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HR Policies

Why do you need workplace policies?

Policies establish what is and isn’t acceptable behaviour in your workplace. By having clear policies, you can more effectively manage or avoid conflict with your employees, ensure you are complying with the law, and even prevent lawsuits against your business.

Anti-bullying and harassment policy 
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As an employer, you have a legal responsibility under the occupational health and safety and anti-discrimination law to provide a safe workplace. Bullying and any type of harassment is unacceptable, which is why having this policy is a must! It allows you to set clear boundaries and defines what will happen if anyone in the workplace blurs the boundaries. It also contains definitions and procedures for lodging and managing complaints of bullying and harassment.

Anti-bullying and harassment policy
Anti-sexual harassment policy
Anti-sexual harassment policy
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Sexual harassment is against the law. As with all types of harassment, you and your employees need to respond quickly and appropriately. This policy breaks down what is classed as sexual harassment and the steps involved when dealing with a complaint of sexual harassment. It reinforces the need for management to lead by example and have responsibilities for implementing and upholding a zero-tolerance policy. A must-have policy for every employer to ensure compliance with legislation.

Attendance, absence and abandonment of employment policy
Attendance, absence and abandonment of employment policy
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You can tell employees what is expected for their attendance at work and what they are required to do if absent from work, but if it’s not in a policy, it can be difficult to take action without it backfiring on you. This policy also provides guidelines for managers and employees where employees don’t come to work for such a long time that it may seem like they’ve abandonment their employment.

Code of conduct policy
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Outlining your company’s set of rules or minimum standards for work-related behaviour is often referred to a ‘code of conduct’. It also covers the consequences for employees who breach these requirements.

Code of conduct
Company motor vehicle policy
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If you have a company vehicle that is driven by employees, you will need this policy to ensure they are aware of their responsibilities and requirements when driving company vehicles.

Company motor vehicle
Customer service policy
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Setting your company’s expectations about how to treat customers and what to do if a customer complains will help your company build and maintain a great reputation. It will also help you effectively performance manage an employee if they don’t meet the expectations outlined in the customer service policy.

Customer sevice
Domestic violence policy
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This policy acknowledges family and domestic violence are serious issues that exist within the community. If employees are affected by family and domestic violence, it may have a significant impact on the workplace, including performance or attendance at work. The domestic violence policy outlines the response and support available.

Domestic violence
Equal employment opportunity and anti–discrimination policy
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As an employer, you have a legal responsibility under the Anti-Discrimination Act to provide equal employment opportunities in your workplace. If you see discrimination as a major no-no and want to set clear rules on what constitutes discriminatory behaviour and what actions your business could take, then this policy is a must-have. It promotes equal opportunity principles defines key concepts, outlines best practice, and how complaints will be handled.

Equal employment
Family responsibilities policy
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Outlining your company’s commitment to providing a flexible, supportive and accessible workplace enables you to comply with legislative requirements for employees with family or caring responsibilities. The family responsibilities policy outlines the process for handling requests for flexible work arrangements.

Family
Fitness for work (drug and alcohol) policy
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If an employee is under the influence of drugs or alcohol at work, having this policy will enable you to take appropriate action. It also assists your company to comply with legislative requirements to provide a safe and healthy work environment.

Fitness drug alcohol
Gifts, gratuities, and tips policy

This policy helps your employees know what is expected of them if they are offered gifts, gratuities, and tips in the workplace.

gifts
Grievance handling policy
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The purpose of this policy is to provide direction for employees if they have an issue in the workplace (referred to as grievances). This grievance handling policy gives you advice about what to do if you have a grievance and what will happen if you make a formal complaint. It will also help your company to address the grievance in a timely and confidential matter.

Grievance
Information communication technology use policy
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Clearly outlining what is (and, importantly, what is not) considered acceptable use of technology available to employees in the workplace can assist your business in saving money over time.

ICT
Inspection policy
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Having this inspection policy clarifies to your employees your company’s position about the right to inspect items they bring or take out of the workplace. It also outlines the approach that will be taken, if it is deemed necessary, to inspect their belongings.

Inspection
Leave policy
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This leave policy clearly defines when employees are eligible for leave and outlines the process for requests, approvals, and administration of annual, personal, and other leave. Having this policy will assist you to comply with the law as it covers legislation for domestic violence situations.

Leave
Mental health and wellbeing policy
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Do you want a healthy and safe working environment for your employees? Having this policy in place provides guidance to establish, promote and maintain the mental health and wellbeing of all employees through workplace practices and encourages employees to take responsibility for their own mental health and wellbeing. This policy promotes a positive culture and is centred around employer values and recognises a management system that ensures compliance with work health and safety legislation, Codes of Practice and Australian Standards.

Mental health
Personal use of the telephone at work policy
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If you want to limit the personal use of the business phone in the workplace, this policy helps employees manage personal use of the telephone at work. It provides guidelines for employees in relation to the acceptable use of the telephone at work, when the phone can be used, and what is not considered acceptable use.

Telephone
Privacy policy — employees
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To comply with the Privacy Act 1988 (Commonwealth) and Australian Privacy Principles (APPs), your workplace must be committed to safeguarding the personal information it collects. This policy outlines your ongoing obligations to employees about how their personal information is managed by the business.

Privacy
Remote and hybrid work policy
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Both your company and your employees have a duty of care to maintain work, health, and safety standards when working remotely. This policy sets out the expectations, conditions, and possible risks for the company and employees in relation to remote working environments.

Remote work
Social media policy
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Sometimes people post things on social media that can damage the reputation of a business. If you want to lower the risk of your employees doing so, this policy provides clarity to employees on how to conduct themselves on social media in relation to your business.

Social media
Underperformance, discipline and termination policy
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When discipline and termination issues arise, you need to ensure employees are treated fairly and equitably. This policy assists managers involved in the disciplining and termination of employees to meet industrial law standards for termination of employment. It applies both to the reason for the dismissal and the manner in which the dismissal is carried out.

Termination
Work-related social functions policy
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Clearly outline your company’s expectations of employees at work-related functions with reference to work, health and safety, and the code of conduct with the work-related social functions policy.

Social functions
Workplace surveillance policy Qld or NSW
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If your company has surveillance in the workplace, you need to meet statutory obligations and ensure workers reasonable privacy expectations under your state government’s applicable legislation. This policy is a formal notification to employees about the workplace activities that fall within the definitions of surveillance.

Surveillance
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