Downloadable and customisable documents relating to preventing and handling discrimination. For more information see the employment law pages on equality.
This policy outlines the organisation's commitment towards supporting the implementation of policies, procedures and internal initiatives which have the effect of removing barriers faced by disabled individuals.
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 and media statements.
This policy covers legislation, what the Acts cover, examples and how the Company will consider requests for time off.
This policy covers the organisation's stance on diversity for all employees, including on the basis of gender, trans-gender status, race and disability.
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.
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.
Use this policy to outline your organisation's approach to dealing with complaints regarding equality, including the process for formal and informal action as well as how any investigation will occur.
Use this policy to outline your organisation's approach to preventing and responding to incidents of bulling and harassment that relates to mental health.
Use this letter following a discrimination or harassment incident to remind staff of their duty to behave appropriately at work and who to contact if they experience any similar incidents in the future.
Use this letter to officially acknowledge that you have received a discrimination or harassment complaint from an employee that relates to their mental health.
Use this letter to inform an employee of the outcome of an investigation following their complaint of discrimination or harassment.
This can be used to help keep track of training giving to employees on discrimination and harassment.
This policy can be used to set out to employees how you will support employees going through menopause.
This letter can be sent to employees to make them aware of the support that your organisation offers employees who are going through menopause and how they can access assistance.
Use this letter to invite an employee to a meeting where you can discuss their current circumstances with menopause, how it is affecting them individually and any support measures you can put in place.
Use this letter to confirm to an employee, after you have held a meeting with the employee, the adjustments to be put in place in order to support the employee through menopause.
Use this letter to arrange a meeting with an employee, for whom adjustments had previously been made to support them through menopause, in order to discuss the success of the adjustments, whether adjustments are still needed and whether further adjustments should be put in place.
Use this letter to confirm to an employee the outcome of a meeting held to review previous adjustments made in relation to menopause.