Policies that get read.
HR policies fail in two predictable ways. They are too long to be read, or too thin to be defensible when something goes wrong. We publish the middle path — short enough to be enforced, specific enough to defend.
Four foundational policies: the employee handbook, a stand-alone code of conduct, the remote-work policy, and the anti-harassment policy. Each is jurisdiction-aware for US and AU and on the quarterly review cycle. Plus the boilerplate sections you extract into your contracts.
Employee handbook
A complete employee handbook covering culture, expectations, leave, benefits, conduct, IT, safety, and grievance.
Code of conduct
A standalone code of conduct setting expectations on integrity, respect, conflicts of interest, anti-bribery, and reporting.
Remote work policy
A practical remote-work policy covering eligibility, equipment, expense reimbursement, home-office WHS, security, working hours, and the right-to-disconnect..
Anti-harassment policy
A serious anti-harassment policy covering definitions, examples, reporting channels, investigation procedure, and consequences.
What to decide before you publish.
- Which policies do I need first?
- Anti-harassment from day one — most jurisdictions mandate it. Code of conduct second; it underpins everything else. Employee handbook around 15–20 employees. Remote work policy when 2+ days/week remote becomes the norm.
- Do policies need to be signed?
- The code of conduct should be signed annually. The handbook is typically acknowledged at onboarding. The anti-harassment policy is referenced in the contract and trained on. Signature is the artefact, not the substance — visible enforcement matters more.
- How often should I update them?
- Annually, plus immediately when a law materially changes. AU psychosocial safety regulations, US EEOC enforcement guidance, jurisdiction-specific pay-transparency rules — each can warrant a same-week update.