Employee Handbook (UK)
Updated 31 July 2026
Comprehensive employee handbook and modular policy suite for UK-based employers
EMPLOYEE HANDBOOK (UK)
England and Wales
Employer: [full legal name of the employer]
Version: [handbook version number] Effective from: [handbook effective date]
Note: This handbook is a modular policy suite. Each Part is drafted to stand on its own so it can be published as an individual policy and updated without reopening the whole document. Delete any Part that does not apply to your organisation and renumber. Complete every yellow field and complete the Summary of Key Terms at the end.
Note: Employment law in the UK is changing substantially between now and the end of 2027 under the Employment Rights Act 2025. The Parts affected carry a note explaining what is in force now and what changes. Set a diary reminder to review this handbook in December 2026, because a significant group of changes takes effect on 1 January 2027.
1. INTRODUCTION AND STATUS OF THIS HANDBOOK
1.1 This handbook explains how we work and what we expect from each other. It applies to all employees and, where stated, to workers and contractors.
1.2 Status. Except where a policy says otherwise, this handbook is not contractual and does not form part of any contract of employment. We may amend, withdraw, or replace any policy in it at any time. Where this handbook conflicts with your contract of employment, your contract takes precedence.
1.3 Contractual entitlements. Your pay, holiday entitlement, and notice periods are contractual and are set by your contract of employment. Where Parts 3, 4, and 12 describe those entitlements, they summarise your contract for convenience and do not replace or vary it. If the summary and your contract differ, your contract applies.
Note: Keeping the handbook non-contractual is what allows policies to be updated without needing every employee's agreement. A handbook that sets out pay, holiday, or notice without distinguishing them from policy risks the whole document being treated as contractual, which removes that flexibility. Clause 1.3 draws the line: those Parts summarise the contract rather than creating the entitlement. If a policy is intended to be contractual, say so expressly in that policy, because a tribunal will look at what the document says and at how it has been applied in practice, not just at a general disclaimer.
Note: The line drawn in Clause 1.3 matters more from 1 January 2027. Under section 28 of the Employment Rights Act 2025 it becomes automatically unfair to dismiss an employee for refusing a restricted variation of their contract, and restricted variations cover pay, pensions, hours, shift timing, and time off entitlements. The exception for employers in financial difficulty is drafted narrowly and the compensatory award is uncapped. Keeping those entitlements in the contract, and this handbook in policy, means routine policy updates do not touch the terms that attract that protection.
1.4 Where you work. This handbook is written for staff working in England and Wales. If you work in Scotland or Northern Ireland, some parts are supplemented or replaced by a separate addendum, which we will provide to you.
Note: Northern Ireland has its own employment legislation and its own statutory disciplinary and grievance framework, and the Acas Code does not apply there. A handbook that applies UK-wide disciplinary and grievance wording to Northern Ireland staff is non-compliant for those staff. Scotland shares most of the statutory framework but differs on some procedural points. If you employ anyone outside England and Wales, prepare an addendum before issuing this handbook rather than after.
1.5 Questions. If anything in this handbook is unclear, speak to [handbook contact (name or role, e.g. the people team)].
Note: From 30 October 2026 section 58 of the Employment Rights Act 2025 requires employers to give every worker a written statement telling them they have the right to join a trade union. It must be given at the same time as the written statement of particulars under section 1 of the Employment Rights Act 1996, and at other times to be set in regulations. Issuing the handbook is a practical moment to hand it over, but it is a separate document and does not discharge the section 1 duty.
2. EQUAL OPPORTUNITIES AND DIGNITY AT WORK
2.1 Our commitment. We are committed to a workplace free from discrimination, harassment, and victimisation. We make decisions about recruitment, pay, promotion, training, and termination on merit.
2.2 Protected characteristics. It is unlawful to discriminate against anyone because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation.
Note: These nine protected characteristics are set out in the Equality Act 2010. Discrimination can be direct or indirect, and indirect discrimination can arise from a rule applied to everyone that puts one group at a particular disadvantage without good reason.
2.3 Harassment. Harassment is unwanted conduct related to a protected characteristic that has the purpose or effect of violating someone's dignity, or creating an intimidating, hostile, degrading, humiliating, or offensive environment. Sexual harassment is unwanted conduct of a sexual nature. Whether conduct amounts to harassment depends on how it was reasonably perceived, not on whether it was intended.
