Staff Policies

Tips on developing your staff policies?

Before new staff policies are introduced plan the following:

  • What is the purpose of the new staff policy and why do you need it?
  • Give someone overall responsibility for staff policies.
  • Consider the potential costs of the policy?

Research – the subject of your staff policies, the policy needs to meet the specific need of your business and not be unlawfully or discriminatory. It will also need to tie in with your disciplinary procedures, employee contracts and other policies.

Preparing – for change staff policies are more likely to be accepted by staff if they are involved in the process.

Developing – remember, with staff policies it’s important to strike a balance between control and practicality.

Changing - check when changing staff policies whether or not the changes touch on any part of the policy that is contractual. Employees must agree to contractual changes unless their contracts allow you to make variations. If you fail to get employees' agreement, they could be entitled to sue for breach of contract, or resign and claim constructive dismissal.

Implementing – decide how your staff policies will be communicated to staff, this may include the following methods:  
  • displayed on notice boards  .
  • added to the company network or intranet
  • given by presentation or with training  
  • included in a staff handbook
  • emailed to staff or sent as a letter
Reviewing – set up a system to monitor and maintain staff policy. See that someone is responsible for implementing and monitoring the policy keeping it under review and making sure it stays current.    
Encourage feedback- staff feedback will help to check your staff policy: 
  • is not damaging business by being restrictive as to be unworkable.
  • is available easily to everyone.