This policy sets out employees’ entitlement to leave to care for children during the period until the child reaches 18 years old.

A sickness policy to support workers who experience illness, designed to find solutions that suit all, and for financial worries not to be an added burden to staff off sick. The policy outlines how the organisation will deal with prolonged absence, repeated short-term absences and/or poor or partial performance of duties due to illness, injury or other medical condition, and aims to ensure they feel supported and fairly treated throughout.

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 defines a financially-healthy organisation and outlines actions to undertake if that status isn’t met at different points in time. It also includes a simple plan to increase financial reserves.

This is a safeguarding policy of a small organisation that facilitates, convenes, and runs trainings. It’s aim is to prevent harm and to empower the person who has experienced harm, avoiding punitive ways of addressing harm and limiting contact with state institutions, where possible, due to the harm these institutions themselves often cause, particularly in marginalised communities.

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.