We aim to ensure anyone who becomes responsible for a child has paid time off devoted to this huge new responsibility.

This policy is our framework when deciding to accept funding from a certain source. It lays out who we want and do not want as funders, and the due diligence process for new funders.

A policy and process for addressing conflict in a small team, which integrates non-punitive accountability measures and nuanced understandings of conflict and accountability for harm, with the legal requirements of an organisational grievance process.

This policy supports trans inclusion, respect and dignity within the organisation and outlines our commitment to trans, non-binary, gender non-conforming, and gender questioning colleagues and volunteers, in areas such as: transitioning at work, DBS checks, employment references and toilet/changing facilities.

A policy about giving staff a mix of paid and unpaid time off to support their lives beyond their role. Lengths of time off, eligibility, notice periods, work re-planning and pay levels are covered.

This policy aims to provide fair and financially secure wages for all workers. It is based on a flat rate plus uplifts, including: length of service, support for dependents, experience of marginalisation, and city weighting. It also contains an emergency waging system and fund, as well as a process for administering the policy.