2.4 Preventing harassment. We take all reasonable steps to prevent sexual harassment of our staff, including harassment by third parties such as clients, customers, suppliers, and members of the public. We assess the risks, train our people, and act on reports. Anyone who experiences or witnesses harassment of any kind should report it under Part 9.
Note: The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduced a positive duty on employers to take reasonable steps to prevent sexual harassment of their workers. This is a preventative duty: it is not enough to respond well after the event. An employment tribunal can increase a sexual harassment award by up to 25 per cent where the duty has been breached, so a documented risk assessment and a training record are worth keeping.
Note: Under section 40A of the Equality Act 2010 the duty is currently to take reasonable steps. From 30 October 2026, section 20 of the Employment Rights Act 2025 raises that to all reasonable steps, and section 21 makes employers liable for harassment of their staff by third parties across all relevant protected characteristics rather than sexual harassment alone. Clause 2.4 is written to the higher standard now so the handbook does not need reissuing on that date. Meeting it in practice means the risk assessment, the training, and the reporting route all have to be real and evidenced.
2.5 Reasonable adjustments. If you have a disability, we will consider reasonable adjustments to remove or reduce any disadvantage you face. Tell us what would help. You do not need a formal diagnosis to start that conversation.
Note: Employers with 250 or more employees can publish a gender equality action plan voluntarily now, covering the steps being taken on the gender pay gap and on supporting employees through the menopause. Under section 33 of the Employment Rights Act 2025 publication becomes mandatory, and the government has said that takes effect in spring 2027 on the same deadlines as gender pay gap reporting. Below 250 employees there is no duty, and this Part needs no change.
3. PAY, HOURS AND WORKING TIME
3.1 Working hours. Your normal working hours are set out in your contract. Our standard working week is [standard weekly hours] hours.
3.2 Pay. You are paid monthly in arrears by bank transfer, on or before the last working day of the month, subject to deductions required by law. Your payslip is available through our payroll system.
3.3 Working time limits. You should not work more than an average of 48 hours a week over a 17 week period unless you have agreed in writing to opt out. You may withdraw that agreement by giving seven days' written notice, unless your opt-out agreement sets a longer notice period, which can be no more than three months. You are entitled to at least 11 consecutive hours' rest between working days, a rest break of 20 minutes where you work more than six hours, and one day off a week.
Note: These limits come from the Working Time Regulations 1998. An opt-out from the 48 hour average must be individual, voluntary, and in writing. An employer cannot make agreeing to it a condition of employment or treat someone detrimentally for refusing. On notice to withdraw, regulation 5(2) sets a default of seven days where the opt-out agreement is silent, and regulation 5(3) caps any longer period the agreement specifies at three months. Check what your opt-out form actually says before relying on the longer period.
3.4 Overtime.
Option A (no paid overtime): Your salary covers all hours reasonably required to do your job. We do not pay overtime, but where you work significant additional hours we will consider time off in lieu.
Option B (paid overtime): Overtime must be approved in advance by your manager and is paid at [overtime rate (e.g. basic hourly rate, or 1.5 times basic hourly rate)].
4. HOLIDAY
4.1 Entitlement. Your holiday entitlement is [annual holiday entitlement in days (minimum 28 including bank holidays for a full-time employee)] days per holiday year, [bank holiday treatment (state 'including' or 'in addition to')] bank holidays. Part-time employees receive a pro-rata entitlement.
Note: The statutory minimum is 5.6 weeks under regulations 13 and 13A of the Working Time Regulations 1998, which is 28 days for someone working five days a week. Bank holidays can be counted within that 28 days, so there is no separate statutory right to take bank holidays off. Anything above 5.6 weeks is a contractual extra and can carry different rules on carry-over and payment in lieu.
4.2 Irregular hours and part-year workers. If you work irregular hours, or only part of the year, your holiday accrues at 12.07 per cent of the hours you work in each pay period, capped at 28 days in a leave year.
Note: Regulation 15B of the Working Time Regulations 1998 applies this accrual method to irregular hours workers and part-year workers for leave years beginning on or after 1 April 2024. It replaced the position established in Harpur Trust v Brazel for those workers. Delete this Clause if everyone you employ works fixed hours across the whole year.
4.3 Holiday year. Our holiday year runs from [holiday year start date] to [holiday year end date].
4.4 Booking. Request holiday through [holiday booking system or process] and obtain your manager's approval before making any commitments. We may refuse a request for business reasons and may require you to take holiday on specified dates.
