Description
How to Use This Template
This template has been created to support organisations in building a safe, inclusive and high-performing workplace. It provides a clear structure, recommended wording and best-practice guidance, but it is not a final policy. Every organisation has different risks, culture, processes and legal obligations, so this document must be reviewed and customised before use.
- Tailor it to your organisation
Before implementation, update the template to reflect your organisation’s structure and terminology, relevant job titles or roles, your reporting processes, any sector-specific requirements, local laws, international operations or governing bodies, internal systems or communication channels.
Where placeholders appear (e.g., [insert role]), ensure they are completed accurately.
- Review for legal compliance
Employment law changes regularly. This template reflects current best practice but should not be relied on as legal advice.
You should ensure the final version complies with the laws and regulations in your jurisdiction and seek independent legal advice where needed.
- Align it with your culture and values
Policies work best when they reinforce how you want your people to feel and behave. We recommend:
- adding your organisation’s values or behavioural expectations
- ensuring tone aligns with your wider People & Culture approach
- embedding this policy within your induction and training
- Communicate clearly with your workforce
Introducing a policy is not enough. people need to understand it.
Before implementation brief managers so they understand their responsibilities. Share the policy with all staff in accessible formats and explain how people can raise concerns. Ensure you integrate the policy into onboarding, annual refreshers and leadership development.
- Store and maintain securely
Once finalised, save the approved version in your central policy library. Ensure staff always access the latest version and schedule regular reviews (recommended annually).
- Disclaimer
This template provides general guidance only and does not constitute legal advice. All About People accepts no liability for any loss, damage or legal consequences arising from the use or misuse of this document.
