1 Introduction 1.1 We hold personal data (or information) about job applicants, employees, clients, customers, suppliers, business contacts and other individuals for a variety of business purposes. 1.2 Under Assimilated Regulation (EU) 2016/679, UK General Data Protection Regulation (UK GDPR), individuals (known as ‘data subjects’) have a general right to find out whether we hold or process personal data about them, to access that data, and to be given supplementary information. This is known as the right of access, or the right to make a data subject access request. The purpose of the right is to enable the individual to be aware of, and verify, the lawfulness of the processing of personal data that we are undertaking. 1.3 [Our data protection officer, [insert name and contact details] OR [insert job title or department]] is responsible for ensuring: 1.3.1 that all data subject access requests are dealt with in accordance with UK GDPR and other relevant legislation and guidance; and 1.3.2 that all staff have an understanding of UK GDPR and other relevant legislation and guidance in relation to data subject access requests and their personal responsibilities

1 Introduction 1.1 [As set out in the Company’s [equality policy], the OR The] Company is fully committed to providing equal opportunities for all employees, workers and job applicants, and to eliminating unlawful and unfair discrimination. The Company aims to create a culture that encourages and values diversity and that appoints, rewards and promotes staff based on merit. 1.2 The Company recognises that it has a duty to protect the health, safety and welfare of its employees and other staff, and to protect them from discrimination and other prohibited conduct at work. 1.3 The Company is committed to fostering a safe and supportive workplace culture for members of staff who experience domestic abuse, to taking action against perpetrators but also to rehabilitating an employee who comes forward to say they have been using abusive behaviours. 1.4 The aim of this policy is to: 1.4.1 ensure that all members of staff understand what domestic abuse is; 1.4.2 send a clear message that domestic abuse is not tolerated inside or outside the workplace, and that the Company will support any staff member who is, or has been, affected by domestic abuse;

1 Introduction 1.1 The fundamental aim of the Company’s dress code and appearance policy set out below is to ensure that employees present a positive image of the Company, and appear clean, neat and professional and businesslike through their attire and personal appearance at work. 1.2 The dress code and appearance policy is also designed to ensure that employees are safe and dressed appropriately. The Company recognises the diverse nature of its workforce in terms of culture, religion and disability. However, health and safety considerations take priority when applying this policy. 1.3 The dress code and appearance policy[ has been agreed in consultation with [trade unions, namely [enter details] AND/OR our staff association AND/OR employees] and] applies to all employees. The provisions in paragraph 4.1 on protective clothing apply to workers as well as employees. 1.4 The Company is the sole judge of what is, and what is not, appropriate attire for the purposes of this policy. 1.5 This dress code and appearance policy is not exhaustive in defining acceptable standards of dress and appearance and employees should use common sense in order

1 Designated section 1.1 Each employee's workstation is in a designated section, each with its own: 1.1.1 designated exit points from the building; 1.1.2 designated assembly area outside the building; 1.1.3 designated [enter title, eg Emergency Marshals]; 1.1.4 [enter details, eg fire extinguisher, first aid kit, safety equipment,

1 Policy statement 1.1 The Company is fully committed to promoting equality, diversity and inclusion (sometimes referred to as EDI), by which we mean: 1.1.1 equality: providing equal opportunities and fairness for all employees, workers and job applicants, and eliminating unlawful discrimination; 1.1.2 diversity: recognising, respecting and valuing the differences in our people’s protected characteristics, backgrounds, skills and experience and encouraging gender diversity, age diversity, ethnic diversity, diverse physical ability and neurodiversity in our workforce; 1.1.3 inclusion: ensuring a workplace culture that is fair and safe for all staff, that values our differences and enables each person to be themselves, achieve their potential and thrive at work. 1.2 The Company will not unlawfully discriminate against any employee, worker or job applicant because of any 'protected characteristic' recognised by current legislation, namely: 1.2.1 age; 1.2.2 disability; 1.2.3 gender reassignment; 1.2.4 marriage or civil partnership status; 1.2.5 pregnancy and maternity; 1.2.6 race (including colour, nationality and ethnic or national origin); 1.2.7 religion or belief; 1.2.8 sex; or 1.2.9 sexual orientation. 1.3 [In addition, the Company will not treat any employee, worker or job applicant less favourably because: 1.3.1 [they are (or are not) a trade union member; AND/OR 1.3.2 they work part-time or on a fixed-term basis; AND/OR 1.3.3 of their socio-economic background; AND/OR

1 Policy statement 1.1 The Company is fully committed to promoting equality, diversity and inclusion (sometimes referred to as EDI), by which we mean: 1.1.1 equality: providing equal opportunities and fairness for all employees, workers and job applicants, and eliminating unlawful discrimination; 1.1.2 diversity: recognising, respecting and valuing the differences in our people’s protected characteristics, backgrounds, skills and experience and encouraging gender diversity, age diversity, ethnic diversity, diverse physical ability and neurodiversity in our workforce; 1.1.3 inclusion: ensuring a workplace culture that is fair and safe for all staff, that values our differences and enables each person to be themselves, achieve their potential and thrive at work. 1.2 The Company will not unlawfully discriminate against any employee, worker or job applicant because of any 'protected characteristic' recognised by current legislation, namely: 1.2.1 age; 1.2.2 disability; 1.2.3 gender reassignment; 1.2.4 marriage or civil partnership status; 1.2.5 pregnancy and maternity; 1.2.6 race (including colour, nationality and ethnic or national origin); 1.2.7 religion or belief; 1.2.8 sex; or 1.2.9 sexual orientation. 1.3 [In addition, the Company will not treat any employee, worker or job applicant less favourably because: 1.3.1 [they are (or are not) a trade union member; OR 1.3.2 they work part-time or on a fixed-term basis; OR 1.3.3 of their socio-economic background; OR

