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Decision-making policy & process
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.
Family friendly umbrella policy
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.
Peer-to-peer feedback & reflection process
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.
Equitable recruitment policy
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.
Peer review policy & procedure
The purpose of this peer review policy and procedure is to support all employees of the Project to achieve and maintain their maximum (reasonable) contribution to their role at the Project. It is an opportunity for all employee members to have some time to reflect on their role, to think…
Rules for how we work together
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.
Radical HR themes
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.
How to write a radical pay policy
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?
Maintenance meeting agenda
A template agenda for a regular group meeting which aims to offer: a deeper check-in on the experience of being in the group / space to raise issues and “have awkward chats”/ space to reflect together on our work, and our direction. This template is structured to help manage tensions…
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.
The accountability agreement is a code of behaviour that all club members agree to adhere to and embrace on joining the club… we outline suggested consequences for members who have caused harm, based on current working practices. You can use these as guidance in how to engage with a person…
Long COVID/chronic illness
A policy to address the medium-to-long term impacts of Long COVID (and other types of chronic illness and disability) and outlines organisational processes for supporting staff affected, in a way which is aligned with disability justice and the needs of a small staff team to continue to work in a…
How to write a radical holiday policy
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?
Culture of care & accountability
We have high expectations of how we behave towards one another, and we hold each other accountable to those expectations. This policy has two sides: the culture of care that we are proactively building, and the culture of accountability that is reactively implemented. Includes: definitions of accountability and care, 3-step…
Keeping young people safe from abuse
This is a youth work cooperative safeguarding policy, accessible for a range of members, which avoids resorting to calling state authorities, unless the group’s safeguarding contacts are not available. Designed by an organisation with a mix of paid and voluntary youth workers, some of whom are adults and some are…
Team dynamics & tension shifting meeting
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.
Worker rights and wellbeing
A consolidation of policies to support workers’ rights and wellbeing, for a large membership-led activist organisation/union. It includes: Sickness policy, Parental Leave, Carers and compassionate leave, Time off in lieu and overwork, Additional leave, Trade union recognition, Staff access to counselling or other support, Annual leave, Pension contribution, Staff absence…
How to write a radical grievance or disciplinary policy
Grievance and disciplinary policies often undermine the values of radical groups. What can you do differently and what alternatives might carry risks?
How to write a radical sickness policy
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.
Socially just waging system
A waging system that aims to be socially just, in recognising different needs and backgrounds, and fair to all of its workers. It aims to provide for maximum financial security, and also reflect the organisation’s ethics and principles. It’s trying to address the fact that pay tends to ignore people’s…
Carer’s, compassionate bereavement and parental leave
A policy that aims to address the lack of support for staff who have caring responsibilities, and the lack of recognition of the different dimensions of what that support might look like. The policy lays out guidelines that aim to help relieve some of this stress and enable both employer…
Induction policy for new staff
An induction policy to provide a framework for identifying and sorting out any initial difficulties which can occur in the early stages of starting a job. The aim is to provide a supporting structure for the new employee and alleviate some of the initial pressures that can arise when starting…
Sickness and incapacity policy and procedures
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 includes an incapacity procedure, outlines how the organisation will deal with prolonged absence, repeated short-term absences and/or poor…
Staff review procedure
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.
Staff undertaking training courses or volunteering roles
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.
Shared parental leave
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.
Staff support & performance improvement procedure
A policy to support staff who are struggling to meet the aims of their role, rather than treating under-performance as a disciplinary issue, like behavioural or ethical concerns. Acknowledging the ableism that is often implicit in disciplinary policies and offering comprehensive collective support for staff, with a recognition that disability,…
Co-op member / volunteer agreements
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.
Paid work for co-operative 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).
Equality and diversity
A plain-English youth work cooperative equality and diversity policy, which makes explicit the range of types of oppression that can play out amongst young people and the cooperative, as well as the ways in which those experiences are often reflections of wider social power dynamics. Outlines the responsibilities of both…
Member volunteer induction process
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.
Pay review process
A detailed process and template guide for a mid-sized collectively-managed organisation, to review its current pay policy. It includes steps for identifying the scope of the review and the types of questions it will and won’t ask (including several specific ones which came up in this organisation), as well as…
Staff absence planning
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.
Parent and carer staff support
A comprehensive collection of policies designed to support staff with parental or caring responsibilities. Includes: Wider political framing for the importance of this set of policies, Parental leave, Parental leave pay, Carer leave, Parent and carer pay subsidy, Flexible working for parents and carers, Paying for nursery deposits, Providing or…
This policy sets out employees’ entitlement to leave to care for children during the period until the child reaches 18 years old.
How to do radical safeguarding
Summary Radical Safeguarding – A Social Justice Workbook for Safeguarding Practitioners is designed for practitioners working with children and young people, particularly in school contexts, who might be wondering how to start doing things differently when it comes to safeguarding. Our understanding of a radical approach to child safety is one…
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.
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