Policy Library

This policy includes: how decisions are made in a small team, the principles that underpin them, which decisions can be made by whom, and what steps will be taken to support more equitable involvement in decisions. It is based on consensus and mandate decision-making mechanisms.

Maternity, paternity, adoption and shared parental leave are areas that are covered by legislation. This policy offers terms that are additional to the statutory allowance and tries to make the language more gender neutral.

A safeguarding policy for a small charity that works with adults, based on values of liberation, equity and anti-oppression and informed by Maslaha’s Radical Safeguarding workbook.

This process provides a space for reflection and feedback: how is everyone doing, and how are we doing as a collective? It includes written self reflection and written feedback from others and an hour-long feedback meeting.

This policy lines out how we want to build equity into our recruitment processes as we realise that making recruitment a more equitable working method will allow more people from racialised backgrounds and people with disabilities to work in our organisation.

A membership, decision making, group structure, core values and code of conduct policy for a user-led member-ship organisation with roughly 100 members, from a wide range of backgrounds.

Not sure what exactly you’re looking for yet? Explore the types of policy themes that RadHR members have developed and shared in the library, to help clarify your search.

Making sure our pay policies value different types of work more equally, and meet different members’ needs can be tricky? What are the legal requirements, and what are the options for making our pay systems fairer?

A comprehensive digital rights-based website privacy policy with detailed information about what and how site users details will be used, including by partners. Includes: user rights, text on organisational refusal to share personal data with authorities and how to have your data deleted.

A gender-neutral and trans-inclusive policy for new parents—of all kinds—taking time off work.

A policy for the situations in which a member of staff can take leave to support the care of another, with broad and detailed definitions of what constitutes care and who the policy can apply to. Also includes legal framework.

We all need time off work, for ourselves and our organisations. What does the law say? How do we write a policy that reflects different people’s needs?

A meeting template and policy description for a small workers’ cooperative to improve communication, surface and address tensions or conflicts that exist amongst the group. It’s about making space for the kinds of conversations around group needs and dynamics that are easily side-lined.

Grievance and disciplinary policies often undermine the values of radical groups. What can you do differently and what alternatives might carry risks?

We are all unwell from time-to-time and will need to take periods of sick leave. For some of us who live with disabilities or long-term health conditions, we may require additional support from our organisations to help us in our roles. 

An outline of how we request staff, clients and visitors to behave in our space. The purpose is to support everyone to feel comfortable and respected, especially those from marginalised communities who regularly face prejudice in broader society.

A decision making policy for a migrant-led voluntary group with over 100 active members. Includes: principles, outline of consensus process, which decisions can be made by which groups or individuals, what to about decisions where it is unclear who should make them, and a decision record keeping template.

A staff review process aiming to: 1) review progress and priorities, 2) explore and resolve any problems in these areas, 3) discuss the employee’s potential and future training needs, 4) set targets for future work and training if relevant. Staff take it in turns to review each other.

A recruitment process for paid staff (permanent or temporary), aiming to overcome the problem of processes that are more likely to recruit people from privileged backgrounds.

A redundancy policy for a collectively-run organisation, which aims to avoid situations of coop member redundancy and offers structures to support staff who may be made redundant, as well as offering alternative employment within the organisation, where possible.

A policy aiming to support employees undertaking short courses and those of a longer duration such as certificates, diplomas or MAs that require intensive study. The policy also recognises that small organisation often have has limited resources. The policy also covers sabbaticals and extended voluntary work.

A policy that aims to improve on the amount of time off and pay linked to statutory parental leave, which can be shared equally between parents.

A plain-English policy to clarify the different roles held by volunteers and paid members within a youth work cooperative. Includes simple outline template agreements for volunteers and for cooperative members.

A plain-English pay policy for a small youth work cooperative, in which pay is variable, depending on current organisational income levels. Aims to offer the flexibility of freelance work, while offering additional forms of support (like sick pay).

A simple 1-page process guide to support a newer member to get involved in a particular working group within the organisation. It aims to provide clarity for members looking to get involved in a new part of the cooperative.

Clear non-punitive steps for a small cooperative to take when a conflict has been raised between members. Includes steps that range from informal conversations to deciding to close the cooperative.

A policy for a mid-sized organisation to identify individual and collective responsibilities for staff taking time off, in a way that both enables staff to take time away, and for it to avoid negatively impacting on staff who are still working. Includes link to a template for work handover planning.

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

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.