What will I get?

Everything in the Statutory package PLUS

  • A probationary policy – to enhance a probationary clause in your contract of employment and make it clear what probationary periods are for (both for the employee and for the business);
  • Email and internet policy – in this day and age, you’d be mad not to clearly set out your expectations in terms of email and internet use;
  • Social media – want to ban Facebook during working hours? Go right ahead; just state that in your policy and you’re good to go;
  • Mobile phone use – you can’t complain about it if you don’t set out in writing what your expectations are – make it clear what is and isn’t acceptable and you have a set of rules to live by;
  • Dress code – no matter what business you’re in, it’s always a good idea to set out some guidelines rather than relying on people to make good decisions all the time. Want people to cover up visible tattoos for example? Dress code’s the place for that;
  • Smoking – a no smoking policy is essential for any business, particularly if you want to avoid grey areas like e-cigarettes and whether or not they’re acceptable;
  • Alcohol and drugs – think about it this way, if you might ever want to sack someone in the future for turning up to work drunk or under the influence of drugs, then you need a drugs and alcohol policy in your business;
  • Pension – a pension policy sets out your compliance with auto-enrolment pension regulations. Exciting but essential stuff;
  • CCTV (GDPR compliant) – if you operate CCTV cameras on your premises then under GDPR rules, you need to state where the cameras are, how the data will be used and stored etc;
  • Data retention (GDPR compliant) – you are required by GDPR to spell out your policy on retaining their data once employment comes to an end. What do you mean, you just archive their personnel file?!;
  • Employee privacy (GDPR compliant) – again, GDPR requires that an employer explain to employees what data is held on them, how it’s stored, who has access to it, with whom it’s shared… the list goes on;
  • Clear desk/screen (GDPR compliant) – a highly recommended policy to encourage employees to take responsibility for your clients’ confidential data and to tidy their desks at least once in a while;
  • Bad weather – what do you expect of your team if it snows, for example? Do they know what they should be doing? It’s worth setting out in a policy if you allow/encourage home working, if they need to take a day’s holiday etc;
  • Lone working – depending on your business, you may well have employees who routinely work alone. As their employer, you’re responsible for their wellbeing so it’s essential to be clear about what they need to do to ensure their safety as well as what you’re doing to look after them.

Who is it for?

Ideal for a growing business with an expanding team and additional requirements in terms of HR documentation to support your growth.

Why do I need it?

You’re a business who wants to take care of your staff as well as managing and protecting the business itself.

What else do I need to know?

Once you’ve placed an order with us, we’ll add your contact details to our mailing list.  We hate spam as much as you do so we promise to only send you HR news and updates. We promise it will help to keep you on the right track! You can even opt out if you really want to.

Would you like compare this to our other HR document packages?

The Statutory Document Package
The Best Practice Document Package

Or go back to HR document packages page.


Incredibly easy and painless process…

Thank you so much for revolutionising our HR systems. Until I met you I thought the HR was something that massive PLCs had to worry about so was deeply concerned when I realised that we had to take it far more seriously! You made the whole process incredibly easy and painless for me though and we now have systems in place for every possible scenario. The communication between me and my team is also vastly better as a result. The contracts and handbook are superb and cost far less than

Ed Williams, Director & Solo Channel Swimmer
Elite Swimming Academy

Saved us time and effort…

Mind in Cambridgeshire engaged Keeping HR Simple to assist us in updating our policies and procedures.  They worked with us to identify what policies and procedures we really needed and provided us with updated information in line with legislation.  This has saved us a huge amount of time and effort and we’re very pleased with the results.  All charities need to have their HR documentation in place and I would recommend Keeping HR Simple’s straightforward and hands-on

Sally Keown, Core Services Manager
Mind in Cambridgeshire

Tailored advice and support…

As a start-up business, we were looking for some external HR support, with the skills and expertise to deal with our particular circumstances in the hospitality sector. There are companies out there which seem geared up to larger businesses only, and have a rigid one-size-fits-all approach to supporting businesses. I’m so pleased that we found Keeping HR Simple. From the outset, our specific circumstances were understood, appreciated, and factored in to any support and advice we were given. The start-up package, which included staff contracts, offer letters, and staff handbooks

Tim Mills, Owner
Edgar House