternity leave entitlment, Ordinary Statutory Paternity Pay, What happens if you don't qualify, Length of Ordinary Paternity Leave, additional paternity leave and pay.
6. Discplinary Policy
Describes the situations that can lead to disciplinary action which are: poor performance, misconduct and gross misconduct. Includes sections on Suspension, Informal Action, Formal Action, Right of Appeal and Right to be accompanied.
7. Grievance Policy
Describes how the organization should handle staff grievances and includes sections on The Informal Procedure, The Formal Grievance Procedure, Right to be accompanied, Right of Appeal, Timescales
8. Workstation Usage Policy
The purpose of this policy is to ensure that your organization meets the requirements of the Display Screen Equipment (DSE) Regulations and that the risk to the health and safety of employees who use DSE is minimised. Includes sections on scope, procedures, eye tests, supply of glasses, employer duties, Self Assessment Display Screen Equipment Questionnaire
9. Workstation Usage Policy
The purpose of this policy is to ensure that your organization meets the requirements of the Display Screen Equipment (DSE) Regulations and that the risk to the health and safety of employees who use DSE is minimised. Includes sections on scope, procedures, eye tests, supply of glasses, employer duties, Self Assessment Display Screen Equipment Questionnaire
10. Equality Policy
The purpose of this policy is to enable the organization to be committed to eliminating discrimination and encouraging diversity amongst our workforce.
11. Data Protection Policy
The purpose of this policy is to enable the organization to be committed to eliminating discrimination and encouraging diversity amongst our workforce. Contains sections on, Responsibilities of Staff, Data Security Rights to Access Information, Processing Sensitive Information, Publication of Company Information, and Retention of Data.
12. Redundancy Policy
In the unfortunate event of having to make staff redundant, the Company will act in accordance
with all relevant legislation and this policy. This policy includes sections on: Redundancy Situations, Mitigating the Numbers Made Redundant, Consultation, Selection, Redundancy Payments, Notice periods, and Appeals.
13. Flexible Working
Policy
This policy ontains sections on, What are the rights?, What kind of changes can be applied for? How to apply for Flexible Working, What details should be included?
14. Whistleblowing Policy
This policy includes sections on: What is whistleblowing?, What is PIDA? , What is a qualifying disclosure?, What are the consequences for me of blowing the whistle? ,What does whistleblowing NOT apply to? .
15. Computer Usage Policy
This policy includes sections on: Protection against Viruses, Installation of Software, Internet and Email Use, Mobile Computing, Prohibited Activities, User names and passwords, Virus Protection and Personal use of IT equipment
Do you want to see a sample of some of the policies in the handbook?
Kazim Ladimeji MCIPD. Director of Thecareercafe.co.uk
Terms
We would like to make it clear that this document is sold on the basis that you will get suitable advice from an employment law specialist before using it and that you will adjust it to suit your own business situation.
This is handbook is a guide provided for informational purposes and does not constitute legal advice. You should contact an employment law solicitor to obtain advice with respect to any particular issue or problem.
