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🏭 Select Your Industry

Choose your industry to pre-fill sensible defaults for health & safety, dress code, working patterns, and industry-specific policies. You can customise everything afterwards.

🛒
Retail & Sales
Shops, showrooms, sales teams
🍽️
Hospitality & Food
Restaurants, pubs, cafés, hotels
🏥
Care Services
Care homes, support workers
🔧
Trade & Construction
Builders, electricians, site workers
💼
Office & Professional
Consultancies, agencies, tech
🧹
Cleaning & Facilities
Contract cleaners, FM companies
📦
Warehousing & Logistics
Distribution, couriers
🏭
Manufacturing
Factory workers, production

🏢 Company Information

? Paste a direct link to your company logo image (PNG, JPG, or SVG). It will appear on the cover page of your handbook. Leave blank for a clean text-only cover.
Direct image URL — appears on the handbook cover page

Working Hours & Attendance

Hours when all employees must be present
? 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.
? Since COVID-19, many employers offer hybrid working. Set clear expectations about frequency, equipment provision, and home working requirements.

🏖️ Annual Leave Policy

UK Statutory Minimum: 28 days (5.6 weeks) for full-time workers, including bank holidays
Days per year (minimum 28)
? Statutory carryover (max 4 weeks) is required only for: long-term sick leave (must use within 18 months), maternity/family leave, or if employer prevented them taking it. Otherwise, you can require all leave to be taken in the year.

🩺 Sickness Absence Policy

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.
? Common trigger: Bradford Factor (or simpler rules like 3 absences in 3 months). Triggers prompt review meetings, not automatic disciplinary action. Must consider disability discrimination.

⚖️ Code of Conduct & Standards

? Must balance employee freedom of expression with protecting company reputation. Can prohibit speaking on behalf of company, disclosing confidential info, or bringing company into disrepute.

💻 IT & Equipment Use

? 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 about monitoring.

🛡️ Health & Safety

🤝 Equality, Diversity & Dignity at Work

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 is unwanted conduct related to protected characteristics that violates dignity or creates hostile environment. Bullying is offensive, intimidating, or insulting behaviour. Both are serious misconduct and can lead to dismissal.

📚 Training & Development

🎁 Benefits & Additional Perks

? Auto-enrolment is mandatory for eligible employees (earning over £10,000/year, aged 22+). Minimum 8% total contribution (3% employer, 5% employee). You can postpone for up to 3 months.

📋 Disciplinary & Grievance Procedures

Must follow ACAS Code of Practice. Failure to follow the Code can increase tribunal awards by up to 25%.

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