4.5 Carry-over. You may carry over up to [maximum carry-over days] days into the next holiday year, to be used by [carry-over use-by date]. Untaken holiday above that is lost and is not paid in lieu, except on termination.
4.6 On termination. On termination you are paid for accrued but untaken statutory holiday. If you have taken more holiday than you have accrued, we may deduct the excess from your final pay.
Note: Deducting overtaken holiday from final pay requires express written agreement, which is normally in the contract of employment rather than the handbook. Check the contract says so before relying on this.
Note: Since 6 April 2026, regulation 16B of the Working Time Regulations 1998, inserted by section 35 of the Employment Rights Act 2025, requires employers to keep records adequate to show that holiday entitlement and holiday pay obligations have been met, and to retain them for six years. The format is left to the employer. Holiday tracked informally on a spreadsheet or in a manager's calendar will not evidence compliance, and enforcement of holiday pay is moving to the Fair Work Agency.
5. SICKNESS ABSENCE AND SICK PAY
5.1 Reporting absence. If you cannot attend work, tell [sickness reporting contact (name or role)] as soon as possible and no later than [sickness reporting deadline (e.g. 9.30 am on the first day)]. Keep us updated on your expected return.
5.2 Evidence. For absence of seven calendar days or less you should complete a self-certification form on your return. For absence of more than seven calendar days you must provide a statement of fitness for work from a healthcare professional.
5.3 Statutory sick pay. If you are absent because of sickness you are entitled to statutory sick pay (SSP) from the first day of your absence. There is no minimum earnings requirement. SSP is paid at the lower of 80 per cent of your normal weekly earnings and the flat weekly rate set by the government, for up to 28 weeks.
Note: This reflects the position from 6 April 2026 under the Employment Rights Act 2025. Two things changed. SSP is now payable from the first day of sickness rather than the fourth, so the three waiting days are gone. And the lower earnings limit was removed, so lower paid and part-time staff who previously did not qualify now do. The rate is the lower of 80 per cent of normal weekly earnings or the flat rate, which means lower earners receive a percentage of pay rather than the full flat rate. Handbooks written before April 2026 will state the old rules and need updating.
5.4 Company sick pay.
Option A (statutory only): We pay statutory sick pay only.
Option B (enhanced): We pay full basic pay for the first [company sick pay full pay period (weeks)] weeks of absence in any rolling 12 month period, and half basic pay for a further [company sick pay half pay period (weeks)] weeks, in each case inclusive of any statutory sick pay. Company sick pay is discretionary and may be withheld where absence is not properly reported or evidenced.
5.5 Return to work and long-term absence. Your manager will hold a return to work discussion after each absence. Where absence is frequent or long-term we may seek your consent to obtain a medical report, and will consider reasonable adjustments before considering any other step.
6. FAMILY LEAVE
6.1 Maternity leave. If you are pregnant you are entitled to 52 weeks' maternity leave regardless of length of service, made up of 26 weeks' ordinary and 26 weeks' additional maternity leave. Statutory maternity pay is payable for up to 39 weeks if you meet the qualifying conditions. Tell us you are pregnant by the fifteenth week before your expected week of childbirth. You are entitled to paid time off for antenatal appointments.
6.2 Paternity leave. You are entitled to up to two weeks' paternity leave from your first day of employment. There is no qualifying service requirement.
Note: Paternity leave became a day-one right on 6 April 2026 under the Employment Rights Act 2025. The previous 26 week qualifying period no longer applies. Statutory paternity pay still has its own separate earnings and service conditions, so an employee can be entitled to the leave without qualifying for the pay.
6.3 Parental leave. You are entitled to up to 18 weeks' unpaid parental leave for each child, up to the child's eighteenth birthday, from your first day of employment. It is normally taken in blocks of a week, up to four weeks per child per year.
Note: Ordinary parental leave also became a day-one right on 6 April 2026. The previous one year service requirement no longer applies.
6.4 Shared parental leave and adoption leave. Shared parental leave allows eligible parents to share up to 50 weeks of leave and up to 37 weeks of pay in the first year. Adoption leave broadly mirrors maternity leave. Speak to us early if you plan to use either, because the notice requirements are detailed.
