1 Introduction 1.1 The Company is committed to providing job security for its employees. The Company will seek to avoid compulsory redundancies wherever possible. However, it recognises that there may be circumstances when staffing requirements change and compulsory redundancies cannot be avoided. 1.2 Where compulsory redundancies are unavoidable, the Company will handle the redundancy exercise in a fair, consistent and sympathetic manner. 1.3 In following the redundancy procedure set out in this policy, the Company will not discriminate directly or indirectly on grounds of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, religion or belief, sex or sexual orientation. Part-time workers and fixed-term employees will not be treated less favourably than full-time or permanent comparators. 1.4 The aim of this policy is to set out the procedures that will be followed in cases of redundancy, ensuring compliance with employment law[ and relevant Acas guidance]. 1.5 This policy applies only to employees who are affected by a potential redundancy situation. It does not apply to agency workers, consultants or contractors, volunteers or casual workers. 1.6 This policy has been [agreed OR implemented following consultation] with

1 Introduction 1.1 The Financial Conduct Authority (FCA) and the Prudential Regulation authority (PRA) (together the Regulators) require firms that are authorised by the Regulators (and subject to the Senior Managers and Certification Regime (SM&CR)) to request regulatory references if they are considering: 1.1.1 permitting or appointing someone to perform a senior management function; 1.1.2 issuing a certificate under the certification regime; and/or 1.1.3 appointing a non-executive board director. 1.2 These regulatory references are designed to assist prospective employers to assess whether an individual applying for an applicable regulated function is fit and proper to hold that role. 1.3 To enable a prospective employer to assess the fitness and propriety of a candidate for a regulated function, organisations that fall within the SM&CR must provide, upon request, a regulatory reference that covers the individual for the preceding six years (and, in certain circumstances, longer). It is essential that we comply with our regulatory obligations in obtaining and in responding to such requests, as the failure to provide complete and accurate information to the Regulators may be a criminal offence under the

1 Introduction 1.1 This policy sets out the Company’s approach to the retirement of employees. It aims to demonstrate the Company’s commitment to ensuring age diversity in its workforce and addressing age discrimination in retirement. The Company recognises the contributions of all employees, including the skills and experience of older employees. 1.2 This policy forms part of the Company’s commitment to promote equality and avoid unlawful discrimination. In following the retirement procedure set out in this policy, the Company will not discriminate directly or indirectly on grounds of age, nor on grounds of disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, religion or belief, sex or sexual orientation. 1.3 The Company believes that it is appropriate to have a fixed retirement age [for [set out details of relevant roles]]. The Company will review this decision and the retirement age set from time to time. 1.4 This policy sets out the procedures that the Company will follow as an employee approaches the fixed retirement age and what is expected of the employee. It ensures compliance with employment law[ and the Equality

1 Introduction 1.1 This policy sets out the Company’s approach to the retirement of employees. It aims to demonstrate the Company’s commitment to ensuring age diversity in its workforce and tackling age discrimination in retirement. The Company recognises the contributions of all employees, including the skills and experience of older employees. 1.2 This policy forms part of the Company’s underlying strategy to promote equal opportunities and to avoid unlawful discrimination. In following the retirement procedure set out in this policy, the Company will not discriminate directly or indirectly on grounds of age, nor on grounds of disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, religion or belief, sex or sexual orientation. 1.3 The Company believes that employees should be allowed to continue to work for as long as they wish, and when to voluntarily retire should be a matter of choice for individual employees. 1.4 The Company does not operate a fixed retirement age. However, the Company may from time to time review the need for a fixed retirement age and reserves the right to introduce a

1 Introduction 1.1 This policy sets out the Company’s policy in relation to sabbaticals, which usually last between [insert number, eg two] and [insert number, eg six] months. During a sabbatical, your employment will continue but your right to salary and[ certain] other benefits will be suspended.[ If you wish instead to take a longer career break, see the Company’s career breaks 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 Sabbaticals are granted at the absolute discretion of the Company, and the Company’s decision is final. 1.6 [You may wish to request a sabbatical for a variety of reasons, including: OR The circumstances in which the Company may consider a sabbatical are:] 1.6.1 if you are a parent, to care for a child or children[

1 Introduction 1.1 The right to shared parental leave (SPL) allows eligible employees to choose how to share the care of a child during the first year after its adoption. The right is available to the adopter of the child and a second person, who must be married to, or the civil partner of, or the partner of, that adopter. One or both of these eligible individuals may be employed by the Company. 1.2 This policy[ has been agreed in consultation with [the trade union OR staff association OR employees] and] applies to all employees. The aspects of this policy relating to shared parental pay (ShPP) (paragraphs 5 and 6, the relevant parts of paragraphs 8 and 9, and paragraph 14) also apply to certain individuals who are not employees of the Company but are in ‘employed earner’s employment’ with the Company: broadly speaking, this means individuals in respect of whom class 1 National Insurance contributions (NICs) are paid[ (this would include most qualifying agency workers)]. There are certain exceptions; if you are unclear as to whether you fall into this category,

