There are some employment policies that don’t have a big impact. Not in terms of numbers of employees impacted, at least.
But to a small handful of people, these policies make all the difference in the world.
Let me give you a few examples:
Fertility Treatment Policies.
Domestic Violence Policies.
Even if you employ hundreds of people, these policies might only see the light of day every once in a while. A few times a year perhaps.
You can get by without them. Deal with these situations as and when they arise. Do what feels like the right thing to do as and when. It’s doubtful that an employment tribunal will criticise you. There’s no ACAS Code of Practice to fall foul of.
There’s often a desire not to have too many policies. Let’s face it, in most organisations there’s often already plenty to read and keep up to date with.
But there are reasons to have these policies all the same. Some of your employees won’t ask questions or raise an issue for a whole variety of reasons from being embarrassed to worry about stigma or implications for their career. Knowing that you have a policy gives them permission to do so. Having a policy also gives your managers a framework within which to work; it gives them clarity on what to do when challenging issues arise. Having a policy can provide information to your people at what could be some of the most difficult times of their lives. These policies also set a tone for those that never need to use them: that your organisation cares.
Like any policy, they don’t have to be long or overly complex. You don’t need to get people to sign them. You don’t have to cover everyone in your induction or your company handbook. You can just have them, let people know that they are there if they need them, use them when you have to.
Small policy changes, small numbers of employees…….but big impact.
PS. We write these sort of policies. Just ask us for help.