Part C, the leads' procedures, is on a separate restricted page: People Policy: leads' procedures.

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Part A. Audience: Everyone

A1. About this policy

This policy covers everyone who works or volunteers for The National Society for Education, Mentoring and Media (NSEMM). It includes the Staff Code of Conduct as section B5.

Who does what

• CEO: Adrian Angol-Henry, Chief Executive Officer.
• COO: Socks Ansell, Chief Operations Officer.
• HR owner: whoever holds the HR role in our systems. They keep records, chase checks and set up tasks.
• DSL: the Designated Safeguarding Lead (Safeguarding Policy, section A2).

Where a procedure or an older page says "HR", "HR Manager", "line manager", "coordinator" or "your manager", read the CEO or the COO.

Nobody handles a matter about themselves; the other one does. If a matter concerns both, it goes to the Lead Trustee for Safeguarding (for safeguarding) or to a trustee with no staff role (for anything else).

All NSEMM lessons are online, apart from the in-person sessions in the Safeguarding Policy, section B8. We have no office.

Procedures follow this policy and set no rules of their own.

Questions about this policy: [email protected].

A2. Equality and access

We do not discriminate against anyone because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, ethnic and national origin), religion or belief, sex or sexual orientation. We also look out for unfair treatment because of caring responsibilities, care experience, or someone's background or income.

This applies to how we recruit and treat staff, tutors, volunteers and trustees, how we teach, and how we deal with pupils and families.

What we do

• We make reasonable adjustments for disabled pupils, staff and volunteers. Ask, and we will work it out with you.
• BSL interpreters and other communication support are welcome in lessons, agreed beforehand (Safeguarding Policy, section A9).
• We use people's chosen names and pronouns as standard. For pupils, see the Safeguarding Policy, section B4.
• We aim for our websites and apps to meet the Web Content Accessibility Guidelines, and we provide other formats when asked.
• We offer contact by phone for families who can't use our usual channels.
• We collect equality information sensitively, only to find and fix unfairness. We review it once a year and report it to the trustees. We don't publish a separate equality report.
• Discrimination, harassment, bullying and victimisation by anyone working for us are dealt with as gross misconduct (B5.12).

If you think we have treated you unfairly, tell us.

• If you work or volunteer with us, use B8.
• Pupils and families use the Families and Service Terms, section 9.

The CEO is responsible for this section.

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Part B. Audience: Staff and volunteers

B1. Paid or volunteer

• Paid tutors are workers, not employees. They are on our payroll and get holiday pay, Statutory Sick Pay (B4) and the other rights the law gives workers. Pay and holiday pay are in the Money Policy, section B1.
• Volunteers are not workers and are not paid. That includes our tutors who volunteer and the leadership roles, which are unpaid. Volunteers can claim agreed expenses (Money Policy, section B3).
• Probation, notice periods and enhanced pay apply only where a written contract says so.

Where a person does regulated activity and is paid in any form, including non-cash benefits, we treat them as paid for safer recruitment, whatever the agreement calls them.

B2. Joining NSEMM

Checks. Safer recruitment, DBS checks, references, the Teaching Regulation Agency check and the overseas check are in the Safeguarding Policy, section A13. No one works with pupils until those checks are done. If you are 16 or 17, the Safeguarding Policy, section B5 also applies to you.

Right to work

• Paid staff prove their right to work before they start, and the HR owner checks it.
• Volunteers answer the Home Office visa question in onboarding instead.
• If your visa limits your hours, voluntary work counts towards them, so tell us.

Selection

• At least two people shortlist and interview, and at least one of them is trained in safer recruitment.
• Our usual academic guide is 52 GCSE points across eight core subjects with grade 6 in English and maths, A-levels preferably at grade B or higher in the subjects you tutor, and a 2:1 degree or above. It is not a fixed bar. If you don't meet it but can show subject knowledge, experience and commitment, please apply.
• A disabled applicant who meets the essential criteria for a role is guaranteed an interview. NSEMM is signed up to the Disability Confident scheme.

Your agreement. Paid staff get a contract; volunteers get a volunteer agreement. Both are signed electronically in the HR app. We send them to your personal email as well as your NSEMM email, so you can open them before your NSEMM account works.

Training

• Your training is assigned when you are hired.
• If you are paid, your training opens, and you can start work, once your right to work is checked, your contract is signed and your start date has come.
• If you volunteer, your training opens once you have answered the visa question.

In your first week, you read and accept section B5 and the other policies the HR app asks you to.

B3. Pay, timesheets and expenses

Pay, timesheets, holiday pay, payslips, final pay and expenses are in the Money Policy, Part B. Sick pay is in B4. Submit timesheets and expenses through the HR app or the Staff app.

B4. Leave and absence

Time off

Ask for time off in the HR app or the Staff app. If you have lessons booked, ask as early as you can and before you agree new ones. Give at least:

• 1 week's notice for 1 or 2 days;
• 2 weeks' notice for 3 to 5 days;
• 4 weeks' notice for a week or more.

The CEO or the COO decides within 2 working days. If they say no, they give a reason and you can discuss other dates. Time off for the CEO or the COO is agreed by the other.

