Equal opportunities policy relating to disability
Equal opportunities statement
Equal pay policy
Equality and diversity policy
Gender reassignment policy
Management of time off relating to religion or belief
This policy covers legislation, what the regulations cover and examples, religious observance and life events.
Policy clause on Sharia law
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.
Letter to employees following a discrimination or harassment incident
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.
Letter acknowledging a discrimination or harassment complaint
Letter confirming outcome following a discrimination or harassment complaint
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.
Discrimination and harassment training record
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.
Reasonable adjustment action plan
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.