6.5 Bereavement. If someone close to you dies we will agree an appropriate period of paid leave with you. If you lose a child under 18, or suffer a stillbirth after 24 weeks of pregnancy, you are entitled to two weeks' statutory parental bereavement leave.
Note: A wider statutory right to bereavement leave, covering the death of other close relatives, is expected during 2027 under the Employment Rights Act 2025. Until then the statutory entitlement is limited to the loss of a child, and any wider leave is a matter for the employer. This Part will need updating when the new right commences.
6.6 Neonatal care leave. If your baby is admitted to neonatal care within 28 days of birth for a continuous period of at least seven days, you are entitled to up to 12 weeks' neonatal care leave in addition to any other family leave, from your first day of employment.
6.7 Time off for dependants. You may take a reasonable amount of unpaid time off to deal with an unexpected problem involving a dependant, such as illness, injury, or a breakdown in care arrangements.
7. FLEXIBLE AND REMOTE WORKING
7.1 Right to request. You may request a change to your hours, times, or place of work from your first day of employment. You may make up to two requests in any 12 month period. We will consult you and give a decision within two months of your request unless we agree a longer period with you.
Note: Flexible working became a day-one right on 6 April 2024, when the Flexible Working (Amendment) Regulations 2023 revoked the 26 week service requirement in regulation 3 of the Flexible Working Regulations 2014. The Employment Relations (Flexible Working) Act 2023 made the other changes that took effect the same day: two requests in any 12 months rather than one, a two month decision period, a duty to consult before refusing, and removal of the requirement for the employee to explain the effect on the business. The statutory grounds for refusal in section 80G of the Employment Rights Act 1996 and the duty to consult already apply. What the Employment Rights Act 2025 adds from 2027 is a reasonableness test: the employer will have to consider it reasonable to refuse on the ground relied on, and set out in writing why it is.
7.2 Remote and hybrid working.
Option A (office-based with occasional remote work): Your normal place of work is set out in your contract. Occasional remote working may be agreed with your manager.
Option B (hybrid): We operate a hybrid model. You are expected to work from [office location] at least [minimum office days per week] days a week, with the balance worked remotely by agreement with your manager.
Option C (remote first): We are a remote-first organisation. You may work from any location where you have the right to work and which does not create tax, immigration, or data protection issues for us, subject to prior written agreement for any location outside [permitted working country].
7.3 Working remotely. When working remotely you remain subject to all of our policies. You must ensure your working environment is safe, keep our information and equipment secure, and remain contactable during your working hours.
Note: Allowing staff to work from another country, even briefly, can create a taxable presence for the employer, trigger local employment rights, and raise data transfer questions. Requiring prior written agreement for overseas working is the practical control, and Option C is drafted that way.
8. CONDUCT, PERFORMANCE AND DISCIPLINARY PROCEDURE
8.1 Standards. We expect you to act honestly and professionally, treat colleagues and third parties with respect, follow reasonable instructions, look after our property, and avoid conflicts of interest.
8.2 Informal resolution. Most concerns about conduct or performance are best dealt with informally through a conversation with your manager. We will use the formal procedure where informal resolution is not appropriate or has not worked.
8.3 Formal procedure. Where a formal process is needed we will:
(a) carry out a reasonable investigation to establish the facts;
(b) write to you setting out the concern, the evidence, and the possible consequences, and invite you to a meeting;
(c) hold a meeting at which you may be accompanied by a colleague or a trade union representative;
(d) tell you the outcome in writing; and
(e) give you the right to appeal to a manager not previously involved.
Note: This procedure follows the Acas Code of Practice on Disciplinary and Grievance Procedures. An employment tribunal can increase or reduce compensation by up to 25 per cent where a party unreasonably fails to follow the Code, under section 207A of the Trade Union and Labour Relations (Consolidation) Act 1992. The steps above are the minimum, and the right to be accompanied is a statutory right rather than a courtesy.
8.4 Sanctions. Depending on the seriousness of the matter, the outcome may be no action, an informal warning, a first written warning, a final written warning, or dismissal. We may move directly to a final written warning or to dismissal in a serious case.
8.5 Gross misconduct. Gross misconduct may result in dismissal without notice. Examples include theft, fraud, violence, serious breach of health and safety rules, serious breach of our data protection or IT policies, being under the influence of alcohol or drugs at work, discrimination or harassment, and serious insubordination. This list is not exhaustive.
8.6 Suspension. We may suspend you on full pay while we investigate. Suspension is a neutral act and is not a disciplinary sanction.
