HR Policies: The Protection Every Business Needs

Regardless of the size of your team, if you have employees, you need to have robust HR policies in place. HR policies ensure your business is compliant with Fair Work legislation, while also providing clear and consistent guidelines and expectations for employees, and they have the capacity to shape the culture of your organisation.

HR policies provide your business with structure, control and can protect your business from the potential risks and liabilities that may arise. HR policies also give employees clear information about the processes your business will follow in relation to things like managing poor performance, leave applications, attendance and handling a grievance.

Unfortunately, HR polices are often overlooked, particularly by small business owners, until there’s an issue with an employee. Being proactive about having HR policies in place will protect your rights as an employer and enable you to better manage any issues that may arise. 

What Type of HR Policies Do Australian Businesses Need?

A Code of Conduct is a good starting point, as it outlines the “rules” of the business and that behavioural standards expected of every employee. This document outlines your business’ principles and guidelines on all types of ethical and professional behaviour. Setting the standards from the outset ensures all employees know what is acceptable behaviour, and what is not, reducing the risk of potential issues.

You may wish to compile a HR Handbook with all your policies in one place, for ready access by employees.

Following are the key HR policies to get you started.

Leave Policy

A leave policy provides employees with a clear understanding of their entitlements, such as annual leave, sick leave, parental leave, and other leave entitlements, while also outlining the procedures for requesting and approving time off. A well-defined leave policy helps businesses maintain consistency, manage workloads effectively, and comply with legal requirements. By setting expectations for both employees and employers, it supports a balanced work environment and promotes trust and transparency within the organisation.Leave Policy

Social Media Policy

A Social Media policy is essential for any business as it sets clear guidelines on how employees should conduct themselves online, both professionally and personally, when representing the company.

It helps protect your reputation, and minimises risks such as data breaches or inappropriate content being shared. Additionally, a well-crafted policy promotes a positive online presence and provides employees with the confidence to engage responsibly on social media, aligning their actions with the company’s values and objectives.

It can also set the rules about social media use during working hours.

Workplace Health & Safety Policy

Having a WHS/OHS policy is vital in any workplace. These policies and associated procedures are in place to ensure all steps are taken to provide a safe work environment while preserving the health and safety of employees. The goal of WHS/OHS policies is to reduce the risk of accidents and incidents arising within your workplace. The successful implementation and management of WHS/OHS policies and processes can improve productivity, reduce absenteeism, and help retain employees.

Workplace Bullying & Harassment Policy

Under the Fair Work Act 2009, employers have a duty of care to provide a safe workplace for all employees. Unfortunately, bullying, harassment and discrimination sometimes occurs in the workplace. Having such a policy in place will help employees understand their rights and responsibilities by clarifying what constitutes bullying, harassment or discriminatory behaviour and the process for reporting such issues and also the process of how these complaints are handled.

It’s important to create a safe and supportive work environment to reduce employee stress and help bolster productivity.

Clarifying Your Expectations as an Employer

There are a range of HR policies that you can put in place to clearly outline the behaviour you expect from your employees. You will need to consider policies that cover social media use, attendance, absenteeism and leave, drugs and alcohol, uniforms/standard of dress, phone use, internet and email use, privacy, and driving and motor vehicle use.

Performance issues can be covered by a performance management and discipline policy.

What Happens If We Don’t Have Any HR Policies?

Businesses without HR policies in place risk lower inconsistent decision making, employee misconduct or employee conflict, poor company culture and increased risk of accidents or incidents involving employees. These businesses may be exposed to a wide range of legal risks and could be missing the opportunity to create a positive and productive work environment while mitigating potential risks.

An Important Final HR Policy Tip

When setting out your HR policies, make sure they are clear, easy to read and understand, and written in plain English. Start with an introduction to explain the purpose and scope of the policy and who the policy covers, for example, some HR policies may also cover contractors. A list of definitions may be required in some policies to avoid any misunderstanding.

While some of your policies may not need procedures to accompany them, procedures will be essential to set out the processes under other policies. If in doubt, please reach out and book a 10 minute discovery call with My HR Partner

https://myhrp.com.au/free-call

For further expert advice on human resources or if you have any questions about anything HR related, get in touch.

Karen Hillen is your HR Partner, she helps businesses by providing HR support and advice services.

For the right HR support and advice, book a My HR Partner HR Advice call with Karen Hillen.

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