What are HR policies?
HR policies and procedures serve as the foundation of employee management, guiding organisations through a myriad of workplace scenarios. According to the Chartered Institute of Personnel Development (CIPD), the relevance of human resources policies has never been more evident.
HR policies are written guidance on how a wide range of issues should be handled within an organisation. They include a description of principles, rights and responsibilities for managers and employees. They play a key role in supporting fairness and consistency across an organisation, as well as potentially helping to protect the organisation against legal claims. However, it’s communication and implementation, that’s crucial in ensuring effectiveness.
Why do we need HR policies?
HR policies can support trust, fairness and inclusion by outlining the responsibilities of both employer and employee. They can impact employee motivation, organisation reputation and the ability to attract and retain talent, creating mutual benefits for employees and organisations.
HR policies can also provide clear guidance that reflects regulations, for a range of issues. This can help avoid involvement with employment tribunal claims.
Policies and procedures that are regularly reviewed and updated will assist a company in meeting legal obligations. For instance, a clear health and safety policy will assist an employer in communicating its obligations to provide a safe workplace environment and will explain how the employer aims to meet the requirements imposed on the business by legislation.
Formal policies and procedures save time and stress when handling HR issues. The absence of written policies results in unnecessary time and effort spent trying to agree on a course of action. With strict guidelines already in place, employees simply have to follow the procedures and managers just have to enforce the policies.
Effective HR policies and procedures ensures that everyone in the organisation understands and adheres to specific employment laws and regulations, such as the Equality Act 2010 in the UK, which legally protects individuals against discrimination. It’s essential for organisations to regularly review and update their human resource documents to ensure compliance.
The importance of having a staff handbook
An employee handbook outlines your legal obligations as an employer and the rights as an employee. It contains important information on your company’s policies and procedures, detailing what employees need to know about their workplace.
Staff handbooks are a useful induction tool for new hires, using it to provide a comprehensive guide to the company. It helps ensure key company policies are consistently communicated, providing information on the company’s mission, values and culture.
Your staff handbook needs to be written clearly, concisely and in simple language to avoid confusion. It informs employees what is expected of them, defining procedures and ensuring staff are accountable for their actions. Line managers should use the handbook as a reference point to deal with initial queries, which should minimise the need for day-to-day assistance from HR.
Staff handbooks are important to protect you as an employer, but the value lies in the accuracy and relevance. For your staff handbook to be fit for purpose it needs to be updated as soon as possible in line with changes in legislation. For this reason, it should be a live document which is reviewed on a regular basis. It is important your staff handbook evolves as the business changes, adapting to the demands of the organisation.
At Lovewell Blake, we can draft all your HR Policies, so you can make sure they are legally compliant, and your company isn’t exposed to unnecessary risks, as you grow your workforce.