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Template Resources

Policies

HR policies play an important role in ensuring your organisation is compliant with employment legislation. They outline intended practices and are used as a reference guide to support decision making. In this section you will find a number of template policies that can be customised to your individual business requirements.


Covid-19 Policy

This policy is a general Covid-19 policy that covers the steps your organisation has in place to mitigate the risk associated with Covid-19 in the workplace. It covers risk management procedures, requirements for self-isolation and vaccination requirements.

Positive Covid-19 Policy

This Policy sets out what is expected of employees in terms of their attendance at work, and what they are required to do if they are absent from work due to Covid-19.

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Diversity and Inclusion Policy

This Policy sets out your organisations commitment to create a workplace environment that is fair, flexible and encourages the contribution and capabilities of a diverse workforce.

Casual Conversion Policy

Businesses with 15 or more employees are required to review the employment status of every casual employee on their 12 month anniversary to determine if they are eligible to be offered a permanent position. The policy outlines the requirements to ensure your business is compliant.

Modern Slavery Policy

Entities in Australia with annual consolidated revenue greater than $100 million over a reporting period, must report annually on the risks of modern slavery. Other entities can report voluntarily. This policy can help your business clarify its commitment to abolishing modern slavery.

Gender Equality in the Workplace Policy

This Policy is to ensure your business fulfils its obligations under the Workplace Gender Equality Act 2012, by developing and implementing a workplace program which will attempt to eliminate discrimination and contributing to gender equality in employment and in the workplace.

Discrimination, Bullying and Harassment Policy

This policy is to ensure employees and contractors are aware of their rights and responsibilities in the workplace, to create a workplace that is free from any form of bullying, harassment or discrimination. A must have policy in any business!

Evacuation Policy and Procedure

This policy is to ensure all employees, contractors and visitors are aware of the Emergency Evacuation Procedure. All businesses must have an Emergency Evacuation Procedure in place for all work sites in order to meet Work, Health & Safety obligations.

Mental Health and Well-Being Policy

According to government figures, at any given time, one in five employees are likely to be experiencing a mental health condition. This policy is to ensure a healthy and safe workplace where employees feel supported during a period of mental health challenges.

First Aid Policy

To ensure businesses meet their Work, Health & Safety obligations, all workers must have access to First Aid. This policy is to provide a framework for the effective use of first aid facilities and includes the provision of first aid personnel (First Aid Officers), supplies and facilities.

Manual Handling Policy and Procedure

To help businesses meet their Work, Health & Safety obligations, this policy ensures strategies are in place to minimise the risks to employees/workers associated with manual handling tasks and workplace ergonomics.

Environmental Policy

This policy is to ensure that the operational and administrative aspects of a business do not cause undue harm to the environment. This policy captures how this will be achieved by taking all reasonable and practicable measures to prevent or minimise harm to the environment.

Managing Fatigue Policy

Businesses have a duty under the relevant Work, Health and Safety legislation to prevent and/or to minimise fatigue in the workplace, as far as reasonably practicable. This policy captures how this may be achieved through consultation and risk management.

Personal Protective Equipment Policy

The need for Personal Protective Equipment (PPE) will be determined through the risk management process and businesses may be required to provide PPE to their employees/workers to meet their Work, Health & Safety obligations. This policy provides an overview of the PPE provided and maintained by your business.

Work, Health and Safety Policy

All businesses and employees/workers have Work, Health & Safety obligations under relevant legislation. This Policy clearly outlines the responsibilities of all stakeholders within the business and promotes a workplace that protects the health and safety of employees, customers, contractors and visitors.

Employee Rehabilitation Policy

Under Work, Health & Safety and Workers’ Compensation legislation, businesses are required to establish a workplace Return-To-Work Program to assist injured workers to return to work following an injury that occurs during the course of the workers employment. This policy aims to communicate the Rehabilitation Process supported by your business.

Workplace Violence Policy

This policy aims to communicate a business’ zero tolerance for violence and aggression towards employees. However, despite preventative measures, violence and aggression towards employees may occur. If a violent incident does occur, this policy outlines the positive action that will be taken to minimise the impact of the event.

