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The legal requirement to have written workplace disciplinary and grievance policies.

Legal obligations and best practices when writing health and safety policies.

How promoting equality and diversity policies can benefit your business and create an open, communicative workplace.

Policies covering leave and absence, working hours, and overtime.

A list of the common types of employment policies that employers can set up.

Why it’s beneficial to have employment policies in place in your business.

Guidance on which employment policies should be put in place to meet your legal requirements and business needs.

Practical steps employers can take to develop an inclusive workplace that values and supports neurodivergent staff.

Employers that understand neurodiversity and appropriately support their neurodivergent staff can reap the advantages that neurodiversity can bring to a business.

Explanation of neurodivergent, neurodiversity, and neurotypical, along with some common forms of neurological differences, including Autism, ADHD, Dyslexia, and Tourette's syndrome.

Understand the different ways the human brain functions and how having a neurodiverse workforce can benefit your business.

Alter your induction programme to suit the needs of different sorts of workers.

What a new starter pack should contain, including documents such as a staff handbook or organisational chart.

Sort out bank details and health and safety information, confirm terms and conditions, and introduce staff.

Prepare induction checklists, inform key workers, and ensure newcomers feel welcome.

Job induction training can help maximise motivation and understanding of the work for a new employee.

Selecting the most suitable candidate for a job and contacting unsuccessful applicants.

Unconditional job offers and what to do if the offer is subject to the candidate meeting certain conditions.

Deciding who to offer a job to, offering them the job, and taking them through an induction process.

A summary of changes to the UK's data protection and privacy legislation in the Data (Use and Access) Act.

Guidance for businesses on the ban of the sale and supply of single-use vapes which began on 1 June 2025.