Hiring employee number one is exciting, and it can also feel like stepping into a maze of rules. You want to do the right thing, keep things simple, and avoid costly mistakes. This guide walks you through the core HR policies you must have in the UK, common myths that trip up small businesses, how I tailor documents so they stay useful as you grow, and what a clear first 30 days looks like for your new starter.
The core UK HR policies you need from day one
In the UK, some documentation is not optional. If you employ one person, you need:
- A written statement of employment particulars. Often bundled with your contract or offer letter, this sets out key terms such as pay, hours, place of work, job title, start date, holiday entitlement, notice periods, and benefits. It must be given on or before day one.
- Disciplinary and grievance procedures. You must set out how you handle concerns about conduct or performance, and how employees can raise and escalate complaints. Procedures should align with the ACAS Code of Practice.
- Health and safety policy. If you employ five or more, it must be written. Even with fewer than five, you still have legal duties to assess risks, keep people safe, and communicate responsibilities.
- Annual leave and absence policy. Clarity on statutory holiday entitlement, carry over, bank holidays, requesting leave, sickness reporting, and fit notes cuts confusion and conflict.
- Anti-harassment and bullying policy, including sexual harassment. This shows how you prevent, report, and address harassment, and it helps you meet your duty of care and equality law obligations.
- Privacy notice for employees. Required under UK GDPR. It explains what employee data you collect, why, how long you keep it, and their rights.
- Equality, diversity, and inclusion statement. While not explicitly mandated as a standalone policy, documenting your approach helps you meet Equality Act duties and guide decisions.
Answering the direct question, what HR policies are required by UK law? At minimum, provide the day one written statement, disciplinary and grievance procedures, and a health and safety policy with risk management. In practice, you should also cover leave and absence, anti-harassment, data privacy, and equality to operate safely and fairly.
The three most important HR laws to know
If you are looking for a starting shortlist, focus on:
- Employment Rights Act 1996. Sets the requirement for the day one written statement, notice, redundancy basics, and key employment protections.
- Equality Act 2010. Covers protected characteristics, discrimination, harassment, and reasonable adjustments. It is central to fair hiring, policies, and day to day decisions.
- Health and Safety at Work etc. Act 1974. Places duties on employers to protect the health, safety, and welfare of employees and others. Risk assessments and proportionate controls are essential.
There are others you will meet quickly, for example Working Time Regulations for hours and holiday, and UK GDPR for data. The three above create the foundation you will use every week.
Risks of not having the basics in place
Skipping documentation saves time today but adds risk tomorrow. Common pitfalls include:
- Disputes over hours, overtime, or place of work because the written particulars were vague or missing.
- Inconsistent handling of conduct or performance issues that leads to unfairness, grievances, or tribunal risk.
- Poor sickness reporting that hides underlying wellbeing or safety issues.
- Unclear standards on dignity at work that allow behaviour to slide until a serious complaint lands.
- Data breaches or subject access requests that become stressful and costly through lack of a clear privacy notice and retention rules.
- Insurance complications after an incident because risk management was undocumented or not followed.
A frequent myth is that micro businesses can wait until they reach five employees. You cannot. The written statement and fair procedures apply when you employ your first person. Another myth is that a template from the internet will do. Templates rarely match your hours, place of work, home or hybrid arrangements, probation terms, or sector risks. Inaccuracy creates more risk than it solves.
How I tailor and keep your documents current
Every business works differently. I start with a short discovery conversation to learn your operation, work patterns, and growth plans. From there, I provide plain English documents that reflect how you actually run the business, for example:
- If you have hybrid or field roles, we define where work happens, how travel time is handled, and equipment responsibilities.
- If shifts or seasonal peaks matter, we set out scheduling notice periods and overtime rules.
- If you are new to management, we add simple step by step guidance so you know what to do when a concern arises.
Keeping policies current matters as law and practice evolve. I track legal updates and advise you when a change affects your documents, then help you communicate updates so everyone understands what has changed and why. The aim is a tidy, usable handbook that supports decisions instead of sitting on a shelf.
If you want local, practical support, you can also explore our hr consultancy boston service for hands on, compliant guidance tailored to small businesses.
What the first 30 days should include, a simple induction plan
A good induction reduces early churn and accelerates performance. Here is a clear starter checklist you can adapt.
Before day one
- Send the contract, privacy notice, and starter forms.
- Share a welcome email with start time, location or login details, dress code, and equipment info.
- Prepare tools, system access, and a workstation or kit bag.
- Identify a buddy or go to person.
- Warm welcome and tour, or a virtual check in.
- Introductions to key people.
- Health and safety briefing and basic risk awareness.
- Review the role purpose, success measures, and how work is planned.
- Explain how to book leave, report sickness, and get paid.
- Training on core systems and processes.
- Short daily check ins to remove roadblocks.
- Clarify goals for the first two weeks.
- Explain how to raise questions or concerns.
Weeks two to four
- Shadowing or practice tasks with feedback.
- A short review at the end of week two.
- Confirm any training needs and book them.
- End of month review to confirm progress and next steps.
This answers what should an induction programme include. Focus on clarity of expectations, safety, tools, team connections, and regular check ins. Keep it human and consistent.
How to manage HR effectively in a small business
You do not need a full HR department to do this well. Start with these habits:
- Document the essentials, then follow them. A short, accurate handbook beats a long, unused one.
- Keep records. Contracts, right to work checks, training, and performance notes protect both you and your employee.
- Talk early and often. Short, regular 1:1s prevent surprises and build trust.
- Use simple measures. Track attendance, progress against goals, and any concerns. Trends appear quickly in small teams.
- Ask for help when unsure. A short call can prevent a long problem later.
If you are developing managers as you grow, our uk employment law essentials for managers skegness workshop gives practical, plain English guidance so managers feel confident and compliant.
Quick answers to your top questions
What HR policies are required by UK law? Provide the day one written statement of particulars, disciplinary and grievance procedures that meet the ACAS Code, and a health and safety approach proportionate to your risks. In practice, also document leave and absence, anti harassment, privacy, and equality.
What are the three most important HR laws? Employment Rights Act 1996, Equality Act 2010, and Health and Safety at Work etc. Act 1974.
What should an induction programme include? Clear expectations, safety, tools and access, team introductions, early training, and regular check ins across the first month.
How to effectively manage HR in a small business? Keep policies simple and accurate, maintain records, communicate often, watch a few key metrics, and get timely advice.
Ready for a compliant, plain English starter pack?
If you want a calm, supportive partner to get the essentials right, let us create a tailored handbook and policy bundle that fits how you work today and scales with you as you grow. Book a short discovery call and we will map what you need, remove the guesswork, and set you up for confident hiring.
Prefer local support that is hands on and practical? Our practical hr support in boston service is designed for small businesses who want clear documents and steady guidance.
To talk through your situation, book a discovery call today.