Flexibility Policy

Employees have a right to submit a request for flexible work arrangements to achieve an effective balance between their work and outside-work commitments. This policy outlines the process to employees on how to make a flexible work request and how your business will consider such requests.

Workplace Surveillance Policy

This policy, aligned to the Workplace Surveillance Act 2005 (NSW), aides businesses to communicate to their workers/employees the requirement to undertake surveillance in order to protect the premises and its property, monitor employees to ensure employees comply with their legal obligations and monitor the production processes in the workplace.

Working from Home Policy

This Policy ensures that working from home arrangements are consistent with the needs of your business and the individual employee. This policy clearly outlines all arrangements in relation to working from home, including eligibility criteria, conditions, health and safety requirements, responsibility of property and costs.

Termination of Employment Policy

This Policy outlines the differing methods that the employment relationship may end/terminate and all associated responsibilities for managers and employees of your business. Including (but not limited to) notice periods, exit procedures, resignations, involuntary separation (dismissal), abandonment of employment, redundancy/retrenchment and death.

Onboarding Policy

The purpose of this Induction Policy is to outline the induction process that all new workplace participants/employees of your business will participate in upon commencement of employment. By clearly defining these expectations in this policy, it aides in transitioning new hires into your business and increases employee/talent retention.

Time in Lieu Policy

You may wish to offer time off in lieu as an option to manage additional hours worked by your employees. This policy ensures that managers and employees have an understanding of the use of time in lieu arrangements, are aware of the procedures and all employees are treated consistently.

Rostered Days Off Policy

You may wish to provide your employees with Rostered Days Off (RDOs). This Policy provides for the implementation of RDOs to ensure the smooth operation of the RDO system to enable employees to take their RDOs at appropriate times while ensuring disruptions to the business are minimised.

Incentive and Bonus Policy

This policy is to clearly outline the eligibility and process associated with determining any bonus payments for your employees. It may also capture what forms the basis of the bonus or bonus framework, such as meeting Key Performance Indicators (KPIs).

Leave Without Pay Policy

This policy provides an overview of the circumstances Leave Without Pay may be requested by your employees, what considerations will be taken by the business for this leave to be approved and the obligations surrounding such approval.

Parental Leave Policy

This policy provides an overview of parental leave entitlements and important information in relation to eligibility and the application process, aligned to applicable legislation. If you choose to provide company-paid parental leave benefits, this may also be captured in this policy.

Leave Policy

This general Leave Policy ensures employees get the time off they are entitled to, without leaving the business short-staffed. It captures your business’ leave practices to ensure absences are fair and reasonable, along with the employees entitlements to leave, when it can be taken and how to apply for it.

Family and Domestic Violence Leave Policy

As part of promoting health and safety to all employees, this Policy is intended to heighten awareness of domestic violence as an issue that may need to be addressed in the workplace, and outlines your business’ commitment to supporting staff that are victims of domestic violence.

Travel Expense Policy

This Travel Expenses Reimbursement Policy provides guidelines for the reimbursement of expenses reasonably incurred when employees are required to perform work outside the ordinary place of work or attend functions such as conferences or training sessions.

Mobile Phone Policy

This Policy is to provide your employees with guidelines regarding the appropriate use of their company supplied mobile phones and private mobile phones used during the course of performing duties for your business.

Email and IT Policy

This policy sets out guidelines for acceptable use of the computer network, including internet and email by employees of your business and communicates the primary purpose for which access to the internet and email is provided to assist employees in carrying out the duties of their employment.

Credit Card Policy

This policy provides an overview of the responsibility of any employees working for your business who are provided with a company credit card for work related purposes. Includes the processes surrounding obtaining a card, lost cards, acceptable use, record keeping requirements and payment of card expenses.

Bring your Own Device Policy

You may wish to allow employees to use their privately-owned IT equipment such as smartphones, tablets, laptops, wearables and PDAs for work purposes if they are explicitly authorised to do so. This policy sets out guidelines for those employees using their private technology for work purposes.

