1 Introduction 1.1 The Company recognises that during periods of severe weather or when there are disruptions to public transport, staff may face difficulties in getting to and from [their usual place of] work and a flexible approach to work arrangements may therefore be necessary. 1.2 The Company expects its staff: 1.2.1 to attend for work unless authorised leave (for example annual holiday, sick leave, maternity or other family-related leave) is being taken; 1.2.2 to make reasonable efforts to get to work in all circumstances; 1.2.3 where usual travel arrangements have broken down or are otherwise unavailable, to explore all possible alternative modes of transport, including walking or cycling if distance allows and it is safe to do so; and 1.2.4 where travel difficulties are predictable, to work with [the Company OR your line manager OR HR] to prepare for such eventualities. 1.3 The Company is committed to protecting the health and safety of its workforce. You are not expected to put yourself at unnecessary risk in travelling. However, the Company must ensure that any disruption caused to the [Company OR business OR services it provides] is minimised and therefore expects all employees to take the minimum

1 Introduction 1.1 This policy sets out the Company’s policy on attending antenatal appointments (whether as the mother or the mother’s companion). The policy is designed to be as comprehensive as possible and contains a summary of the main statutory rights that employees and agency workers have. It also sets out the steps you should take either if you are pregnant and need to attend an antenatal appointment, or if you wish to accompany an expectant mother to such an appointment. 1.2 This policy applies only to employees and, in certain circumstances, to agency workers. It does not apply to consultants[, contractors] [, volunteers] [, interns] or casual workers. 1.3 [This policy has been agreed in consultation with [the trade union OR the staff association OR the employees].] 1.4 This policy is for guidance only and does not form part of any contract of employment. We may alter the terms of this policy at any time and you will be notified of any alterations or additions .[ This policy covers the rights employees and agency workers are given by law but is intended to be a summary

1 Introduction 1.1 Bribery and corruption remain a major issue in world trade, despite the many dedicated efforts to prevent them. Our legal obligations are primarily governed by the Bribery Act 2010. That Act affects us, as a UK company, if bribery occurs anywhere in our business[es]. 1.2 Corruption and bribery are very damaging to the societies in which they occur. They divert money and other resources from those who need them most and hinder economic and social development. They damage business, not least by increasing the cost of goods and services. 1.3 The Company runs its business[es] with integrity and in an honest and ethical manner. All of us must work together to ensure that our [business remains OR businesses remain] untainted by bribery or corruption. This policy is a crucial element of that effort. This policy is the personal responsibility of [enter position, eg the CEO], it has the full support of the Company’s board, and it is [enter position, eg the CEO]’s commitment to make sure it is followed. However, the policy needs the full support of you, the Company’s

1 Introduction 1.1 Bribery and corruption remain a major issue in world trade, despite the many dedicated efforts to prevent them. Our legal obligations are primarily governed by the Bribery Act 2010. That Act affects us, as a UK company, if bribery occurs anywhere in our business[es]. 1.2 Involvement in bribery or corruption exposes the Company and relevant individuals to criminal liability. It will also damage our reputation and the confidence of our [client OR customer]s, suppliers and business partners. 1.3 The Company’s position is simple: the Company conducts its business[es] to the highest legal and ethical standards. The Company will not be party to corruption or bribery in any form. Such acts would damage the Company’s reputation and expose the Company, and its employees and representatives, to the risk of fines and imprisonment. 1.4 We run our business[es] with integrity and in an honest and ethical manner. All of us must work together to ensure that our [business remains OR businesses remain] untainted by bribery or corruption. This policy is a crucial element of that effort and is the personal responsibility

1 Introduction 1.1 This policy sets out the rights and responsibilities of employees who wish to take bereaved partner’s paternity leave (BPPL). BPPL allows some fathers and partners time off work if the primary carer of a child dies on or after 6 April 2026. 1.2 This policy applies to all employees. It does not apply to agency workers, consultants or self-employed contractors. 1.3 This policy is for guidance only and does not form part of your contract of employment and we may amend it at any time. It outlines the rights employees are given by law but is intended to be a summary only and not a complete statement of your rights. Please contact [the HR department] if you have any queries about your entitlement. 2 Entitlement to bereaved partner’s paternity leave 2.1 Your right to BPPL depends (among other things) upon your relationship to the child or the primary carer, ie the child’s mother (in the case of birth), the child’s adopter (in the case of adoption) or the primary parental order parent (in the case of surrogacy). More information is provided below.

1 Introduction 1.1 The Company is committed to the highest standards of information security and treats confidentiality and data security extremely seriously. 1.2 This bring your own device (BYOD) policy supplements the Company’s other policies and procedures, which together place obligations on staff to take appropriate measures to safeguard Company information against unauthorised or unlawful use, accidental loss, destruction or damage, by extending and/or clarifying these obligations in relation to staff use of their own personal devices at work. 1.3 The purpose of this policy is to protect the Company’s confidential, commercially sensitive and personal information and to ensure the Company can comply with our legal and regulatory obligations, including those regarding data protection, record retention and audit by setting out the circumstances in which the Company may monitor your use of its systems; access, retrieve, remove and destroy data on your device; and the action the Company may take if you fail to comply with the obligations contained within this policy. 1.4 Except where indicated, this policy does not form part of any employee’s contract of employment and the Company

