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Policies
 We advise employers on how to prevent and defend discrimination claims. An essential feature of our advice is to encourage the structuring of in-house systems so they maximise protection against legal action. Fundemental to this process is the establishment and development of employment policies.
Not all employers need the same policies. We will evaluate your business’ needs so that you can proactively introduce appropriate measures, enabling you to minimise the time wasted on coping with crises.
Clear procedures for raising issues will help to reduce the risk that serious concerns are mishandled, whether by the employee or by the employer. Policies should not only be readily available and updated but also regularly and consistently enforced. Communication of them is vital so we recommend that employers ensure all managers, supervisors, employees and job applicants are aware of their existence and details.
In the event of a claim being brought before an Employment Tribunal the fact that a company has taken 'reasonably practicable' steps to prevent the acts complained of from occurring, should contribute to strengthen the employer’s case. The establishment and implementation of key policies can be a significant factor in the Tribunal’s deliberations.
Here is a sample of some of the issues you should consider establishing policies for:
- Absence management
- Career opportunities & training
- Communication
- Data protection, surveillance & privacy at work
- Discrimination
- Dismissal procedures
- Grievance procedures
- Maternity, paternity, adoption & family-friendly provisions
- Performance appraisal
- Recruitment & selection
If you would like to know more about practical policy solutions, please contact us.
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