Probationary Policy

This policy confirms the requirement of all new employees to complete a period of probationary employment (‘probation period’). It explains your business’ approach to the probationary period, i.e. to assess the suitability of new employees before ongoing employment is confirmed.

Performance Feedback Policy

This policy ensures employees are aware of the requirement to conduct and partake in formal Performance Reviews. It also outlines how your business may expect the process to take place to assist your employees to reach their full potential and develop their skills.

Managing Performance Policy

This policy is to ensure all employees in your business are aware of your internal performance process and the steps that will be taken to support, coach and develop team members. Also captures the process Managers will follow to ensure employee performance is addressed in a fair and consistent manner.

Learning and Development Policy

This policy captures the business’ commitment to support and foster employee learning and development in each employee’s role. This policy ensures employees are aware of their rights and responsibilities in relation to workplace learning and development within your business.

Educational Assistance Policy

This Policy is to outline the assistance your business may provide to employees who wish to undertake relevant continuing education courses with your approval. This Policy covers the financial assistance and assistance with working arrangements, which may be provided to assist employees balance the demands of work and further studies.

Social Media Policy

This policy may be used in conjunction with and Internet, Email and Computer Use Policy and the Contract of Employment/Service. This Policy is intended to provide guidelines for employees’ personal use of Social Media and for employees’ use of Social Media on behalf of your business, both current & future.

Code of Conduct Policy

This policy promotes professionalism, ethical conduct, trust and teamwork. It provides protection to your brand, and ensures compliance with relevant laws/regulations. This Code doesn’t aim to address every situation, law and requirement, however it does highlight important information employees need to know, and where to find more information.

Vehicle Policy

This Policy outlines the conditions and obligations of employees use of company provided vehicles. Including; responsibility of expenses, maintaining the vehicle, use while on leave, safety, licences & return of the vehicle.

Whistleblower Policy

This policy ensures that businesses have sound procedures to allow all workers and their families to identify and report genuine concerns about illegal conduct or any improper state of affairs pertaining to the business, without fear of reprisals; and to communicate the protections available under this policy and Whistleblower Laws.

Risk Management Policy

This policy is to ensure businesses promote a safe workplace and recognises that to ensure this; risks must be identified, assessed and eliminated or controlled. This policy outlines the business’ strategies and procedures on how this may be achieved.

Grievance Policy

This policy aims to ensure consistent treatment in the handling of personal grievances in the workplace, through the provision of a procedure to follow in the event a personal grievance arises. Also aides to communicate to employees/workers what a grievance is; and the steps taken when a grievance is raised.

Drug and Alcohol Policy

This Policy outlines a business’ commitment to a safe workplace and is aimed at preventing/minimising, any risk of injury or harm to its employees/workers, contractors or agents, from the use of alcohol or drugs. It describes the standards of behaviour expected, employees/workers responsibilities, and the consequences of breaching the policy.

Conflict of Interest Policy

This Policy provides an overview of what may constitute a conflict of interest for your employees/workers, contractors and agents. It specifies the responsibilities of all parties in order to ensure all potential conflicts of interest are disclosed.

Anti-Bribery and Corruption Policy

This policy aims to communicate a business’ zero-tolerance approach to bribery and corruption and to confirm commitment to conducting your business with integrity and high ethical standards. This policy also provides clear direction to your employees/workers on what is considered bribery and corruption in your business.

Redundancy Policy

This Redundancy Policy sets out your business’ policy when a position has been made redundant and has impacted your employee resulting in a termination of employment (retrenchment). This policy provides an outline or guidelines for the redundancy process, notice period, redeployment, severance pay, transfer of business and more.

Talent Attraction and Selection Policy

This Policy is to ensure fair approaches to recruitment, assessment and selection processes within your business, ensuring consistency with equal opportunity principles, balancing the need for candidate confidentiality, whilst promoting a timely and efficient process.


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