10 Human Resources Policies to add to your employee Handbook 

• Non-Discrimination Policy

It is important that employees feel safe in the workspace. With a non-discrimination policy, you assure your staff that human rights will be exercised irrespective of race, gender, beliefs, orientation, or other factors. 

• Anti-Harassment Policy  

Harassment is one of those misconducts enshrined in the law and is punishable by the government. Your anti-harassment policy must: 

• Clearly state that all forms of harassment (verbal, sexual, and physical) will not be tolerated  
• Include a procedure for reporting incidences 
• Define consequences 
• Safety and Health Policy

 An effective safety and health policy is crucial in guiding working practices in the organisation to make sure you’re creating a work environment that is safe and healthy for your staff. 

This policy should communicate how employees operate machines, especially if you are in the manufacturing sector, safety gears, and guidelines to maintain safety during day-to-day activities. 

• Leave Policy  

 All work and no rest makes Jack very cranky indeed. Employees’ physical and mental wellbeing impacts their productivity, so your leave policy must give them provision to achieve work-life balance. 

The policy covers how many days each employee is entitled to rest, mode of leave request, approval or rejection procedure, and unacceptable absence at work. 

• Social Media Policy  

The world is becoming a global village with social media; leaving this area unattended is risky for its reputation.  

This policy should cover brand guidelines for interactions on social channels, the confidentiality clause of internal projects in the pipeline, and disciplinary actions for violators. 

• Internet and Phone Use Policy  

WiFi and internet facilities cost the business money, so it is necessary to maximise the funds for more productive output.

The internet policy needs to define inappropriate use of company resources e.g., using the business internet for personal projects.  

Phone policy is tricky as outrightly banning phone use during working hours can make your work environment seem rigid.

This policy should be based on the business type e.g., manufacturing companies have a stricter phone policy due to their work with machinery. 

• Exit Policy  

Work can be disrupted when there is no spelled out procedure for the exit of a staff. The exit policy explains the amount of notice an employee is to give the business upon resignation, actions that can lead to dismissal, and a feedback loop for the business (exit interview).   

• Code of Conduct Policy  

This policy defines behaviour that are encouraged at work, unacceptable behaviour, reporting structure, and disciplinary actions.

It is best practice to have this policy in the handbook to proactively reduce conflicts and discourage wrong conduct that can impact the team’s productivity.  

• Drug and Alcohol Policy 

Drug and alcohol policies vary from one business to another: 

• Determine if your business is open to the use of these substances 
• Define designated areas if smoking/consuming alcohol is allowed 
• Full disclosure to the human resources unit on medical conditions that may require medication daily 
• For safety protocols in manufacturing companies, if drug/alcohol use might impair the employee’s mind operating the machine. 

• Remote Working Policy 

This policy covers the expectation of the business for virtual work, how the output of remote work is measured, available remote support, virtual communication channels, and how work should be done from home. 

Human resources managers should consider the following factors when creating remote work policies: 

• Determine which job roles can be carried out from home 
• Create communication channels 
• Confidentiality clause must be included in the work from home policy 
• Specified metrics for checking work done from home 
• Create a defined work plan in collaboration with line managers for employees working from home