This policy aims to clarify who is involved in day-to-day decision making and the structures that support the team to be involved, as well as for others to get more involved.

A policy that allows employees to take “protest leave” to participate in demonstrations or civil action related to major political issues, without it counting against their holiday or sick leave, as long as it doesn’t interfere with time-critical projects and is approved by their manager.

A policy challenging the ways in which discrimination against parents and carers is still the norm in most workplaces. Includes: maternity leave and pay; paternity / second parent leave & pay; shared parental leave & pay; and adoption leave & pay.

A policy that provides two ways into a role for employees, acknowledging that not all hierarchical work relationships are equitable. It also involves staff members in the process and allows current workers to have a first go at a role.

This is a non-punitive version of a disciplinary procedure, designed to encourage dialogue through structured opportunities to discuss and learn from mistakes. It has been written to follow the guidelines set out in the Acas Code of Practice on Disciplinary and Grievance Procedures, without the punishment-based approach of issuing warnings.

This is a supportive alternative to what some organisations might call a ‘Performance management’ policy: an organisational response to a worker consistently not managing to do their job effectively.