1 Introduction 1.1 Tax evasion is a major issue in world trade, despite the many dedicated efforts to prevent it. 1.2 Tax evasion is very damaging to the societies in which it occurs. It diverts money and resources from those who need them most, hindering economic and social development. 1.3 Tax evasion affects us as a UK organisation if it is criminally facilitated anywhere in our business[es]. 1.4 We run our business[es] with integrity and in an honest and ethical manner. All of us must work together to ensure [it OR they] remain[s] untainted by tax evasion facilitation. 1.5 This policy is a crucial element of that effort. It has the full support of the [insert senior management body, eg Board]. It sets out the steps all of us must take to prevent tax evasion facilitation in our business[es] and to comply with relevant legislation. It does not form part of any employee’s contract of employment and we may amend it at any time. 2 What is tax evasion and how does this affect us? 2.1 Tax evasion is the illegal non-payment or under-payment of taxes. It is usually

1 Introduction 1.1 This policy sets out the Company’s homeworking arrangements that may be implemented from time to time on a temporary basis in response to government recommendations and requirements in relation to the coronavirus (COVID-19) pandemic. 1.2 These homeworking arrangements are exceptional and their implementation does not guarantee any right to work from home indefinitely. 1.3 [ [For details of our policy in relation to homeworking on a regular full-time or part-time basis, see our [Homeworking policy].] [For details of our policy on hybrid working, 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, see our [Hybrid working policy]. ] [Where an employee is making a request for home or hybrid working that constitutes a statutory flexible working request, it will be dealt with under our [Flexible working policy].] ] 1.4 This policy applies to all employees, workers and contractors. 1.5 This policy does not form part of any contract of employment and the Company may amend it at any time. 2 Homeworking 2.1 ‘Homeworking’ for these purposes means working from your home, or another suitable

1 Introduction 1.1 This policy sets out the approach that [enter name of organisation] (the Company) will take in relation to the statutory right that employees have to take unpaid time off work to deal with unexpected events affecting their dependants 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 An employee may have the right to neonatal care leave and pay if their child receives neonatal care. For further information, see the Company’s [neonatal leave policy]. This policy should be read in conjunction with the [neonatal leave policy] as, in some circumstances, there may be a degree of overlap between them. Where

1 Introduction 1.1 The Company acknowledges that any employee summoned for jury service is under a legal obligation to serve and the Company, as employer, is legally obliged to allow time off for this. 1.2 You are expected to work with the Company to ensure that serving on a jury does not adversely affect the Company, its business or its staff. 1.3 This policy also covers other occasions when your attendance at court may be required. 2 Jury service 2.1 On receiving a summons to serve on a jury you must: 2.1.1 report the fact to the Company as soon as the summons is received; 2.1.2 [notify the Company of: (a) the date you are required to attend; (b) where known, the duration of the jury service; and (c) the court to which you are required to report; 2.1.3 provide a copy of: (a) the

1 Time off for pension scheme trustees 1.1 As an eligible employee trustee of a relevant occupational pension scheme (including eligible directors of a corporate trustee), you have the right to take time off work in order to: 1.1.1 perform your duties[, including

1 Introduction 1.1 The Company recognises the value to staff, the business and the wider community in enabling staff to take on public duties. The Company also recognises its statutory responsibilities and any request for reasonable time off for public duties will generally be supported. 1.2 This document sets out[ and extends as appropriate] the Company’s policy on the provision of time off for public duties as set out in section 50 of the Employment Rights Act 1996 (ERA 1996). It provides guidelines for staff and their managers. The Company will consider requests for time off for public duties consistently in accordance with this policy. 1.3 All Company employees, regardless of length of service, hours worked or staff grade are entitled to the right to time off for public duties. 2 Public duties 2.1 You have the right to time off work for certain public duties, including if you are: 2.1.1 a magistrate; 2.1.2 a local councillor; 2.1.3 a member of a statutory tribunal (eg employment tribunal); 2.1.4 a member of an independent prison monitoring board; 2.1.5 a member of a relevant health body (eg the NHS Commissioning Board, an NHS foundation trust or the National Institute

1 Introduction 1.1 The Company is committed to training and developing the skills of its staff to assist the business and its objectives. 1.2 This document sets out the Company's policy on the provision of training and study leave for all employees, including the procedures to be followed when requesting courses and study leave[ and financial assistance to support training]. 1.3 The Company is committed to equality of opportunity in employment for all its employees and will ensure that no employee is prevented from receiving training on grounds of race, sex, marriage and civil partnership, pregnancy and maternity, gender reassignment, disability, sexual orientation, religion or belief or age. 1.4 This policy is designed to be as comprehensive as possible. However, if you have any questions about the policy, please contact [the HR department]. 2 Eligibility conditions 2.1 You are entitled to make an application for time off work for study or training (or both) provided you: 2.1.1 are an employee of the Company (and not[ a worker or] an agency worker); and 2.1.2 have been continuously employed for a period of not less than 26 weeks; and 2.1.3 are

