Crafting workplace policies and procedures isn’t just about paperwork – it’s about creating a roadmap that guides your organisation towards success while ensuring everyone feels supported and treated fairly. In this guide, we’ll dive into the nitty-gritty of policy creation, using straightforward language and real-world examples. Whether you’re drafting basic policies or addressing emerging challenges like remote work or supporting employees through difficult times like domestic violence, we’ve got you covered with practical advice tailored for HR professionals in Ireland.
In this guide, Mary Cullen, Founder & Managing Director here at Insight HR, outlines her advice and key tips for crafting and embedding policies and procedures that are not only compliant with legislation, but also have the potential to make a real difference to your organisation and your people.
P.S. Is this something you know is on your to-do list, and you need help with? Are you worried your contracts, handbooks and policies aren’t up to date with all the recent changes?
Then don’t waste any time, get in touch with us via email at info@insighthr.ie or chat to us directly on 0567701060!
For now though, read on!
Why Workplace Policies Matter
- Clear Goals: Policies serve as the backbone of your company’s culture, setting expectations and standards for behaviour, performance, and treatment of employees.
- Legal Compliance: Up-to-date policies ensure you steer clear of legal pitfalls and stay compliant with Irish employment laws.
- Impact on Organisational Culture: Effective, inclusive and embedded policies can boost employee morale, foster a positive work environment, and enhance your company’s reputation as an employer of choice.
How to Craft Great Policies
- Conduct a thorough review: Start by reviewing your current employment contracts, handbooks, and policies. Identify areas that may be outdated or in need of revision. Pay special attention to changes in employment laws and regulations since your last update.
- Legislative updates: Stay informed about the latest legislative changes in Ireland, such as the Employment (Miscellaneous Provisions) Act 2023 and the many other acts that have introduced significant changes to employment terms, including minimum notice periods, parental leave entitlements, and so on.
- Ask the experts: Consider consulting with experts or employment law professionals who specialise in this area. They can provide valuable insights into how these changes affect your organisation and help draft compliant documents. As we always say, the time spent on a phone call to an expert before you start, can save 10 times the time on the other side if things go wrong!
- Clear and concise language: Ensure that all contracts, handbooks, and policies are written in clear, understandable language. Avoid jargon that may confuse employees. Any policy is only as good as its implementation. If a policy isn’t clear or understood by your employees, then how can it be truly embedded in your organisation?
- Customisation for your organisation: Tailor your documents to reflect the specific needs and culture of your organisation. Off-the-shelf templates may not address your unique requirements, so make sure to understand what your organisations needs as opposed to simply filling a gap for compliance or ticking a box.
- Regular Reviews: Commit to regular reviews and updates. Employment laws are subject to change, and your documents should evolve accordingly. Regularly gather feedback from employees through surveys, focus groups, or anonymous feedback mechanisms. This feedback can provide valuable insights into the effectiveness of your policies and identify any emerging issues.
Keeping Up To Date With The Law (& The Market)
It’s been a busy period for employment law and workplace policies, so make sure to check out last month’s guide, our “Ultimate Guide To Employment Law for 2024: Advice From The Experts” where we gathered input from our team of experts along with some of Ireland’s leading employment lawyers and specialists to bring you up-to-date with all of the relevant legislation, along with what’s coming next.
Or why not check out advice from one of Ireland’s leading voices in workplace culture and employment law, Deirdre Malone, Partner & Head of Employment Law, EY Law Ireland on policies for parents and carers, that are having a transformative effect on one of Ireland’s biggest groups of employees. Listen to episode 152 of The HR Room Podcast here!
And that’s not all, we also had a similar and fantastic chat with Jennifer Cashman on last month’s webinar, “Employment Law Update 2024.” View this webinar on demand, anytime, right here!
Bringing Policies to Life
As we always say, updating policies is only half the battle. The next key step is effectively communicating these policies to your employees. Use multiple communication channels, including company-wide emails, team meetings, line manager briefings, and your internal messaging systems, to ensure that every employee is aware of the updates to policies.
- Training, training, training: engage in regular training sessions to educate employees about their rights and responsibilities associated with your respective policies. This ensures that everyone understands the company’s expectations, fosters a culture of fairness and respect, and reduces the risk of issues. Consider creating comprehensive training programs that cover key policies, conducting regular refresher sessions, providing accessible resources, and promoting open communication channels.
- Recognising breaches of policy: For policies relating to discrimination or dignity at work for example, provide real-world examples of behaviours that are considered to be inappropriate or unacceptable.
- Reporting Procedures: Walk employees through the steps they should take related to any policies which require a reporting aspect.
- Regular Updates: Keep employees informed of any changes in employment contracts, policies, or relevant legislation. Transparency is key to maintaining trust.
- Leadership Commitment: Leaders at all levels should exemplify the behaviours expected of employees. Encourage senior leadership to be champions across a range of policies respectively, demonstrating their commitment to creating a respectful and inclusive environment.
- Employee Input: Support and collaborate with employee resource groups, committees, employee champions or networks that focus on particular employee interests and issues to gain their input and buy-in to any new policies or initiatives. These groups can play a crucial role in driving positive change by organising events, workshops, and also have a useful and clear understanding and awareness of the topics or issues involved.
- Keep it simple: Having a clear set of policies and procedures is essential for any organisation. These policies and procedures need to be as transparent as possible. The less room there is for ambiguity, the less likely there is to be a miscommunication between your business and your employees.
Crafting and implementing workplace policies requires careful consideration, collaboration, and ongoing attention. By following the practical advice outlined in this guide, HR professionals can develop policies that not only meet legal requirements but also contribute to a positive work environment, employee well-being, and organisational success.
Remember, policies aren’t set in stone – they should evolve alongside your organisation’s needs and values, reflecting your commitment to continuous improvement and employee engagement.
How can Insight HR help?
At Insight HR, our service includes consultation, advice and guidance on your organisation’s policies, handbooks and contracts. Through a thorough study of your business and its needs, we will help you to develop a robust set of policies that includes everything relevant to your specific industry. At the end, you will receive workable soft copies of employment contracts and employee handbooks that you can edit and add to as you see fit.
So, whether it’s reviewing policies, updating contracts and handbooks, providing in-person or online training, or providing on-demand advice via our HR support line, the team here at Insight HR will give you quality, consistent, and tailored service, equipping your organisation with the skills and confidence it needs to succeed in this area.
Our promise to clients, is that they will receive a customised, consistent, and customer-focused service from the team here at Insight HR.
HR support, made simple.
If you’d like to hear more about how we can support you with any HR challenges you might have in 2024 and beyond, get in touch with us via email at info@insighthr.ie or chat to us directly on 0567701060!
In case you missed it earlier…
We recently ran a free monthly webinar on Wednesday 28th of February at 11:15am, discussing how organisation’s policies, recruitment, and general culture & practices can have a positive effect on their people, and sharing tips and advice on how to create & implement them!
Hear from our very special guests, Noelle Burke (HR Director at Vodafone Ireland), and Claire Hayes (Head of Research, Policy & Government at the Open Doors Initiative) who shared their fantastic expertise and insights with all who attended.
Watch it back, right here!
