Employee Documentation

You are legally required to provide a contract of employment to your staff within 8 weeks of their start date. Failure to do this could lead to costly employment tribunals. We can design and tailor to your business needs robust contracts of employment along with any other HR documentation.


All employers must ensure that they provide their staff with a Written Statement of Terms and Conditions of Employment within 8 weeks of their start date. This is a legal requirement and one that cannot be avoided. However, in addition there are many other HR documents that should be provided to staff in ensuring that they are aware not only of their rights as employees but also the rights you have as their employer.

Contracts of Employment

HR Elite support businesses in creating Contracts of Employment that not only comply with complicated employment legislation obligations but that also fit with the business requirements. All too often we have be approached by Company’s who have taken a standard template contract of off the internet but that due to the fact that it is a generic template has left the Company with significant gaps in their terms and conditions of employment, both for them as the employer but also with a detriment to the employee.

We ensure that any Contract of Employment we create for our clients are bespoke to their needs, closing the gap between standard requirements and requirements specific to that business and ensuring that all parties are clear regarding the terms of their employment.

Employee Handbooks

Whilst Employee Handbooks are not a legal requirement, it is a legal requirement that you manage your employees in line with employment laws and legislation. The Employee Handbook is a useful tool which supports the Contract of Employment and which also lays out the expected requirements of employees against the requirements of the employer.

We endeavour to make all the necessary terms and conditions and employment rights clear to employer and employee by covering the essential areas of employment practice in the Employee Handbook. This ensures that staff are aware of their rights as an employee but also make them aware of the rights the employer has and where certain actions can be enforced on employees and also allows for no misunderstanding in terms of workplace rules. It couldn’t be recommended enough that all employers of people should have an Employee Handbook in place to support the Contract of Employment and publicise the workplace rules to their staff.

HR Policies and Procedures

In most smaller businesses an Employee Handbook is enough in ensuring and communicating to staff their rights and the rights of the employer. However, some smaller businesses do require certain specific HR Policies and Procedures e.g a sickness absence policy and procedure where sickness absence is a problem, or where a business may be stepping into that medium sized business arena. It is becoming increasingly common that we are approached to develop a suite of HR Policies and Procedures where this employer has outgrown their Employee Handbook. Please find below a list of specific HR Policies and Procedures which can be developed for your growing business:

    1. Disciplinary Policy and Procedure
    2. Grievance Policy and Procedure
    3. Whistle Blowing Policy
    4. Absence Management Policy and Procedure
    5. Capability Management Policy and Procedure
    6. Change Management/Redundancy Policy and Procedure
    7. Maternity, Paternity and Parental Leave
    8. Recruitment and Selection
    9. Stress Management
    10. Bullying and Harassment/Dignity at Work
    11. Annual and Special Leave
    12. Flexible Working
    13. Appraisal and Performance Management
    14. Equal Opportunities
    15. Sickness Absence Management
    16. Health and Safety
    17. Induction and Probation
    18. Study Leave
    19. Volunteering
    20. Lone Working
    21. Internet, Social Media Usage Policy
    22. Code of Conduct and Professional Boundaries
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