1 Introduction 1.1 This document sets out the Company’s policy in relation to career breaks, which will usually last between [insert number] months and [insert number] [months OR year[s] ]. In order to take a career break, you will be required to terminate your employment contract and the Company will endeavour to offer you employment in the same or a similar role in accordance with paragraph 5.[ If you wish instead to take a shorter break, during which your employment will continue, see the Company’s sabbatical policy, which is available from the [HR department].] 1.2 This policy applies only to employees. It does not apply to agency workers, consultants[, contractors], volunteers[, interns] or casual workers. 1.3 [This policy has been [agreed OR implemented following consultation] with [[enter name of relevant trade union(s)] OR [enter name of works council] OR [enter name of staff association]].] 1.4 This policy does not form part of any contract of employment and the Company may amend it at any time. 1.5 Career breaks are granted at the absolute discretion of the Company, and the Company’s decision is final. 1.6 You may wish to request a career break for a variety

1 Introduction 1.1 This policy sets out the approach that [insert name of organisation] (the Company) will take to the statutory right that employees have to take unpaid time off work to provide or arrange care for a dependant with a long-term care need, and the steps you should take if you need to make a request for such leave. 1.2 [This policy applies only to employees. It does not apply to agency workers, consultants[, contractors] [, volunteers] [, interns] or casual workers. OR This policy applies to all employees, officers, agency workers, consultants[, contractors] [, volunteers] [, interns] and casual workers.] 1.3 This policy has been [agreed OR implemented following consultation] with [[enter name of relevant trade union(s)] OR [enter name of works council] OR [enter name of staff association]]. 1.4 Depending on the circumstances, you may have the right to take time off under another policy. For example: 1.4.1 in an emergency situation, you may be entitled to time off to care (or arrange care) for a dependant; 1.4.2 on the birth or adoption of a child, you may be entitled to maternity leave, adoption leave, paternity leave shared parental leave

1 Introduction 1.1 Compassionate leave is designed to enable you to cope with the death of a close relative, make necessary arrangements and attend the funeral. It may also be granted where a close relative is seriously or critically ill. 1.2 This policy sets out the approach that [enter name of organisation] (the Company) will take in relation to compassionate leave and the steps you should take if you need to make a request for compassionate leave. 1.3 [The Company acknowledges the personal nature of bereavement and grief and is committed to supporting employees in practical and reasonable ways.] 1.4 [This policy applies only to employees. It does not apply to agency workers, consultants[, contractors] [, volunteers] [, interns] or casual workers. OR This policy applies to all employees, officers, agency workers, consultants[, contractors] [, volunteers] [, interns] and casual workers.] 1.5 [This policy has been [agreed OR implemented following consultation] with [[enter name of relevant trade union(s)] OR [enter name of works council] OR [enter name of staff association]].] 1.6 Employees have certain statutory rights to unpaid time off to deal with emergencies or unexpected events affecting their dependants. Further details are

1 Introduction 1.1 How we behave in and out of the workplace affects us all. Everyone has an important role to play in building and maintaining a culture of respect, inclusion, and ethical behaviour within our firm. This policy sets out our firm’s commitment to safe, fair, inclusive and respectful behaviour, our expectations for how we behave towards each other, our colleagues, clients and other third parties and how to act when you see or become aware of unacceptable behaviour by others. 1.2 [Insert name of firm] is committed to safe and fair treatment of everyone in our firm and other colleagues with whom we work. Our employment policies and practices are intended to actively foster and support ethical behaviour, staff wellbeing, inclusion and diversity. We prohibit harassment, bullying, discrimination and sexual misconduct in any form. 1.3 This conduct and behaviour policy should be read together with [our Code of ethics and ]our policies and guidance on: 1.3.1 [insert, eg equality, diversity and inclusion;] 1.3.2 [insert, eg bullying and harassment;] 1.3.3 [insert, eg stress and mental health;] 1.3.4 [insert, eg sexual misconduct;] 1.3.5 [insert, eg breach reporting;] 1.3.6 [insert, eg whistleblowing.]

1 Introduction 1.1 This policy supplements the Company’s [data protection policy (employment)]. 1.2 This document sets out the Company’s policy on asking questions about a prospective (or existing) employee’s criminal record, and carrying out Disclosure and Barring Service (DBS) checks. 1.3 This policy sets out our commitment to comply with the DBS Code of Practice and our data protection obligations, to treat prospective employees fairly and not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed. Its purpose is to set out how we comply with our data protection obligations in respect of criminal records information and seek to protect such information, and to ensure that staff understand and comply with the rules governing the collection, use and deletion of criminal records information to which they may have access in the course of their work. 1.4 We are committed to complying with our data protection obligations and the DBS Code of Practice in relation to criminal records information, in particular: 1.4.1 in relation to the circumstances in which we seek criminal records information;

You must read this policy because it gives important information about: • the data protection principles with which we must comply; • what is meant by personal data (or information) and special category data (or information); • how we gather, use and (ultimately) delete personal data and special category data in accordance with the data protection principles; • where more detailed privacy information can be found, eg about the personal data we gather and use about you, how it is used, stored and transferred, for what purposes, the steps taken to keep that data secure and for how long it is kept; • your rights and obligations in relation to data protection; and • the consequences of failure to comply with this policy. Once you have read and understood this policy, please confirm you that have done so by signing and returning the attached copy to [the data protection officer OR [insert job title or department]]. 1 Introduction 1.1 We obtain, keep and use personal data (also referred to as personal information) about job applicants and about current and former employees, temporary and agency workers, contractors, interns, volunteers and apprentices for a number of specific