1 Introduction 1.1 This policy sets out Company guidelines for the reimbursement of travel, hotel and other expenses you may incur while on Company business. It also sets out the procedure for obtaining reimbursement, including the evidence you must provide and the level of authorisation you must obtain. 1.2 This policy applies only to employees. It does not apply to agency workers, [suppliers, ]consultants[, contractors] [, volunteers] [, interns] or casual workers. 1.3 The Company will reimburse all reasonable expenditure incurred in accordance with this policy. Any attempt to make an expenses claim that is fraudulent, or in breach of this policy, may lead to disciplinary action. 1.4 This policy does not form part of any contract of employment and the Company may amend it at any time, eg to take account of changes in procedure or expense thresholds. You will be notified in writing of any change. 1.5 In providing reimbursement of expenses, the Company will comply with its obligations in respect of PAYE deductions for income tax and National Insurance contributions. 1.6 If you are uncertain as to whether a particular expense will be reimbursed, please contact the [Accounts OR HR] department before the expense is incurred.

1 Introduction 1.1 This policy sets out the approach that [enter name of organisation] (the Company) will take in relation to staff seeking leave to undergo, or to accompany a partner undergoing, fertility treatment. 1.2 ‘Fertility treatment’ is a broad term which refers to medical procedures and interventions used to assist individuals or couples who are having difficulty conceiving a child. Treatments range from taking medicines to boost fertility, to undergoing more invasive treatment such as in vitro fertilisation (IVF). IVF typically involves stimulation of the ovaries to produce eggs, collection of the eggs under sedation (the 'follicular puncture'), fertilisation and then the transfer of an embryo to the woman’s uterus. 1.3 There is currently no legal right for time off work to undergo (or accompany someone undergoing) fertility treatment. There is also no specific legal protection for individuals undergoing fertility treatment. However, where a woman is undergoing IVF treatment, she is deemed to be

1 The Company permits employees to work flexible hours in most departments and positions.[ Exceptions are [state any exceptions].] Employees who wish to work under the flexitime system must apply to [enter details, eg the Human Resources department] in writing for consideration of their job for flexitime. They may not start to work flexible hours unless and until they receive a written notice of the change to their terms of employment incorporating the flexitime system. Flexitime is voluntary and employees may continue to work the fixed hours specified in their contract of employment. 2 All employees must work a weekly minimum of [enter number,

1 Introduction 1.1 [Insert organisation’s name] recognises the potential of artificial intelligence (AI) to transform the way we work, improve the services we provide and our competitiveness. 1.2 We are committed to ensuring we use AI tools in a secure and responsible way, respecting confidentiality and third-party rights. This includes any AI tools used by third parties on our behalf. 1.3 This policy provides guidance to staff on using [and deploying ]generative AI (GenAI) tools in the course of your work, the circumstances in which we will monitor use of GenAI, and the action we will take if this policy is breached. It should be read in conjunction with other policies that are relevant to the use of AI in the workplace, eg: 1.3.1 data protection policy 1.3.2 information security policy 1.3.3 confidentiality policy 1.3.4 equality policy 1.3.5 harassment and bullying policy 1.3.6 social media policy 1.3.7 [insert next] 1.4 This policy applies to all individuals, including employees, workers, temporary and agency workers, contractors, interns, volunteers and apprentices (referred to as ‘staff’ in this policy). 1.5 We will review and update this AI policy regularly to take account of changes in technology, legal obligations and best practice.

1 Introduction 1.1 The Company runs its business[es] with integrity. All of us must work together to ensure that it remains untainted by bribery or corruption. This policy is integral to that effort and we are all, the board and all employees of the Company, bound by it. 1.2 This policy covers the offer or receipt of gifts or hospitality to ensure that any legitimate expenditure is recorded and does not improperly affect the outcome of procurement, application or any other business transaction. 2 Offer and receipt of gifts and hospitality 2.1 The Company forbids any officer or employee of the Company from soliciting any gift or hospitality in the course of their employment whether for, or on behalf of, themselves or any third party. 2.2 The Company forbids any officer or employee of the Company from offering to, or receiving from, any person or organisation who has had, has or may have any influence over the business of the Company, any gift or hospitality (whether for, or on behalf of, themselves or any third party) which is unduly lavish or extravagant or otherwise inappropriate, or which could

1 Policy statement 1.1 [Insert name of employer] is committed to ensuring that all its staff are treated with dignity and respect and treat others in the same way. We believe that all staff, regardless of role or status, have the right to work in an environment which is free from any form of harassment and/or bullying. 1.2 This policy should be read together with our [Equality, diversity and inclusion policy]. 1.3 This policy applies to all staff working for us, whether at our premises, at home or elsewhere, including agency workers, apprentices, consultants, contractors, directors, employees, homeworkers, interns, temporary workers and volunteers. 1.4 All staff[, and all agency and temporary staff, contractors and others working at our premises or elsewhere alongside our staff,] are required to read this policy and to ensure that they understand what types of behaviour may amount to: 1.4.1 bullying (see paragraph 3); 1.4.2 standard harassment (see paragraph 5); or 1.4.3 sexual harassment (see paragraph 6). If you have any queries, please refer to [the HR department]. 1.5 This policy has been drafted with the assistance of [trade union representatives OR a representative group of employees], to ensure