8.7 Capability. Where the issue is your ability to do the job rather than your conduct, we use a capability process instead of the disciplinary process. We will tell you clearly what the shortfall is, agree measurable objectives and a review period with you, provide any training, support, or adjustments you reasonably need, and review your progress before considering any formal step. Only if performance does not improve to the required standard after that support will we move to a formal capability hearing, at which you may be accompanied, and which carries a right of appeal.
Note: Running a performance problem through the misconduct procedure is one of the most common causes of a successful unfair dismissal claim. Conduct is about choice, capability is about ability, and the fair process differs: capability requires support, training, and a genuine opportunity to improve before dismissal is considered. Where poor performance is caused by ill health or disability, treat it as a health issue first and consider reasonable adjustments before starting any capability process.
8.8 Ill health capability. Where your ability to do your job is affected by ill health or disability, we will seek your consent to obtain medical advice, consider reasonable adjustments, and discuss the options with you before considering any formal step.
Note: Unfair dismissal currently requires two years' continuous service in most cases. From 1 January 2027 the Employment Rights Act 2025 reduces that qualifying period to six months, and removes the cap on the compensatory award. That materially increases the number of employees who can bring a claim and the exposure on each one, so a documented and consistently applied procedure becomes more valuable from that date.
9. GRIEVANCES
9.1 Raising a concern. If you have a concern about your work, your working conditions, or your relationships at work, raise it informally with your manager first where you feel able to. If that is not appropriate or does not resolve it, put your grievance in writing to [grievance contact (name or role)].
9.2 Process. We will invite you to a meeting without unreasonable delay, at which you may be accompanied by a colleague or a trade union representative. We will tell you the outcome in writing and give you the right to appeal to a manager not previously involved.
Note: For causes of action arising on or after 1 October 2026, the time limit for bringing most employment tribunal claims rises from three months to six months under section 152 of the Employment Rights Act 2025 and the regulations made under it. An internal grievance that runs on for four or five months no longer takes the claim out of time, so a slow process buys nothing and a well-documented one is worth more.
9.3 Whistleblowing. If your concern is about wrongdoing such as a criminal offence, a breach of a legal obligation, a danger to health and safety, or damage to the environment, you can raise it as a protected disclosure. You are protected from dismissal and detriment for making a protected disclosure, and you do not need to prove the wrongdoing, only to hold a reasonable belief that the disclosure is in the public interest.
Note: Whistleblowing protection comes from the Employment Rights Act 1996 as amended by the Public Interest Disclosure Act 1998. There is no qualifying period, and a dismissal for making a protected disclosure is automatically unfair with no cap on compensation. Keeping whistleblowing separate from the ordinary grievance route makes it more likely concerns surface internally rather than externally.
Note: The Employment Rights Act 2025 will also void any provision in an agreement between an employer and a worker that prevents the worker making an allegation or disclosure about harassment or discrimination, or about how the employer responded to one. Limited excepted agreements will be defined in regulations, expected in 2027, and the change is not retrospective. Confidentiality and non-disparagement wording in settlement agreements should be reviewed against those regulations once they are made.
10. DATA PROTECTION, IT AND CONFIDENTIALITY
10.1 Personal data. We process your personal data in accordance with our privacy notice for staff. You must handle any personal data you access at work in line with our data protection policy, use it only for the purpose you were given it, and report any suspected personal data breach immediately.
Note: Under the UK GDPR a personal data breach that is likely to result in a risk to individuals must be reported to the Information Commissioner's Office within 72 hours of the organisation becoming aware of it. That clock starts when anyone in the organisation becomes aware, which is why prompt internal reporting matters.
10.2 IT and communications. Our systems and equipment are provided for work. Reasonable personal use is permitted provided it does not interfere with your work or breach any policy. We may monitor our systems for security, compliance, and business purposes, in a manner that is proportionate and notified to you.
10.3 Confidentiality. You must keep our confidential information, and that of our clients and suppliers, confidential during and after your employment. Confidential information includes client lists, pricing, financial information, business plans, and anything else that is not public.
10.4 Artificial intelligence tools. You may use approved artificial intelligence tools to assist with your work. You must not input personal data, client confidential information, or our confidential information into any tool that has not been approved. Approved tools are listed at [location of the approved ai tools list]. You remain responsible for checking the accuracy of any output you rely on.
