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 or bullying. 1.2 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. 1.3 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: 1.3.1 bullying (see paragraph 3); 1.3.2 standard harassment, based on protected characteristics (see paragraph 5); or 1.3.3 sexual harassment (see paragraph 6). If you have any queries, please refer to [the HR department]. 1.4 This policy has been drafted with the assistance of [trade union representatives OR a representative group of employees], to ensure that it is workable, clear and easy to understand.

1 Introduction 1.1 This policy sets out an overview of the Company’s arrangements for ensuring we meet our health and safety obligations to our staff and other stakeholders, such as visitors to our premises and those affected by our work. 1.2 This policy is non-contractual and the Company may amend it at any time. 1.3 The Company intends this policy to act as a guide to assist in our ongoing operational decision-making process and a marker against which any implemented procedures can be assessed. 1.4 The actual processes and procedures that the Company has developed and put in place to meet these overriding goals are contained in the following documents, which will be continually adapted and improved to ensure they achieve the required results and continue to meet our overriding goals: Document name Document role Location Health and safety plan Sets out the arrangements to ensure the health and safety of our stakeholders [insert detail] Health and safety risk assessment Establishes any health and safety risks and the measures taken to mitigate, transfer, avoid or reduce those risks [insert detail] [insert details of any other relevant reports or assessments] [insert detail] [insert detail] 2 Our stakeholders 2.1 Our key stakeholders are: 2.1.1 [our

1 Introduction 1.1 This policy sets out an overview of the Company’s arrangements for ensuring we meet our health and safety obligations to our staff and other stakeholders, such as visitors to our premises and those affected by our work. 1.2 This policy is non-contractual and the Company may amend it at any time. 2 General statement of health and safety policy 2.1 The Company considers the maintenance of a positive health and safety culture to be an important part of the way in which we conduct our business, and we acknowledge that, as a business, we have a responsibility to our employees and other staff members, [clients OR customers], suppliers and other stakeholders in relation to health and safety matters. 3 Responsibility for health and safety 3.1 [Insert name and/or position] has a key role in ensuring the systems and controls we have in place are effective and has overall responsibility for compliance and for overseeing the implementation of this policy.

1 Introduction 1.1 It is important that you take your holiday (annual leave) entitlement to allow time for rest and relaxation, and we encourage you to take your full holiday entitlement, at regular intervals throughout the year. This policy sets out the approach that [enter name of organisation] (the Company) will take in relation to holiday. 1.2 [The Company requires those who wish to book time off work for religious observance, such as attendance at a particular religious festival, to use annual leave for this purpose. This policy therefore also applies to such leave requests.] 1.3 This policy applies to all [employees OR staff]. It does not apply to consultants[, contractors] [, volunteers] [, interns]. 1.4 [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]].] 1.5 This policy does not form part of any contract of employment and the Company may amend it at any time. 1.6 The Company’s holiday year runs from [1 January to 31 December OR 1 April to 31 March OR [insert other holiday year dates]]. 2 Paid holiday entitlement

1 Introduction 1.1 For the purposes of this policy, ‘homeworking’ means working all (or almost all) of your working hours from your home or another suitable remote location in the UK as agreed with your manager.[ It does not mean a ‘hybrid working’ arrangement, where staff attend the workplace for part of their working time and work from home or another suitable remote location for part of their working time. For details of our policy on hybrid working, see the Company’s [Hybrid working policy].] 1.2 This policy does not envisage home, or remote, working from outside the UK, as this would involve significant additional legal and practical issues, affecting both you and the Company.[ If you wish to work from a location outside the UK, you must obtain prior approval in writing from the Company, via your manager, before doing so. The procedure for considering such requests will be explained to you when you make your request. Note that you should not travel to work abroad without the prior approval of your manager[ and any such travel must be in accordance

1 Introduction 1.1 Our hybrid working arrangements are designed to provide staff with a better work/life balance, increase flexibility and job satisfaction, enhance productivity and performance, and help us to put our ‘physical’ time in the workplace to better use. This policy sets out the Company’s policy on hybrid working. 1.2 For the purposes of this policy, ‘hybrid working’ means working part of your working hours on-site in the workplace and part of your working hours from home or another suitable remote location[ or locations] in the UK as agreed with your line manager. Hybrid working is also known as agile working, blended working or split working. [It is an informal flexible working arrangement. ]Hybrid working is not the same as homeworking, where the employee works all (or almost all) of their working hours from home or another suitable remote location.[ For details of our policy on homeworking, see our [Homeworking policy].] 1.3 This policy does not envisage remote working from outside the UK, whether on a short-term or long-term basis, as this would involve significant additional legal and practical issues, affecting

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 In relation to personal data, under Assimilated Regulation (EU) 2016/679, UK General Data Protection Regulation (UK GDPR), the Company must: 1.2.1 use technical or organisational measures to ensure personal data is kept secure, including protection against unauthorised or unlawful processing and against accidental loss, destruction or damage; 1.2.2 implement appropriate technical and organisational measures to demonstrate that it has considered and integrated data compliance measures into the Company’s data processing activities; and 1.2.3 be able to demonstrate that it has used or implemented such measures. 1.3 The purpose of this policy is to: 1.3.1 protect against potential breaches of confidentiality; 1.3.2 ensure all our data assets and IT facilities are protected against damage, loss or misuse; 1.3.3 support the Company’s [data protection policy] in ensuring all staff are aware of and comply with UK law and the Company’s procedures applying to the processing of personal data; and 1.3.4 increase awareness and understanding in the Company of the requirements of information security and the responsibility of staff to protect the confidentiality and integrity of the data that

