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Policy

Assistance dogs policy

Assistance dogs policy

Last Modified
Previously modified
This policy sets out the reasonable adjustments to be made when a disabled employee requires an assistance dog. The policy covers risk assessment and the impact on other employees.
Assistance dogs policy
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Equal opportunities statement

Equal opportunities statement

Last Modified
Previously modified
This model statement of commitment to equal opportunities states the objectives and responsibilities relating to an organisation's policy on equal opportunities, including designation of the overall responsibility for the policy.
Equal opportunities statement

Equal pay policy

Equal pay policy

Last Modified
Previously modified
This equal pay policy covers the legal framework, operating and complaints procedures, and monitoring.
Equal pay policy
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Neurodiversity policy

Neurodiversity policy

Last Modified

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.

Neurodiversity policy
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Gender reassignment policy

Gender reassignment policy

Last Modified
Previously modified
This policy covers the law, definition of gender reassignment, discriminatory action, genuine occupational requirements, harassment, action to be taken if harassment occurs, action to be taken when an employee announces they are commencing gender reassignment, concerns, time off for treatment, employee records and media interest.
Gender reassignment policy

Policy clause on Sharia law

Policy clause on Sharia law

Last Modified
Previously modified
This model clause makes specific reference to Sharia law within the context of an equal opportunties policy, containing points relating to catering, social events, incentive schemes, investments and rewards, time for prayer and time off for religious festivals.
Policy clause on Sharia law

Menopause policy

Menopause policy

Last Modified
Previously modified

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.

Menopause policy
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Letter

Letter to employees following a discrimination or harassment incident

Letter to employees following a discrimination or harassment incident

Last Modified

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 to employees following a discrimination or harassment incident

Letter acknowledging a discrimination or harassment complaint relating to mental health

Letter acknowledging a discrimination or harassment complaint relating to mental health

Last Modified
Previously modified

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.

Letter acknowledging a discrimination or harassment complaint relating to mental health

Letter confirming outcome following a discrimination or harassment complaint

Letter confirming outcome following a discrimination or harassment complaint

Last Modified
Previously modified

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.

Letter confirming outcome following a discrimination or harassment complaint

Form

Reasonable adjustment action plan

Reasonable adjustment action plan

Last Modified

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.

Reasonable adjustment action plan