1 Introduction 1.1 The right to shared parental leave (SPL) allows eligible employees to choose how to share the care of a child during the first year after its birth. The right is available to the mother of the child and a second person, who must be the father of the child, or married to, or the civil partner of, or the partner of, that mother. One or both of these eligible employees may be employed by the Company. 1.2 This policy[ has been agreed in consultation with [the trade union OR staff association OR employees] and] applies to all employees. The aspects of this policy relating to shared parental pay (ShPP) (paragraphs 5 and 6, the relevant parts of paragraphs 8, 9 and 12, and paragraph 15) also apply to certain individuals who are not employees of the Company but are in ‘employed earner’s employment’ with the Company: broadly speaking, this means individuals in respect of whom class 1 National Insurance contributions (NICs) are paid[ (this would include most qualifying agency workers)]. There are certain exceptions; if you are unclear

1 Introduction 1.1 This policy outlines the arrangements for shared parental leave and pay in relation to the birth of a child.[ [If you are adopting a child, please refer to our Shared parental leave (adoption) policy instead. OR Shared parental leave also applies where a child is placed for adoption. The arrangements in relation to adoption are very similar to those that apply in relation to the birth of a child. If you are considering taking shared parental leave in relation to the adoption of a child, you should contact [the HR department] who will provide you with further information regarding eligibility and notice requirements.] ] 1.2 This policy applies to all employees. The aspects of this policy relating to shared parental pay also apply 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 to non-employees, such as consultants or self-employed contractors. 1.3 This

1 Purpose and scope 1.1 The Company has a duty to ensure, so far as reasonably practicable, the health, safety and welfare of its employees at work. The Company must also take all reasonable steps to ensure that no smoking takes place in any designated smoke-free area. 1.2 Smoking tobacco has a detrimental effect on the smoker’s health and may also affect others as a result of passive smoking. Smoking may also have a detrimental effect on the Company's business because of associated absences due to ill health. [The Company also wishes to promote a healthy and professional public image.] 1.3 [While the use of heated tobacco products and vapes, e-cigarettes, and other electronic nicotine delivery systems (referred to in this policy as vapes) is not currently prohibited under smoke-free legislation, the Company considers that many of the same workplace considerations arise as with smoking. In particular, the long-term health effects of the use of vaping devices and heated tobacco are unknown. The vapour from vapes may be a source of irritation

FORTHCOMING CHANGE: In December 2023 the Information Commission’s Office (ICO) published draft guidance on recruitment and selection. That draft guidance is under review as a result of the Data (Use and Access) Act 2025 which received Royal Assent on 19 June 2025. This Precedent will be updated once the ICO draft guidance is finalised. For information on the Data (Use and Access) Act 2025, see Practice Note: Data (Use and Access) Act 2025—employment implications. 1 Introduction 1.1 The Company recognises that internet and social media platforms are used as a means of communication both at work and at home. This policy outlines the standards we require staff to observe when using social media, the circumstances in which the Company will monitor use of social media and the action we will take if this policy is breached. This policy should be read in conjunction with our [Internet, email and communications policy], which sets out how the Company’s internet and email systems and networks can be used by our staff and representatives. 1.2 This policy applies to all individuals, including employees, workers, temporary and

FORTHCOMING CHANGE: The Information Commission’s Office (ICO) has published draft guidance on recruitment and selection. It remains under review following changes made by the Data (Use and Access) Act 2025. Final guidance is due in Winter 2026. This Precedent will be reviewed once the draft guidance is finalised. 1 Introduction 1.1 The Company recognises that internet and social media platforms are used as a means of communication both at work and at home. This policy outlines the standards we require staff to observe when using social media, the circumstances in which we will monitor your use of social media and the action we will take if this policy is breached. This policy should be read in conjunction with our [Internet, email and communications policy], which sets out how the Company’s internet and email systems and networks can be used by our staff and representatives. 1.2 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). 1.3 Staff should refer to the Company’s [data protection privacy notice] and,

1 Introduction 1.1 Our employees are our most valuable resource and their health and safety is of the utmost importance. The Company is committed to maintaining healthy, safe and productive working conditions for its entire staff. Drug and alcohol misuse has the potential to damage the health and wellbeing of our employees and threaten the success of our business. The Company recognises the impact that both alcohol and drugs may have upon an individual's ability to work safely and correctly and, as such, the Company aims to ensure a working environment free from the inappropriate use of substances and where its employees are able to carry out their duties in a safe and efficient manner. The Company recognises that in certain circumstances an alcohol or drug problem can be an illness. 1.2 Employees are also required to take reasonable care of themselves and others who could be affected by what they do. 1.3 There are often signs that might suggest that someone has a problem. These include a decline in work performance; a poor attendance record; unreliability; unexplained injuries; and changes in behaviour, such as