1 Introduction 1.1 This policy outlines the rights and responsibilities of employees who are pregnant or have recently given birth and sets out the arrangements for pregnancy-related sickness, health and safety and maternity leave and pay. 1.2 This policy applies to all employees.[ The health and safety aspects of this policy also apply to certain qualifying agency workers, as set out in paragraph 5. 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 and we may amend it at any time. It outlines the rights employees and others 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. 1.4 In this policy, references to ‘EWC’ are to your expected week of childbirth,

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 In this policy the use of the term ‘menopause’ is adopted to cover both perimenopause and post-menopause. For guidance on the meaning of these terms, see paragraph 2 below. 1.3 This policy sets out the Company's policy on supporting women and others in the workplace who may be experiencing symptoms of menopause, which in certain circumstances may include trans, non-binary and intersex workers.[ It supplements the Company’s [equality policy].] 1.4 Menopause is part of the natural ageing process in a woman’s life. The Company recognises that: 1.4.1 the transition may not be an easy process for everyone; 1.4.2 menopause can affect an individual’s physical, psychological and emotional health and therefore can[ significantly] impact on the individual’s ability to work and their relationships with colleagues; 1.4.3 each employee is an individual and every

1 Introduction 1.1 This policy outlines the leave and pay we offer to employees whose babies are born premature or sick, and the arrangements for taking it. This type of leave and pay is known as neonatal care leave and neonatal care pay (or ‘neonatal leave’ and ‘neonatal pay’). 1.2 The aspects of this policy relating to neonatal leave (NCL)[ and contractual neonatal pay] apply only to employees. They do not apply to agency workers, consultants[, contractors] [, volunteers] [, interns] or casual workers. However, the aspects of this policy relating to statutory neonatal pay (NCP) apply to employees and also to those who are not employees but are in ‘employed earner’s employment’ with us[ (which would include most qualifying agency workers)]. If you are unclear as to whether you fall into this category, please contact [the HR department]. 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 and others are given by the law on neonatal leave and pay. It is intended to

1 Introduction 1.1 This policy outlines the arrangements for leave and pay for an employee who suffers the loss of a child (parental bereavement). It also identifies the practical steps we will take to support an employee while they are away from work, and on their return to work. 1.2 The aspects of this policy relating to parental bereavement leave (PBL)[ and contractual parental bereavement pay] apply only to employees. They do not apply to agency workers, consultants[, contractors] [, volunteers] [, interns] or casual workers. However, the aspects of this policy relating to statutory parental bereavement pay (SPBP) apply to employees and also to those who are not employees but are in ‘employed earner’s employment’ with us[ (which would include most qualifying agency workers)]. If you are unclear as to whether you fall into this category, please contact [the HR department]. 1.3 An employee may the statutory right to unpaid time off to deal with emergencies or unexpected events affecting their dependants. Further details are set out in our [dependants leave policy][, which provides for a certain amount of time off to be paid].

1 Introduction 1.1 This policy sets out the rights and responsibilities of employees who wish to take parental leave. Parental leave is available to both parents, whether of natural children or of adopted children. 1.2 This policy[ has been agreed in accordance with [the trade union OR staff association OR employees] and] applies to all employees. This policy 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. We may alter the terms of this policy from time to time and details of any alterations or additions will be notified to you.[ The 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 you have any queries about your entitlement. 1.4 [In this policy, any reference to ‘we’ or ‘us’ includes all group companies where appropriate.] 2 Eligibility 2.1 You will be eligible to take parental leave if: 2.1.1 you have or expect to have parental responsibility for a child under the age

1 Introduction 1.1 This policy sets out the rights and responsibilities of employees who wish to take parental leave. Parental leave is available to both parents, whether of natural children or of adopted children. 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 parental leave 2.1 You will be eligible to take parental leave if: 2.1.1 you have or expect to have parental responsibility for a child under the age of 18; and 2.1.2 you are taking the leave to care for that child. 2.2 You will be considered to have parental responsibility for a child for these purposes if you are their biological mother or father (this is the case whether or not they live with you) and

1 Introduction 1.1 This policy outlines the arrangements for paternity leave following the birth or placement for adoption of a child. The policy is designed to be comprehensive, and contains a summary of the main statutory rights which employees have[ and any additional benefits we may, at our discretion, provide]. Certain other people may also be entitled to paternity leave and pay, namely: (a) foster parents who have children placed with them with a view to adoption, and (b) those who have entered a surrogacy arrangement with a woman, and have been granted, or intend to apply for, a parental order in relation to the child that she bears—please contact [the HR department] for further details. 1.2 This policy applies to all employees. The aspects of this policy relating to statutory paternity pay (SPP) apply to employees and also to those who are not employees but are in ‘employed earner’s employment’ with us (this would include most qualifying agency workers). If you are unclear as to whether you fall into this category, please contact [the HR department]. No other aspects of this policy apply

1 Introduction 1.1 This policy outlines the circumstances in which our employees may be entitled to paternity leave and pay and sets out the arrangements for taking it. 1.2 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 and others 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. 1.3 The policy may apply to a man or a woman. The references to a child include children, where there has been a multiple birth (eg, twins), or where more than one child is placed as a result of the same adoption arrangement. 1.4 Before birth or placement for adoption, you may also be entitled to take unpaid time off work to accompany the mother of the child to antenatal appointments, or to accompany the other parent involved in the adoption placement to adoption appointments; please refer instead to our Antenatal Appointments

1 Introduction 1.1 This policy sets out how we will manage and support you during your probationary period. It also provides a framework for managers to set out expected standards of performance and conduct, provide support, training and feedback during the probationary period, and assess your suitability for the role. 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. Please contact [the HR department] if you have any queries about your probationary period or this policy. 1.4 In most cases, new employees are hired on a trial basis and employment will be subject to an initial probationary, or trial, period. Confirmation of this, the length of the probationary period, the maximum length of any extension to it and any conditions attached to it will be set out in your contract. 1.5 During probation, either you or we may terminate your employment by giving the notice set out in the probationary period clause of your

1 Introduction 1.1 This document sets out the purpose of the Company’s quiet room. 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. 1.2 The Company has introduced a quiet room policy for employees or visitors of all faith groups, and none, to use during work breaks for quiet religious observance or non-religious meditation and reflection. The quiet room is not intended for reading, exercise, catching up with emails, telephone calls or other mobile, laptop or tablet device activity. 1.3 The Company

1 Introduction 1.1 This policy sets out how long employment-related information will normally be held by us and when that information will be confidentially destroyed. 2 Responsibility 2.1 [ data protection officer OR [insert job title or department]]

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 This policy sets out the approach that the Company will take to its recruitment process. 1.3 This policy applies to recruitment for a position as an employee or worker, including agency workers, consultants[, contractors] [, volunteers][, interns] and casual workers. 1.4 This policy does not form part of any contract of employment and the Company may amend it at any time. 2 Responsibilities of HR and line managers 2.1 If a line manager wishes to recruit someone, they must first obtain approval from [the HR director]. If the recruitment is to fill a vacancy created by a leaver (other than on redundancy), on the same terms and conditions, [prior approval will not be required OR approval will normally be granted automatically OR the [HR director]’s approval will still be required]. 2.2 Line managers are responsible