11. HEALTH, SAFETY AND WELLBEING
11.1 Our duties. We will provide a safe place and system of work, and will assess and manage risks to your health and safety so far as is reasonably practicable.
11.2 Your duties. You must take reasonable care of your own health and safety and that of others, follow our safety rules, use equipment properly, and report accidents, near misses, and hazards.
11.3 Display screen equipment. If you use display screen equipment regularly you are entitled to a workstation assessment and to an eyesight test on request. Contact [health and safety contact (name or role)] to arrange one.
11.4 Consultation on health and safety. We consult you on matters affecting your health and safety at work, including the introduction of measures that may substantially affect it, the arrangements for appointing people to help with health and safety, and the planning of health and safety training. We consult through [health and safety consultation method (e.g. directly with all staff at team meetings, or through elected representatives)]. You may raise a health and safety concern at any time without fear of detriment.
Note: Consulting employees on health and safety is a legal duty, not good practice. Where employees are not represented by trade union safety representatives, the employer must consult them directly or through elected representatives of employee safety. Recording how you consult, and evidencing that it happens, is what demonstrates compliance. Dismissing or subjecting someone to a detriment for raising a genuine health and safety concern is automatically unfair with no qualifying period.
12. NOTICE AND TERMINATION
12.1 Notice. The notice each party must give is set out in your contract of employment, and is never less than the statutory minimum. The statutory minimum from us to you is one week after one month's service, rising by one week for each complete year of service up to a maximum of 12 weeks. The statutory minimum from you to us is one week once you have been employed for one month.
Note: Statutory minimum notice is set by section 86 of the Employment Rights Act 1996. A contract can give longer notice but cannot give less.
12.2 Return of property. On termination you must return all of our property, including equipment, documents, data, keys, and passes, and delete our information from any personal device.
12.3 References.
Option A (factual references only): We provide factual references confirming job title and dates of employment only.
Option B (full references): We may provide a full reference. Any reference is given in good faith but we do not accept liability for it.
13. CHANGES TO THIS HANDBOOK
13.1 We review this handbook at least annually and may change it at any time. We will notify you of material changes. The current version is always available at [location of the current handbook].
SUMMARY OF KEY TERMS
Note: Complete every field before issuing this handbook. Each field corresponds to a yellow placeholder in the Parts above.
Employer: [full legal name of the employer]
Handbook version: [handbook version number]
Effective from: [handbook effective date]
Handbook queries (Part 1.5): [handbook contact (name or role, e.g. the people team)]
Standard weekly hours (Part 3): [standard weekly hours]
Overtime rate, if paid (Part 3): [overtime rate (e.g. basic hourly rate, or 1.5 times basic hourly rate)]
Holiday entitlement (Part 4): [annual holiday entitlement in days (minimum 28 including bank holidays for a full-time employee)]
Bank holiday treatment (Part 4): [bank holiday treatment (state 'including' or 'in addition to')]
Holiday year start (Part 4): [holiday year start date]
Holiday year end (Part 4): [holiday year end date]
Holiday booking process (Part 4): [holiday booking system or process]
Maximum carry-over (Part 4): [maximum carry-over days]
Carry-over use-by (Part 4): [carry-over use-by date]
Sickness reporting contact (Part 5): [sickness reporting contact (name or role)]
Sickness reporting deadline (Part 5): [sickness reporting deadline (e.g. 9.30 am on the first day)]
Company sick pay, full pay weeks (Part 5): [company sick pay full pay period (weeks)]
Company sick pay, half pay weeks (Part 5): [company sick pay half pay period (weeks)]
Office location (Part 7): [office location]
Minimum office days (Part 7): [minimum office days per week]
Permitted working country (Part 7): [permitted working country]
Grievance contact (Part 9): [grievance contact (name or role)]
Approved AI tools list (Part 10): [location of the approved ai tools list]
Health and safety contact (Part 11): [health and safety contact (name or role)]
H&S consultation method (Part 11): [health and safety consultation method (e.g. directly with all staff at team meetings, or through elected representatives)]
Handbook location (Part 13): [location of the current handbook]
ACKNOWLEDGEMENT OF RECEIPT
I confirm that I have received and read the Employee Handbook version [handbook version number], and that I understand it is not contractual except where a policy states otherwise.
Name: [name of the employee]
Signature: ...................................
Date: [acknowledgement date]
About this template
What is this template?
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What's typically included?
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