Top 10 Policies

by | Jan 6, 2023 | HR Resources

The Top 10 

We’re not talking the music charts, but we’re talking about our guide to the Top 10 policies and procedures you should have in place. 

First things first; it’s great to have written policies or procedures but you must make sure they’re up to date! A policy or procedure is a written example to help guide business owners, managers, and employees on all matters relating to their employment. They help create culture of transparency in business whilst ensuring all employees feel they work in a positive, fair and consistent working environment. In our opinion, they can add greatly to creating a happy, valued workforce who know how to behave and who are all working towards the same goal. 

A Minefield

We often meet with new Clients who are having trouble deciding on which policies to focus. That’s led us to put this list together – and they’re in no particular order – of what we recommend as our top ten policies for any business:

  • Drivers/Company Car Policy

This should provide a legal overview of the obligation from the employer to the employee of vehicle use and vice versa. 

  • Equal Opportunities 

Equality in the workplace is extremely important and any employer worth their salt should carry a policy defining equal opportunities from recruitment to dismissal and everything in between. 

  • Whistleblowing

It is extremely important that your employees feel protected when they raise matters that are of legal concern such as concerns over financial fraud, or breaches of Health & Safety regulations – a Whistleblowing policy provides this.

  • Disciplinary & Appeals

We touched on this above, but in brief, a Disciplinary & Appeals policy relates to the internal processes in place for the organisation to manage behaviour.

  • Grievance

Your Grievance policy provides the company’s internal process relating to the management of incoming and internal complaints – they should provide the steps the organisation could take to manage behaviour and/or resolve conflict.

  • Anti-Bullying and Anti-Harassment

Like the Grievance policy, this provides the steps that would be taken by an organisation when managing behaviour for occurrences such as sexual harassment or workplace bullying.

  • GDPR

The Data Protection Act protects how companies, and their third parties, manage data from employees, clients and public information and the business processes and procedures pertaining to this data management should be detailed in your GDPR policy. 

  • Absence Management

We find SMEs often struggle with this one, not wishing to micro-manage staff. A robust Absence Management policy provides the legal details for employees relating to absence management, such as Statutory Sick Pay and leave, and should also provide a framework for how a business will look to manage long term absence too. 

  • Probation/Performance Management

Often very specific to the company in question, this policy provides the steps the organisation will take to manage performance and/or probation which you hope you will not need to enforce, but need clear guidelines setting out if you do.  

  • Drugs & Alcohol

Another you hope not to have to enforce, this policy provides the steps taken in both random and investigatory drug and alcohol testing and would certainly link directly to other policies such as disciplinary or absence.

 As with anything HR-related, regular reviews are key and if you have any of the above policies and have not reviewed them in a while, or if you don’t have any of the policies, get in touch. Policies and procedures are commonly requested by a Tribunal Court and support employment decisions within an organisation. 

You can reach new heights with Spire HR, either on fixed HR retainer fees or one-off fees.
Protect your company. Invest in your staff. Get in touch today on 01925 626253.

As we had recently come up against some difficult staffing issues which we had not experienced before, Ellen Parkin at Spire HR was recommended to us by one of our business partners to guide and assist us with the complex HR legalities we needed to adhere to.

Ellen was very efficient and professional and gave us instant confidence that she would be able to competently provide the help we needed. Ellen was readily accessible via email or telephone throughout the whole process and gave us the vital lifeline we needed during a very emotive and stressful time. Spire HR realised that as an SME, we had to balance the commercial viability for HR consultancy with the expertise and guidance we needed and Ellen was open and honest from the outset, providing a cost-effective and professional service. I would therefore have no hesitation in recommending Spire HR to anyone.


We are too small to justify a full-time HR employee; yet we cannot afford to ‘get it wrong’ The excellent service offered by Spire HR Solutions is the perfect solution for us


AGP have used Spire HR Solutions Limited for numerous matters relating to HR issues for both ourselves and clients of the practice. I have always found them to be extremely knowledgeable and helpful and to be very responsive to our needs.

Spire is now the practice’s first point of contact for any HR issues we encounter and I would certainly recommend them to anyone in need of assistance with any HR matters.


Ellen has helped streamline procedures and provide greater controls through her extensive knowledge and professional dedication, which has enabled me to concentrate on my main objective, growing the business.

I would say ‘key’ to her service is the confidence she provides with the HR guidance, I know without doubt that when dealing with my employees I follow the correct procedure and staff feel confident that they have the right HR support. The guidance on our bonus structure and appraisal scheme is one of many examples in which Ellen’s guidance has been invaluable.

I have been pleased with work Ellen has done for us and would not hesitate to recommend her to others. She provides a high quality, professional service and is very responsive to the needs of a small, growing organisation.