This pre-fills sensible defaults for health & safety, dress code, and working patterns
🛒
Retail & Sales
🍽️
Hospitality & Food
🏥
Care Services
🔧
Trade & Construction
💼
Office & Professional
🧹
Cleaning & Facilities
📦
Warehousing & Logistics
🏭
Manufacturing
🏢
What is your company name?
The legal name of your business
Direct image link — appears on your handbook cover page. Leave blank for text-only.
📅
When does this handbook take effect?
The date this policy becomes active
🎯
What is your company mission or values?
A brief statement about your company culture and principles
⏰
What are your standard working hours?
Normal business hours for your company
🔄
Do you offer flexible working?
Employees have a statutory right to request flexible working from day one
💡 You must handle all requests reasonably and can only refuse on specific business grounds.
✅
Yes - Flexible Working Available
📍
No - Fixed Hours Only
🏠
What is your remote working policy?
Working from home arrangements
🏢
Office-Based Only
🔄
Hybrid Working Available
🌐
Fully Remote Available
🏖️
How many annual leave days?
Including bank holidays
UK Statutory Minimum: 28 days (5.6 weeks) for full-time workers
📆
Can unused holiday be carried over?
Carryover policy for unused leave
💡 Statutory carryover (max 4 weeks) is required only for: long-term sick leave, maternity/family leave, or if employer prevented them taking it.
❌
No Carry Over
⚖️
Statutory Rules Only
📅
Up to 5 Days
✅
All Unused Days
📅
When does your holiday year run?
The 12-month period for annual leave
📆
Calendar Year (Jan-Dec)
📊
Tax Year (Apr-Mar)
✏️
Custom Year
🩺
What sick pay policy do you offer?
Statutory or enhanced sick pay
Statutory Sick Pay (SSP) from April 2026: £123.25/week (or 80% of average weekly earnings if lower) for up to 28 weeks. Payable from day one of sickness — no waiting period. All employees eligible regardless of earnings. Employment Rights Act 2025.
📋
Statutory SSP Only
⭐
Enhanced Sick Pay
🔄
Do you conduct return to work interviews?
Discussions after sickness absence
✅
Required After Every Absence
📊
Required After 3+ Days
❌
Not Required
📊
What are your absence trigger points?
Thresholds that prompt a review meeting
💡 Common trigger: Bradford Factor or simpler rules like "3 absences in 3 months". Triggers prompt review meetings, not automatic disciplinary action.
👔
What is your dress code policy?
Standards of appearance at work
🎩
Business Formal
👕
Smart Casual
👖
Casual
👔
Company Uniform
🦺
PPE/Safety Workwear
✏️
Custom Policy
📱
What is your social media policy?
Guidelines for employees' social media use
💡 Must balance employee freedom of expression with protecting company reputation.
⚖️
Standard Restrictions
🔒
Strict (Prior Approval)
😊
Relaxed (Common Sense)
🚫
What is your alcohol and drugs policy?
Rules about alcohol and substance use
⛔
Prohibited at All Times
🎉
Company Social Events Only
✅
Moderate Use Permitted
💻
Can employees use company equipment personally?
Personal use of computers, phones, etc.
⛔
Prohibited
⏰
Limited Personal Use Permitted
✅
Reasonable Use Allowed
👁️
Do you monitor communications?
Email and internet usage monitoring
💡 Under UK law (Telecommunications Regulations 2000), you can monitor communications only for specific reasons: ensuring compliance, detecting crime, or checking service quality. Must inform employees.
✅
Company Reserves Right to Monitor
❌
No Monitoring
🔐
Data protection statement
Employee responsibilities for handling personal data
🛡️
Health & safety responsibilities
Employee duties for workplace safety
🚨
First aid and fire safety arrangements
Emergency procedures and equipment
🤝
Equal opportunities statement
Your commitment to equality and diversity
UK Equality Act 2010 protects against discrimination based on: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation.
⚠️
Harassment and bullying policy
Your approach to dealing with harassment
💡 Harassment is unwanted conduct related to protected characteristics. Bullying is offensive, intimidating behaviour. Both are serious misconduct.
🚫
Zero Tolerance Immediate Investigation
📋
Standard Policy Formal Procedure
♿
Reasonable adjustments for disability
Your approach to supporting disabled employees
💬
Assessed on Case-by-Case Basis
🌟
Proactive Adjustment Policy
📈
How often do you review performance?
Frequency of formal performance reviews
📅
Annual Reviews
📊
Every 6 Months
📈
Quarterly Reviews
📚
Training and development opportunities
How you support employee learning
💼
What pension scheme do you offer?
Workplace pension arrangements
Auto-enrolment is mandatory for eligible employees. Minimum 8% total contribution (3% employer, 5% employee).
🎁
Any additional benefits?
Extra perks beyond statutory requirements
⚖️
Disciplinary procedure
How you handle disciplinary matters
Must follow ACAS Code of Practice. Failure to follow the Code can increase tribunal awards by up to 25%.