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UK HR Policies

HR policies in the UK help define and standardise how an organisation operates, often included as part of employee handbooks or contracts of employment.

Policies provide procedures for dealing with various people management issues, such as disciplinary actions and grievances, protecting both employees and businesses against legal risks posed by HR legislation and HR legalities.

Health & Safety Policy

Health and safety is of utmost importance in any business, and UK employers must have a written policy in place to demonstrate compliance with law. The written policy must outline their company’s aims and arrangements for managing health and safety, with it signed off by either an owner or most senior member of management and displayed publicly, e.g. on a staff notice board.

First and foremost in any policy should be its statement of intent, outlining company responsibilities for health and safety in clear language and using simple terminology. Furthermore, the statement should indicate that its content will be regularly reviewed.

The second section of a policy should outline who has specific responsibilities for health and safety within an organisation, using charts or diagrams in larger companies to show this hierarchy of responsibility. Furthermore, it must detail how employees will receive information, instructions, training or any necessary updates regarding safety matters from within their workplace and also how any health and safety risks will be managed including risk assessments, procedures or consultation with groups such as safety committees.

Performance Management Policy

Performance Management Policies are integral parts of an effective HR strategy. They outline what managers must do if an employee’s performance falls below expected standards, including any formal action taken as a result of poor performance. If possible, employers should attempt to resolve performance issues at an informal stage before turning to formal Performance Management procedures.

If an informal stage fails to bring about change, a manager will initiate a formal meeting between themselves and their employee, giving at least 10 working days notice of such meeting to both parties involved. An employee has the right to bring along either their trade union representative or work colleague for any formal meetings; The HR Department provides advice and assistance as necessary.

At this formal stage of the process, an employee will meet for a discussion to review their performance and identify any reasons for poor results. At this meeting, specific measurable objectives must also be established that must be accomplished within an agreed upon timeline.


UK HR policies cover an array of subjects, such as employment laws, compensation and employee benefits. Some policies such as the National Minimum Wage may be required by law while others are recommended as best practices. HR managers are responsible for creating these policies and ensuring they are adhered to.

UK laws specify an upper limit to how many hours an employee can work in any week and must offer at least 5.6 weeks of paid annual leave, including 8 public holidays (also called bank days). Outlining these policies in your policy document helps avoid confusion or miscommunication.

As well, the UK offers its National Health Service; however, many employers provide additional coverage with private insurance options. Common employee benefits in the UK may also include childcare services, paternity leave payments and vacation/holiday pay – these should all be taken into consideration before hiring employees there.


Employees in the UK are legally entitled to at least 5.6 weeks of paid holiday each year (including bank holidays), known as their “statutory leave entitlement”. Individuals working variable hours such as agency workers or on zero-hours contracts may only receive certain days.

Most businesses tend to close for bank holidays, though certain businesses such as shops and call centres may remain open with policies permitting staff members to work during this period without violating employment law.

Employers may offer their employees more than the statutory minimum of 5.6 weeks’ vacation, which should not fall below this amount. Any changes should not decrease this entitlement below this threshold.


Discipline does not always connote punishment or restraint, however. Instead, discipline means teaching someone what constitutes acceptable behavior, including setting rules and standards they should abide by such as wearing their hat when in direct sunlight, or not smoking during school hours. Discipline also involves rewarding good behavior while punishing any that goes beyond acceptable boundaries.

Human Resources policies (HR policies) are high-level requirements or guidelines that all functional areas within an organization must follow to comply with employment legislation and procedures, typically documented in an employee handbook. HR policies may or may not contain contractual rights depending on how they’re worded.

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