Staff procedures – Law Journals

Staff procedures: Create or update a homeworking policy

Tony Hadden and John Hunter conclude our series with a look at how to ensure homeworking arrangements are as effective as possible during the Covid-19 pandemic and beyond ‘There is no specific legal entitlement to work from home but, given the law on flexible working and discrimination, employers must consider all homeworking requests carefully.’ Even …

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Staff procedures: Create or update an employee surveillance policy

Joe Aiston, Joe Pengelly and Sean Nesbitt continue our series with some advice on reviewing your monitoring strategy in light of changing technology ‘Surveillance typically fans fears of a dystopian future, but this desire to improve understanding of how employees feel about work and increase their wellbeing signals a largely positive and welcome intention.’ The …

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Staff procedures: Create or update a health, safety and wellbeing policy

Jane Hannon, John Gollaglee and Poppy Williams continue our series with a look at how to address mental health and wellbeing issues in the workplace through effective policies ‘Employers are increasingly opting to use a standalone policy on mental health and stress in the workplace.’ Health and safety policies have not featured as a high …

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Staff procedures: Create or update a workplace relationships policy

As Valentine’s Day approaches, Michael Ryley continues our series with a look at whether employers should draw up a relationships policy and what form this might take ‘However the employer decides to draw the balance between individual liberty and promoting a fair and orderly working environment, some sort of policy is advisable to define the …

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Staff procedures: Create or update a drugs, alcohol and smoking policy

Briony Richards continues our series with a look at the issues to consider when drafting a policy to manage drug and alcohol misuse, smoking and vaping at work ‘When faced with an employee who may be abusing drink or drugs, it can be difficult for managers to decide whether to follow the organisation’s disciplinary policy …

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Staff procedures: Create or update a whistleblowing policy

David Whincup and Clare McNicholas continue our series with a look at the key issues to consider when drafting a whistleblowing policy ‘A good policy will both provide procedural guidance and help to manage everyone’s expectations.’ A whistleblowing policy may not necessarily be at the top of your pile of essential policies and procedures to …

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Staff procedures: Create or update a social media and internet policy

Anne Pritam, Imogen Heywood and Kate Higgins look at how employers can protect their business by implementing a robust and effective social media and internet policy ‘Employers need to decide what their tolerance is towards employees’ social media and internet use in the workplace.’ Use of social media, instant messaging and the internet is continuing …

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Staff procedures: Create or update a data protection policy for employees

Kirsti Laird and Josie MacLeod explain what your policy should contain to minimise the risk of staff breaching data subjects’ rights ‘While there is no express requirement to have a data protection policy, an employer can use this as evidence that it is taking its data protection obligations seriously and to demonstrate compliance with the …

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Staff procedures: Create or update an effective family leave policy

Anna Scott and Nicola Ihnatowicz explore what a family leave policy should contain in light of recent cases on shared parental leave and the forthcoming right to parental bereavement leave ‘Employees are protected from suffering detriment or dismissal for exercising their right to take family leave.’ Employees have the right to several types of family …

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Staff procedures: Create or update a special leave policy

Michelle Last continues our series with advice on drawing up a policy to manage leave requests if there is no statutory right to time off – for example if the employee is undergoing gender reassignment or elective surgery ‘If an employer treats an employee less favourably in relation to absence for gender reassignment than it …

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