Company handbook uk

Thursday 27 January , 1pm — 2pm Our free seminar for employee advisors is part of our campaign — Mind The Bump, which runs throughout January to stamp out pregnancy and maternity discrimination in the workplace. This is designed… … Read more…. Pregnancy and Maternity Leave — Best Practice for Employers 1pm — 2pm Thursday 20 January Fiona Martin, Director and Head of Employment Law, will present this seminar on how to manage pregnancy and maternity, focusing on how to ensure… … Read more….

Martin Searle Solicitors is the trading name of ms solicitors ltd, which is authorised and regulated by the Solicitors Regulation Authority, and is registered in England under company number Meet the Team Meet The Team. News and Events News Events Newsletter. Contact Us Contact Us. So while it can be quite daunting to produce a handbook it is well worth it. The contract of employment is legally binding and so any element of that which is expanded upon in the handbook is likely to be deemed part of the contract and so legally binding for example: calculation of remuneration, annual leave entitlement etc.

Therefore these should not be changed without appropriate consultation with the staff concerned. For those elements not in the employment contract then you can specify whether these are contractual or not in the handbook. It is usually beneficial to make such things non-contractual so they can be changed if necessary without getting the consent of the workforce.

You can build in a "flexibility clause" to the handbook which gives you the right to amend the handbook from time to time when necessary e. Well you can start from scratch if you like.

Here are some of the sections that you may wish to include:. However the templates available on this page can significantly help you to produce an effective employee handbook quickly and efficiently - and for free! Within two months of the employee starting employment, the employer should give the employee a written statement of Initial Employment Procedures. Details of disciplinary rules should be included. The policy itself should include:.

It's important to set out how an employee can raise a grievance, and how the employer should respond. Harassment in the workplace is something that must not be tolerated, in any shape or form. It will in most cases cause a damaging effect on those that have been the target of it and others who have witnessed it taking place, which may possibly impact their health, confidence, morale, and work performance.

An Employee Handbook should include a policy on harassment, which should clearly explain that it is a disciplinary offence and that those that have been the target of it should raise any incidents through the detailed grievance procedure. It is clearly written in the law that there are set laws that protect whistleblowers from their employers subjecting them to detriment or dismissing them because they have spoken up if they believe that something is wrong.

A whistleblowing policy outlines an internal system for employees to report, investigate and rectify any wrongdoing. Although all businesses hope that they will always be able to avoid redundancies, they are an unfortunate fact of business life. Employment law sets out clear rules on the process that should be followed when managing redundancies.

Zaarly Zaarly is a home service provider aggregator platform based in multiple US cities. EF Education First Education First has created an elementary and adorable employee handbook that everyone would want to read.

Disqus This one is balanced between legal policies and company culture. What Makes an Ideal Employee Handbook Sample A great employee handbook should communicate your core values, house rules, procedures, and company culture as directly as possible. Good HR handbooks wear many hats! Share this: Twitter Facebook. The Best Sample Employee Handbooks. Top 10 Employee Policies to have in your Employee Handbook.

Easily create, distribute, track, and update your online employee handbooks. Company Info. Book a Demo Contact Pricing. Social Networks.