You must read this policy because it gives important information about: • the Company’s rules on the use of internet, email, telephone and other communications systems at work, including in relation to confidentiality, security and personal use; • how the Company monitors the use of those systems; • your rights and obligations in relation to data protection; • the consequences of failure to comply with this policy; and • review and training. Once you have read and understood this policy, please confirm that you have done so by signing and returning the attached copy to [insert name and/or position, eg the IT Manager]. 1 Introduction 1.1 The Company recognises that the use of email and internet can save time and expense, and is an important part of the way we work. However, it brings with it certain risks, some of which may involve potential legal and financial liabilities for both the Company and the individual, eg: 1.1.1 inadvertently entering into contracts or commitments on behalf of the Company; 1.1.2 introducing malware into the Company’s systems; 1.1.3 breaching copyright or licensing rights; 1.1.4 breaching data protection rights; 1.1.5 breaching confidentiality and security; 1.1.6 defamation; and/or 1.1.7 bullying, harassment and discriminatory conduct. 1.2 This policy aims to

You must read this policy because it gives important information about: • the Company’s rules on the use of internet, email, telephone and other communications systems at work, including in relation to confidentiality, security and personal use; • how the Company monitors the use of those systems; • your rights and obligations in relation to data protection; • the consequences of failure to comply with this policy; and • review and training Once you have read and understood this policy, please confirm that you have done so by signing and returning the attached copy to [insert name and/or position, eg the IT Manager]. 1 Introduction 1.1 The Company recognises that the use of email and the internet can save time and expense, and is an important part of the way we work. However, it brings with it certain risks, some of which may involve potential legal and financial liabilities for both the Company and the individual, eg: 1.1.1 inadvertently entering into contracts or commitments on behalf of the Company; 1.1.2 introducing malware into the Company’s systems; 1.1.3 breaching copyright or licensing rights; 1.1.4 breaching data protection rights; 1.1.5 breaching confidentiality and security; 1.1.6 defamation; and/or 1.1.7 bullying, harassment and discriminatory

1 Introduction 1.1 The Company believes that job-sharing, as well as appropriate use of part-time work, will benefit both: 1.1.1 individual employees who, because of family commitments, further education, other interests or other reasons, do not want to work full time; and 1.1.2 the business, by the preservation and retention of skills and experience which might otherwise be lost to the Company. 1.2 Job-sharing is not the same as part-time work. A part-time job is a complete job which requires fewer hours work in each week than a full-time job. Job-sharing is the sharing of a full-time job by two people. All the functions are divided and allocated between two employees. Each of them has the same range of duties as in the full-time job, but does that job at a different time from their job-sharing partner. Therefore, job-sharing is essentially a partnership or collaboration between the two people who are sharing the job, and can work only if they work well together. 1.3 Job-sharing can be introduced in three ways. Firstly, the Company will consider applications for job-sharing from existing full or part-time employees, whenever it considers that it is practicable.

1 Introduction Both individual staff members who work alone and their managers have a duty to assess and reduce the risks lone working presents. This policy should be read in conjunction with the organisation’s Health and safety policies. 2 Purpose and scope 2.1 This policy is designed to: 2.1.1 ensure staff are aware of the risks presented by lone working; and 2.1.2 identify responsibilities of staff and managers. 2.2 It applies to all staff who work alone, at any time, and their supervisors/line managers. 3 Who is a lone worker? 3.1 A lone worker is a member of staff who works by themselves without close or direct supervision. 3.2 The key characteristic is that they are physically isolated from colleagues, and may be without access to immediate assistance. 3.3 Examples include: 3.3.1 people who work from home; 3.3.2 mobile workers outside of their fixed base; 3.3.3 people visiting domestic and commercial premises; 3.3.4 people who work separately from others on the same premises (eg reception workers or people who work outside normal business hours); or 3.3.5 staff working among the organisation’s [customers OR clients] and business partners. 4 Responsibilities 4.1 [Insert organisation’s name] has specific responsibilities as employer in terms of health and safety. But you as employees also have responsibilities. 4.2

1 Introduction 1.1 This maternity policy sets out the rights and responsibilities of employees who are pregnant or have recently given birth. 1.2 This policy [has been agreed in consultation with [the trade union OR staff association OR employees] and] applies to all employees. [The health and safety aspects of this policy also apply to certain qualifying agency workers, as set out in paragraph 4. No other aspects of this policy apply to agency workers. Such workers may, however, have a right to maternity leave and pay etc from their agency and should contact them for further information.] This policy does not apply to consultants or self-employed contractors. 1.3 This policy is for guidance only and does not form part of your contract of employment. The Company may alter the terms of this policy from time to time and details of any alterations or additions will be notified to you. [This policy covers 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