Use this policy to outline your organisation's commitment to support employees dealing with neurodivergence whilst at work. The policy encourages employees to speak to their manager and provides examples of workplace adjustments which can be made.

This clause can be added into an existing anti-harassment and bullying policy. It outlines that the company is recognises the beliefs of ethical veganism and confirms steps that the company will take in order to be respectful of these beliefs.

Use this policy to outline your organisation's commitment to support employees dealing with menopause symptoms whilst at work. The policy encourages employees to speak to their manager and provides examples of workplace adjustments which can be made.

Each time discrimination and harassment training is carried out, this form can be used to record the employee's attendance and understanding of the training session.

Use this form to identify the barriers an employee faces at work due to their health condition or impairment, and to outline the agreed reasonable adjustments that are in place. This form can remain on the employee's personnel file, confirming to their line manager what has been agreed. The action plan should be reviewed periodically to ensure the agreed adjustments remain fit for purpose.

Use this letter to respond to an employee who has raised a complaint of discrimination or harassment relating to mental health. This letter confirms the process that will be followed now that the complaint has been raised.

This letter can be used to confirm that formal disciplinary action has been carried out following an employee raising a discrimination or harassment complaint. The letter confirms whether the organisation is carrying out proactive training and also encourages the employee to raise similar concerns in the future, to allow these to be addressed.

This letter can be used to remind the workforce of the organisation's rules on discrimination, harassment and sexual harassment, including reminding staff where the internal policies are located. The letter is a useful deterrent, confirming that formal sanctions have been applied, and can also be used to confirm training sessions are being organised. To ensure these matters are addressed, the letter also encourages staff to keep reporting any harassment or discrimination concerns.