HR Policies That Give You Confidence (Not Confusion)
Running a business is busy enough without second-guessing whether you’re handling people matters the right way.
HR policies aren’t about red tape or ticking boxes. They’re about protecting your business, setting clear expectations, and giving you confidence when tricky situations pop up so you can lead your team fairly and stay focused on running your business.
At My HR Partner, we offer practical, easy-to-use HR policy handbooks designed for real Australian workplaces. No jargon. No overwhelm. Just policies that actually make your life easier.
Why Having the Right HR Policies Matters
Without clear HR policies, small issues can quickly turn into bigger problems.
Unclear expectations can lead to misunderstandings.
Inconsistent decisions can cause frustration or disputes.
And when Fair Work or compliance questions come up, uncertainty can cost you time, money and sleep.
The right HR policies give you:
Confidence to handle people issues calmly and fairly
Clear guidance so you’re not guessing, Googling or asking AI
Peace of mind knowing your business is protected
Consistency across your team — even as you grow
Simply put, good policies help you run a better business
Policies That Support You and Your Team
Your HR policies act as your go-to guide for everyday decisions — from leave requests and workplace behaviour through to performance issues and safety obligations.
They help your team understand what’s expected, what support is available, and how things are handled if issues arise. That clarity reduces conflict, builds trust, and creates a more professional, respectful workplace.
And for you?
It means fewer awkward conversations, less risk, and more confidence that you’re doing the right thing.
What’s Included in Your HR Policy Handbook
Your policy handbook is tailored to your business and includes the key policies most Australian employers need to operate confidently, such as:
Code of Conduct
Leave
Attendance
Performance Management and Misconduct
Anti-Discrimination
Bullying and Harassment
Work Health and Safety
Drug and Alcohol
Social Media
Each policy is written in clear, practical language and aligned with Fair Work requirements, so you can actually use them, not just file them away.
Choose the Policy Package That Fits Your Business
Tradies HR Policy Handbook
Designed specifically for trade-based businesses, this handbook reflects the realities of on-site work, safety obligations and practical operations. It’s a great fit if your business operates across job sites and needs policies that match real-world conditions.
Professional Workplace HR Policy Handbook
Best suited to professional services, office-based teams and client-facing businesses. This option focuses on conduct, performance, flexibility and professionalism, while still keeping things practical and easy to follow.
Not sure which option is right for you? We can work that out together.
Business Essentials HR Policy Handbook
Ideal for small businesses that want solid foundations in place. This gives you the core policies you need to protect your business and manage your team with confidence without overcomplicating things.
Workplace Foundations HR Policy Handbook
A practical starting point for businesses putting their HR basics in place. This handbook gives you the essential policies you need to set expectations early, support your team, and reduce risk — so you can move forward with confidence, knowing the foundations are done properly.
Support Beyond the Documents
Policies work best when you understand how to apply them.
That’s why many clients pair their policy handbook with ongoing HR support through the My HR Partner HR Hub so when a question comes up, you’re not left figuring it out alone.
You’ll know what to do, what to say, and when to ask for help.
Ready to Put the Right Foundations in Place?
If you’d like HR policies that genuinely support your business, not just sit on a shelf, let’s chat.
You can book a free introductory call to talk through your business, your team, and what level of support will give you the most peace of mind.
👉 Order Your HR Policy Handbook
If you don’t need a full HR policy handbook and just want to put one specific policy in place, that’s an option too.
You can order individual HR policies as needed — perfect if you’re filling a gap or dealing with a specific issue right now. Simply follow the link below to choose the policy you need and get it sorted quickly and confidently.
Order your single
policy contract here:
Our Latest Blog Post
Managing Employee Issues Without Making Things Worse
A calm, practical approach to performance management.
Managing employee performance can sometimes feel tricky especially when you genuinely care about doing the right thing.
