This procedure sets out the step-by-step process for managing underperformance – from informal discussion through to formal warnings and dismissal. Updated with an important note on the Employment Rights Act 2025: from January 2027, the unfair dismissal qualifying period reduces to six months, making early and consistent performance management more important than ever.

This policy sets out your organisation’s approach to conducting a redundancy exercise fairly and lawfully – covering alternatives to redundancy, collective and individual consultation, selection criteria, alternative employment, and statutory payments. Includes an important ERA 2025 update: from 6 April 2026, the maximum protective award for failure to collectively consult doubles to 180 days’ pay per employee.

All employers are legally required to maintain smoke-free workplaces under the Health Act 2006.
This policy sets out the organisation’s obligations, the rules for all employees and visitors, signage requirements, and the support available for employees who wish to stop smoking.

Every employer with one or more employees is required to have a disciplinary procedure in place.

This template gives you a legally compliant, professionally drafted procedure that you can customise for your organisation – covering informal action, formal warnings, gross misconduct, and the right of appeal.