Attn: Employment Solicitors

Generate revenue and new clients by reselling this updated set of HR Policies, prepared by Daniel Barnett, fully compliant with all the April 2024 changes...

INTRODUCING:

Up-to-date HR Policies from a practising Employment Law Barrister that you can rely on to be Concise, Easy to Follow and Legally Compliant

Designed SPECIFICALLY for you to resell on your website or give away for free to your existing clients.

“Buy Daniel Barnett’s HR policies because all the hard work has been done for you already.”

Alison McRae

Are you a busy EMPLOYMENT SOLICITOR?

You know the law.

But do your clients?

How confident are you about their knowledge of the following recent employment legislation updates:

The new rules on accruing and calculating holiday for casual and part-year workers
The new rules on requests for flexible working (including two requests a year, it becoming a Day One right, the formalities required during the application, and the shortened time period for dealing with flexible working requests)
Incoming laws requiring employers to deal with requests for predictable working patterns (including from agency workers)
Extensions to the rights of pregnant women AND other categories of employees to 'trump' others for alternative roles during redundancy exercises
The new right to carer's leave
And anything else they might have missed…?

Even if you (and they) have kept up-to-date, have their policies done likewise?

And this is a money making opportunity for you.

For many businesses, these changes (and probably many more) don’t feature in their HR policies. Or if they do, there’s a problem with them.

Often exclusions, omissions or mistakes are small

Occasionally they over-extend their reach.

Perhaps they result in an unworkable policy:

Or maybe, they’re a source of amusement

A policy that is inadequate, poorly understood or clumsily enforced can be a source of significant grief.

It might result in reputational damage for your client, or an expensive settlement…

… and a huge amount of grief for you for not making sure their policies were up to date.

And that’s where it gets personal.

If you do get caught out by a policy that’s not fit for purpose, there’s a small but embarrassing dent in your own professional standing with your clients AND your solicitor colleagues.  Client complaints are never nice...

…all of which is preventable.

The trouble is, you’ll often only know how good your HR policies really are when they’re up against the situations and circumstances they’re intended to cover.

So I'm going to help you.

Not just avoid complaints.

But convert a problem into a revenue-generating opportunity.

My name is Daniel Barnett.

I am highly regarded for my employment and HR law expertise and am passionate about helping employment solicitors like you share your knowledge with your clients.

I have appeared in many Court of Appeal and Employment Appeal Tribunal cases together with complex High Court employment litigation. I also appear regularly in employment tribunals up and down the country and I particularly enjoy sharing my experiences with the legal community.

My employer clients include a member of the Royal Family, several international airlines, a global leisure industry company and telecommunications company, as well as many hundreds of SMEs.

I have sat on various Bar Council committees and am a member of the Staff Committee and Bar Representation Committees of the Honourable Society of Lincoln's Inn.

I am the presenter of the LBC Legal Hour, broadcasting every Saturday evening at 9pm across the UK, in which I answer legal questions from LBC callers. I am well known for my forthright, honest and clear answers to even the most challenging questions.

I am the author or co-author of 22 books, including the highly regarded Handbook on Employment Law.

I bring all of that experience to bear when helping you develop a workable set of HR policies for your clients and website visitors.

Based on my extensive experience, here’s what I consider to be the gold standard for a suite of good HR policies.

For an employer or HR professional to sleep soundly at night free from any concerns or worries, their HR policies (as a minimum) have to be:

Legally compliant
Up-to-date with current legislation
Integrated (meaning each policy complements and supports any related policies)

I’m sure you’ll agree with that.

But you'll also agree that, in most organisations, that’s not usually the case...

Here’s the problem with many organisations’ HR Policies (you'll have seen this)...

There’s a consistent problem you'll have seen over the many years you’ve been working with HR professionals.

It’s common in organisations both large and small (and everything in between).

In fact, it’s such a common phenomenon I’ve even developed a name for it.

I call it the 'Hotch-Potch HR Policy Problem'.

Why?

Well, it’s because your clients' HR policies often start out as an uncoordinated collection of documents from at least two or more of these sources:

An original set of old, probably now out of date, policies created by a previous HR professional no longer working for the organisation.
A partial set of 'newish' policies introduced by their replacement because they worked so well in their last company
Policies 'borrowed' from someone in the HR Manager’s network when new legislation is announced.
Cobbled-together policies from a free template downloaded from a website at the top of the google search for 'free hr policy template'
Outsourced policies created by an online source paid for from a shoestring budget (maybe even from Upwork or Fiverr!)

And that’s the problem.

At the very least this Hotch-Potch of Policies won’t be legally compliant, up-to-date or integrated.

But at worst…

…there’s more than just a problem…

….it’s likely to be a ticking tribunal time bomb.

It’s not a matter of IF something will upset the HR applecart to test their policies, but WHEN.

I guarantee you're missing a trick by not selling up-to-date, compliant HR Policies to your clients and to people who visit your website (or your Facebook page, or your LinkedIn profile).

So let me show you what you can be reselling to them...

... right now.