FORTHCOMING CHANGES: Section 14 of the Employment Rights Act 2025 (ERA 2025) introduces a requirement to consult with trade union or other representatives, or the workers likely to be affected by a new or revised policy. Employers will also be required to review policies periodically and provide an anonymised summary of any consultation at the place of business. ERA 2025, s 14 and a revised Code of Practice on fair and transparent distribution of tips are expected to come into force and effect in late 2026. For further details, see Practice Note: Employment Rights Act 2025—tracker under the headings Provisions coming into force by the end of 2026 and Consultations issued relating to ERA 2025. This Precedent will be updated shortly. 1 Introduction 1.1 This policy sets out the Company’s policy on allocating tips, gratuities and service charges (referred to in this policy as ‘tips’, for convenience), in accordance with the Employment (Allocation of Tips) Act 2023 (Tipping Act 2023) and the statutory Code of Practice. It sets out how tips will be allocated between staff, the process

1 Introduction 1.1 The Company is committed to lifelong learning and encourages all its employees to improve their skills and qualifications and develop their prospects for onward career progression, with responsibility shared between the Company and employees themselves. 1.2 The Company bases training and development opportunities on the requirements and objectives of the business, and decisions about investment in staff training and development are also based on business need and objectives. 1.3 The Company is committed to ensuring that access to, and decisions relating to, training and development should be made fairly and consistently, and equality of opportunity should be provided for all staff in this area. The Company will ensure that no employee is prevented from receiving training on grounds of race, colour, nationality, ethnic or national origin, gender, disability, sexual orientation, religion or belief or age. 1.4 This policy sets out the training entitlement provided by the Company, any compulsory training and details of any compulsory training that the Company does not pay for, as required by employment legislation. 1.5 [Unless otherwise stated, this OR This]

1 Introduction 1.1 The Company recognises that generative artificial intelligence (AI) tools and products offer potential efficiencies for the creation of content and for research tasks, including internal and external communications. The purpose of this policy is to ensure that staff use generative AI tools in a manner that is consistent with the Company’s[ Responsible AI Principles [insert link to principles],] values and ethical guidelines, and in accordance with our data privacy controls and customer commitments. This policy outlines: 1.1.1 the standards we require staff to observe when using generative AI tools or including them in any Company products or services; 1.1.2 the circumstances in which the Company will monitor use of generative AI; 1.1.3 the action we will take if this policy is breached; and 1.1.4 the Company’s own use of generative AI within the workplace. 1.2 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. 1.3 This policy applies to all individuals, including employees, workers, temporary and agency workers, contractors,

1 Introduction 1.1 [Background on the organisation] 1.2 This policy sets out the framework for voluntary work in [organisation name]. It should be referred to by all in the organisation, including [paid staff, members, trustees and parents], as well as by volunteers. 1.3 This policy aims to help volunteers understand what support will be provided to them and what they can expect from us. 2 Statement of values 2.1 The aim of [organisation name] is [provide details]. Volunteers, ie those who contribute their time, energy and skills without payment, enable us to deliver our [services OR activities] to meet these aims. 2.2 We are committed to involve volunteers in the day-to-day life of the organisation, for example through [list examples]. 2.3 We acknowledge that volunteers make a positive and valuable contribution to our organisation and the community we serve. Volunteers are vital to our work. Volunteer help is greatly appreciated and really does make a difference. We aim to recognise, value and celebrate our volunteers. 2.4 Volunteering is not intended to be a substitute for paid employment. The role of volunteer complements but does not replace the role of paid staff. 2.5 Any arrangement with a volunteer

The Polish Presidency of the Council of the EU has published its programme for 1 January  - 30 June 2025, outlining its priorities and direction under the presidency's focus on strengthening European security. The presidency aims to promote EU enlargement, bolster defence and energy security, advance migration and asylum reforms, and support Ukraine in its fight against Russian aggression. Legislative efforts will focus on digital transformation, green energy, health resilience, and labour rights. Additionally, the presidency seeks to reduce regulatory burdens, enhance competitiveness, and foster global cooperation in trade, cybersecurity, and industrial policy. Full details are available in the programme document and more details can be found below.