A lot of business owners tell me they hesitate when it comes to managing employee performance because they don’t want to:
Damage the relationship
Say or do the wrong thing
Be seen as unfair
Accidentally create risk
That hesitation is completely understandable. But when performance issues are left unaddressed, they rarely improve on their own and they often become bigger issues, and more stressful over time.
But managing underperformance doesn’t have to feel confrontational or complicated. With the right approach, it can actually be fair, supportive, and clear for everyone involved.
Let’s go through when to step in, what to document, and how to stay fair and compliant without making things worse.
When Should You Step In?
As a general rule, it’s time to step in when underperformance is:
Ongoing rather than occasional
Affecting work quality, clients, or the wider team
Creating frustration or tension
Something you’ve already noticed more than once
Stepping in early doesn’t mean jumping straight to formal action. In most cases, it starts with a simple, respectful informal conversation about expectations and what support might be needed.
Addressing things early is often the kindest option - it gives the employee clarity and a genuine opportunity to improve.
Why Avoiding the Issue Can Create Bigger Problems
It’s natural to hope performance issues will resolve themselves, but avoiding them can lead to:
Confusion about expectations
Frustration from other team members
Inconsistent standards across your business
Clear, timely conversations help protect your business and your people.
What Should You Document?
Documentation often sounds more daunting than it needs to be.
You’re not building a case against someone, you’re simply keeping a clear record of what’s happening and how it’s being managed. The objective is for the employee to improve their performance.
Helpful documentation usually includes:
What the performance issue is, based on facts
When it occurred and whether it’s ongoing
What expectations were explained
What support, training, or guidance was offered
What was agreed as the next steps
Good records show that you’ve acted reasonably, communicated clearly, and given the employee a fair chance to improve.
How Do You Stay Fair and Compliant?
Fairness isn’t about getting everything perfect, it’s about following a reasonable and consistent process.
To stay fair and compliant:
Apply the same approach to all employees
Focus on behaviours and outcomes, not assumptions
Give the employee an opportunity to respond
Allow reasonable time and support for improvement
Follow a clear, structured process
Even valid performance concerns can lead to claims if they’re not handled well. Having a clear framework removes a lot of uncertainty and stress.
A Clear, Supportive Way to Manage Underperformance
One of the biggest challenges for business owners is feeling like they’re making it up as they go and not knowing what they can and can't do.
That’s why the Performance Management Toolkit inside the My HR Partner HR Hub exists.
It’s designed to give you:
A step-by-step approach to managing performance issues
Guidance on what to say and what not to say
Practical templates and checklists for documentation
Confidence that your process is fair, reasonable, and aligned with best practice
It supports you to handle issues calmly and professionally.
HR Support That Fits Where You’re At
Every business is different, which is why there are flexible options:
Subscribe to the HR Hub for ongoing access to HR tools and resources
Purchase the Performance Management Toolkit if this is your immediate challenge
Combine resources with an HR advice call if you’d like reassurance along the way
You don’t have to do everything at once just take the next right step.
You Don’t Have to Avoid Performance Conversations
Being a good employer doesn’t mean avoiding difficult conversations.
It means handling them with clarity, fairness, and care.
👉 Explore the Performance Management Toolkit for practical, supportive guidance
👉 Or subscribe to the HR Hub for ongoing HR support as your business grows
With the right tools, managing employee performance can feel far more manageable, and much less stressful.
Ready to Feel More Confident About HR?
You don’t need to navigate HR alone — and you don’t need to overcomplicate it either.
👉Explore the HR Hub and new toolkits to see what support looks like when it’s practical, calm, and genuinely helpful.
👉Subscribe for full access, or choose the toolkit that fits your current challenge.
Sometimes, having the right resource at the right time makes all the difference.
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.
We provide HR advice and support. We have trusted partners to assist with any employment law issues
outside of our scope.
More info
Get HR Advice from our HR expert
Our Latest Blog Post
Managing Employee Issues Without Making Things Worse
A calm, practical approach to performance management.
Managing employee performance can sometimes feel tricky especially when you genuinely care about doing the right thing.