THE HR PLATINUM POLICY SUITE

Here’s what it consists of:

The Full 'Completely Compliant HR Policy Library' 2024

Fully audited and updated for April 2024, there are 26 HR Policies that are:

Compact and concise, making them easy to implement.
Practical, with effective and efficient HR processes born from years of employment law experience.
Easy to read and understand by employees at every level of your clients' businesses.
Comprehensive, covering the full range of tricky employment issues busy HR professionals have to deal with every day.
Fully legally compliant, having included every relevant employment legislation change since we first developed these in 2016
Peer reviewed by some of the brightest legal minds in the profession.

Here’s what the policies cover:

Click any policy to see the detail…

01 - Recruitment Policy

How to avoid falling foul of discrimination laws so your recruitment is fair and lawful and that it leads to the right people being appointed to the right roles
How to prevent managers from exposing you to discriminatory hiring decisions that may potentially result in a costly and avoidable tribunal
Guidelines and measures to protect your organisation from hiring an inappropriate candidate to avoid the administrative (and emotional) burden of what happens when things go wrong.
And much more…

02 - Holiday Policy

How to keep all employees happy by ensuring holiday calculations and leave entitlements are clearly defined and understood by all.
Clear guidelines on how to request time off, how much employees will be paid and what happens if they are sick while on holiday.
Instructions on how to handle holiday entitlement for long term absence and what happens when an employee leaves the company.
Completely new section dealing with the right to pay 12.07% rolled-up holiday to part-year and irregular hour workers
And much more…

03 - Flexible Working Policy

A complete guide for dealing with requests by employees for flexible working patterns.
Simple to understand guidelines on how flexible working can be balanced to meet the needs of the organisation and ideal working conditions for employees.
How an employee can establish if they qualify for flexible working and what they need to do to apply.
How an organisation should deal with a flexible working request to avoid a potential employment tribunal if they deny the application.
Updated rules to reflect the new eligibility requirements and the shortened timeframe for employers to deal with the applications
And much more…

04 - Equal Opportunities Policy

How to get the absolute best out of a diverse workforce and create a positive working environment for all employees for the benefit of the organisation.
How to protect the organisation against discrimination claims and allegations of not treating people properly by creating a company wide understanding of how the law views discrimination.
How to enforce the policy and handle any breaches that may occur.
And much more…

05 - Drugs & Alcohol Policy

How to fulfil your legal duty to protect the health and safety of your workforce and any external individuals who come into contact with your organisation from individuals under the influence of drugs or alcohol.
How to implement screening for people who may be under the influence of drugs or alcohol.
How to legally enforce a search policy to establish suspected possession of drugs or alcohol by employees on company premises.
And much more…

06 - Wellbeing Policy

How to identify wellbeing issues, mitigate their effects, and support your people through difficult times, whether because of issues at home or at work so they stay engaged and absence rates are kept low.
How to lay out and perform your statutory duties to protect all employees who work for you from anything that may affect their wellbeing.
How to create a working environment that recognises and supports employees suffering from stress.
And much more…

07  - Menopause Policy

How to create an environment in which all your employees feel informed about the menopause and are comfortable and confident talking about its impact.
How to make sure all employees affected by the menopause feel understood, appreciated and valued.
How to avoid unnecessary attrition of a key section of experienced and valuable employees.
And much more…

08 - Maternity & Family Friendly Policy

A comprehensive and detailed policy covering procedures for all types of family-related leave and pay, including details of employees' statutory rights.
How to create a working environment that supports employee work life balance and honours and respects the importance of the family unit.
Clear guidance on attending antenatal appointments, what happens during maternity leave, maternity pay, returning to work, paternity leave, paternity pay and shared parental leave.
Dealing with the new right to Carer's leave
And much more…

09 - Homeworking Policy

How to apply for homeworking, and the things to take into account when considering employees’ requests.
What safeguards need to be in place and the practical arrangements that make homeworking a success.
Specific considerations for role suitability, setting up homeworking, managing homeworking, expenses, health and safety, security confidentiality and data protection and accessing employees’ homes.
And much more…

10  - Social Media Policy

A thorough policy that explains employee responsibilities when using social media, on your premises, while working for or representing your organisation, or in their own time.
Guidelines on how to protect your organisation’s reputation by ensuring appropriate and responsible use of social media by employees.
And much more…

11 - Harassment & Bullying Policy

How to provide a safe working environment for all employees free from harassment, bullying and intimidation.
Understanding the difference between harassment and bullying and how your organisation will deal with both.
How to protect confidentiality during any harassment or bullying claim.
And much more…

12 - Performance Improvement Policy

Detailed guidance on the step by step process for handling performance improvement issues.
How to ensure managers do not overlook or even ignore issues of poor performance so action can be taken immediately if it becomes an issue.
Performance improvement warnings, how to handle dismissal for poor performance and what rights employees have for appeal.
And much more…

13  - Absence Management Policy

Proven procedures for reporting and managing absences and sick pay.
Expanded clauses covering evidence of sickness or injury, payment for sickness or injury and returning to work.
How to deal with employees who are off work long term or persistently absent.
And much more…

14 - Grievance Policy

How to deal with complaints, concerns, and problems to do with employment fairly and consistently.
The difference between informal and formal action (including the stages of formal action) and how they are managed.
And much more…

