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. Such policies ensure your business is legally compliant, while 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 from being an employer in today’s business world. HR policies also give employees clear information about the processes your business will follow in relation to managing poor performance and handling a grievance.

Unfortunately, HR polices are often overlook, particularly by small business owners, until there’s an issue with an employee. Being proactive about having policies in place will protect the rights of employers 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.

Recruitment Policy

Under your recruitment policy, you’ll need to cover areas such as Equal Employment Opportunity (EEO). EEO outlines your commitment to diversity and inclusion in your business and ensures job applicants are treated fairly and without discrimination or bias during the recruitment and selection process.

                        Your recruitment policy may also include your recruitment and selection process including interviewing process, job offer procedure, onboarding, job descriptions and training.

Workplace Health & Safety Policy

Having a WHS policy is vital in any workplace. These policies and 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 is to reduce the risk of accidents, incidents or illness arising within your workplace. The successful implementation and management of WHS 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. 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 policies that you can put in place to clearly outline the behaviour you expect from your employees. You will need to considering 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. This type of policy may also cover employee benefits and incentives such as bonuses and rewards based on positive performance.

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

Businesses without HR policies in place risk lower employee morale, higher turnover of employees, 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://booking.myhrpartner.com.au/15minute-hr-advice-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.

https://booking.myhrpartner.com.au/15minute-hr-advice-call
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