A lot of business owners tell me they hesitate when it comes to managing employee performance because they don’t want to:
Damage the relationship
Say or do the wrong thing
Be seen as unfair
Accidentally create risk
That hesitation is completely understandable. But when performance issues are left unaddressed, they rarely improve on their own and they often become bigger issues, and more stressful over time.
But managing underperformance doesn’t have to feel confrontational or complicated. With the right approach, it can actually be fair, supportive, and clear for everyone involved.
Let’s go through when to step in, what to document, and how to stay fair and compliant without making things worse.
When Should You Step In?
As a general rule, it’s time to step in when underperformance is:
Ongoing rather than occasional
Affecting work quality, clients, or the wider team
Creating frustration or tension
Something you’ve already noticed more than once
Stepping in early doesn’t mean jumping straight to formal action. In most cases, it starts with a simple, respectful informal conversation about expectations and what support might be needed.
Addressing things early is often the kindest option - it gives the employee clarity and a genuine opportunity to improve.
Why Avoiding the Issue Can Create Bigger Problems
It’s natural to hope performance issues will resolve themselves, but avoiding them can lead to:
Confusion about expectations
Frustration from other team members
Inconsistent standards across your business
Clear, timely conversations help protect your business and your people.
What Should You Document?
Documentation often sounds more daunting than it needs to be.
You’re not building a case against someone, you’re simply keeping a clear record of what’s happening and how it’s being managed. The objective is for the employee to improve their performance.
Helpful documentation usually includes:
What the performance issue is, based on facts
When it occurred and whether it’s ongoing
What expectations were explained
What support, training, or guidance was offered
What was agreed as the next steps
Good records show that you’ve acted reasonably, communicated clearly, and given the employee a fair chance to improve.
How Do You Stay Fair and Compliant?
Fairness isn’t about getting everything perfect, it’s about following a reasonable and consistent process.
To stay fair and compliant:
Apply the same approach to all employees
Focus on behaviours and outcomes, not assumptions
Give the employee an opportunity to respond
Allow reasonable time and support for improvement
Follow a clear, structured process
Even valid performance concerns can lead to claims if they’re not handled well. Having a clear framework removes a lot of uncertainty and stress.
A Clear, Supportive Way to Manage Underperformance
One of the biggest challenges for business owners is feeling like they’re making it up as they go and not knowing what they can and can't do.
That’s why the Performance Management Toolkit inside the My HR Partner HR Hub exists.
It’s designed to give you:
A step-by-step approach to managing performance issues
Guidance on what to say and what not to say
Practical templates and checklists for documentation
Confidence that your process is fair, reasonable, and aligned with best practice
It supports you to handle issues calmly and professionally.
HR Support That Fits Where You’re At
Every business is different, which is why there are flexible options:
Subscribe to the HR Hub for ongoing access to HR tools and resources
Purchase the Performance Management Toolkit if this is your immediate challenge
Combine resources with an HR advice call if you’d like reassurance along the way
You don’t have to do everything at once just take the next right step.
You Don’t Have to Avoid Performance Conversations
Being a good employer doesn’t mean avoiding difficult conversations.
It means handling them with clarity, fairness, and care.
👉 Explore the Performance Management Toolkit for practical, supportive guidance
👉 Or subscribe to the HR Hub for ongoing HR support as your business grows
With the right tools, managing employee performance can feel far more manageable, and much less stressful.
Ready to Feel More Confident About HR?
You don’t need to navigate HR alone — and you don’t need to overcomplicate it either.
👉Explore the HR Hub and new toolkits to see what support looks like when it’s practical, calm, and genuinely helpful.
👉Subscribe for full access, or choose the toolkit that fits your current challenge.
Sometimes, having the right resource at the right time makes all the difference.
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.
We provide HR advice and support.
We have trusted partners to assist with
any employment law issues outside
of our scope.
More info
Get HR Advice from our HR expert