15 - Whistleblowing Policy

Guidance for employees who suspect something at work is putting them or others in danger, or is illegal or unethical.
Includes sections on how to raise a whistleblowing concern, confidentiality and anonymity and how whistleblowers are protected.
How a whistleblower can take their concerns outside of the company including guidance on approaching an external regulator and dealing with the media.
And much more…
Note: this Policy is suitable for non-regulated sectors only

16  - Bribery Policy

This policy outlines the responsibilities of employees to adhere to the high standards your organisation sets for conducting your business affairs.
How to recognise and address bribery and corruption encountered, whether in the UK or overseas.
Hospitality and entertainment and the strict criteria for the giving and receiving of any gifts.
And much more…

17 - Data Protection Policy

This comprehensive policy outlines the organisation’s legal obligations under the Data Protection Act 2018 and the EU General Data Protection Regulation (‘GDPR’) in respect of data privacy and security.
In plain English, this policy explains data protection principles, how personal data is defined, how personal data is processed, when, if ever, personal data is shared and how employees should process company data.
Includes sections on how to deal with data breaches and subject access requests.
And much more…

18 - Modern Slavery Policy

How to prevent modern slavery in your organisation to ensure this practice is stamped out.
Guidance for your suppliers about the prevention of modern slavery.
Instructions to your employees on what they should do if they have any suspicions about modern slavery.
And much more…

19  - Disciplinary Policy

A policy covering your organisation’s procedures relating to disciplinary issues where there is suspicion of misconduct.
How disciplinary issues are investigated, the circumstances for an informal approach, how formal meetings are conducted, the disciplinary action and dismissal process.
How gross misconduct and misconduct are defined.
And much more…

20 - Redundancy Policy

This policy sets out how you want to treat your employees if you need to reduce the number of people you employ.
How to avoid making redundancies where possible, and what to do when you have no choice but to do so.
It explains how you will work with employees who are selected for redundancy.
And incorporates the extended rights for priority in redundancy situations to the new categories of protected employees (including returners from maternity leave and those on shared parental leave)
Along with much more…

21  - Right to Work Policy

The minimum documentation foreign nationals are required to produce to demonstrate their eligibility to work in this country.
A policy that outlines how your organisation will verify the work eligibility of all new hires of foreign nationals in accordance with immigration laws and current right to work checks.
Work practices to ensure any form of discrimination is avoided during their employment.
And much more…

22 - Religious & National Holiday Celebrations

How to ensure employees can observe and celebrate their religious and national holidays in accordance with their beliefs and cultural practices whilst balancing the competing interests of the organisation’s needs.
How to manage employees whose religious requests mean they exceed their normal holiday entitlements.
How to fully embrace cultural and religious diversity to ensure nobody is disadvantaged.
And much more…

23 - Car Policy

Detailed guidance on sourcing a vehicle, arranging insurance, paying road tax and ensuring MOT testing.
The employee’s responsibility for maintaining the vehicle in good condition and the reporting of any accidents or incidents involving the vehicle together with the liability for any fines incurred.
Additional (optional) rules and regulations related to the use of company cars, including who is authorised to drive the car, restrictions on personal use, limits on mileage and circumstances on how the vehicle may be withdrawn.
And much more…

24 - Computers, Email & Internet Policy

Guidelines on how all employees are expected to use company computers, email, and internet access in a responsible and professional manner, and in accordance with all applicable laws and regulations.
The company’s policy on the right to monitor and review employees' use of its computers, email, and internet access, and to take disciplinary action for any misuse of these resources.
Comprehensive instructions on the use of personal devices for company business.
And much more…

25 - Appraisal Policy

Instructions on how managers in the organisation will conduct performance appraisals for all employees covering frequency, timing, scope and outcome.
Guidance for employees on how to best prepare for their appraisal to include a review of their job duties, goals, and accomplishments, and to identify their development needs for discussion with their manager.
The company policy for dealing with employees who challenge any aspect of their appraisal.
And much more…

26 - Training & Development Policy

How the company is committed to providing employees with opportunities for training and development to help them improve their skills, knowledge, and performance through the use of individual training plans.
The policy for providing employees with access to a range of training and development resources, including in-house training programs, external seminars and workshops, and online learning platforms.
How training and development is monitored and assessed and what actions the company will take if employees do not meet their training objectives.
And much more…

Would you like to see a sample?

The best way to be sure of the unbeatable quality of the Platinum Policy Package is to see it for yourself.

PLUS...
included with all sets of policies...

The Watertight Employment Contract Pack

Two carefully crafted, tightly written employment contract templates for:

Junior Employees
Senior Employees

updated for 2024 to include the new laws on holiday pay. 

Our Triple-A Update Protection included throughout 2024

The HR Platinum Policy Suite also includes free updates for any policies impacted by new legislation or case law in 2024.

Should this, or any new government, introduce any legislation that impacts any of the policies you’ve invested in, I will:

Assess the impact.
Amend the policy as the legislation requires
Automatically issue you with the updated policy, so you can pass them on (either free, or at a charge) to your clients.