• Unpaid time off, compassionate leave and time off for religious observance are agreed case by case.
• Maternity, paternity, adoption and parental leave and pay are what the law gives you. Tell the CEO or the COO as early as you can (for maternity leave, at least 15 weeks before the baby is due).

If you are ill

• Tell us as soon as you can, and at least 2 hours before a lesson, using "I'm unwell" in the Staff app. If you can't use the app, call the absence phone line, 0333 041 5225, and press 8.
• If you tutor, you also cancel each of your lessons yourself (B5.14).
• If you are off for more than a day, keep us updated, at least on day 3 and then every 3 to 5 working days.
• Up to 7 days, including weekends: fill in a self-certification form in the HR app when you are back.
• From day 8: you need a fit note from your GP, uploaded to the HR app.

After 3 or more days off, we have a short return-to-work chat to check you are well and see whether you need any changes.

Sick pay

• If you are paid and too ill to work for at least one full working day, you get Statutory Sick Pay from your first day off, for the days you would normally have worked.
• It is 80% of your average weekly earnings or the standard weekly rate, whichever is lower, for up to 28 weeks.
• We don't pay more than Statutory Sick Pay unless your contract says so.
• Volunteers are not paid, so there is no sick pay for volunteering.

When we look at absence

An absence episode is one continuous period off for the same cause. Several lessons missed on one day count as one episode. Coming back and then going off again starts a new one.

• After 3 episodes in 12 months, we offer a supportive conversation. No formal action is taken.
• After 4 episodes in 12 months, or 2 weeks or more in a row, we arrange a formal review.

We do not count absences linked to a disability, pregnancy or maternity, or an injury at work. They are recorded separately. You can see your own episode count in the Staff app.

Long-term absence. Absence of 4 weeks or more is long-term. We keep in touch as often as you agree, look at reasonable adjustments and a phased return, and offer an occupational health referral where it would help. If long-term absence raises a question about whether you can do the role, we handle it as capability, not misconduct (B6).

Workplace passports. If you have a health condition, disability or neurodivergent need, you can ask for a workplace passport.

• It records the adjustments we have agreed.
• It is kept in the HR app and seen only by you, the CEO and the COO.
• It is reviewed every year.
• Agreed adjustments must be kept to.

Not telling us. Not telling us you are absent is serious misconduct. Working elsewhere while you are recorded as off sick is gross misconduct. We try to reach you before taking any formal step.

B5. Staff Code of Conduct

This section applies to staff, tutors, volunteers and trustees in their dealings with staff, pupils, families and the public. It applies while you work, in lessons, when you represent NSEMM, and anywhere your conduct could affect NSEMM's reputation or a pupil's safety. Following it is a condition of working or volunteering with us. Breaches are dealt with under B7.

B5.1 Turning up

• Arrive for lessons and meetings on time and ready.
• If you are going to be late or can't attend, tell us before the lesson starts (B4). Tutors cancel lessons as B5.14 says.
• Keep to the availability you have given us, and give reasonable written notice when it changes.

B5.2 Communication

• Be respectful, accurate and polite in everything you write or say for NSEMM.
• Reply to messages on NSEMM platforms within 1 working day where you can, and within 2 at most.
• Use NSEMM platforms for work, not personal messaging apps.

B5.3 How you look in lessons

Dress neatly and appropriately for an online lesson. No offensive slogans or images. Religious and cultural dress is welcome, and we make adjustments for disabled staff.

B5.4 Social media and the press

• Don't post anything that runs down NSEMM, its staff, partners, pupils or families, including from anonymous accounts.
• Don't share confidential information, pupil data or anything about how NSEMM works inside.
• If you say online that you work for NSEMM, make clear your views are your own.
• Never contact current or former pupils through personal social media or messaging.
• If a journalist or anyone in the media contacts you, follow the Families and Service Terms, section 8a.

None of this stops you making a protected disclosure (Whistleblowing Policy).

B5.5 Conflicts of interest and outside work

• Tell the CEO in writing as soon as you have a conflict of interest, or might have one. Don't use your role for personal gain.
• Outside work is fine if it doesn't conflict with NSEMM. Work that competes with NSEMM needs written agreement from the CEO or the COO.
• Never tutor a current NSEMM pupil privately. There are no exceptions. If you know a colleague is doing so, tell the CEO or the COO straight away.

Trustees, and staff in leadership roles, also follow the Governance Pack, section B2, which sets out who approves a conflict.

B5.6 Gifts and tips

• Don't accept cash or tips; politely say no.
• You may accept a small gift worth up to £10 if refusing would cause offence. Tell the CEO or the COO, who records it.
• Never give gifts to pupils or families: no presents, food, clothes or money.
• A small group reward in a planned activity needs the CEO's or the COO's written agreement first.

Gifts can be a sign of grooming. If a gift worries you, report it in NSEMM Protect.

B5.7 Pupils and families

• Contact with pupils and families, and what to do if a pupil contacts you outside NSEMM: Safeguarding Policy, sections A9 and B3. Don't connect with pupils or parents on personal accounts.
• If a pupil tries to make the relationship personal, report it in NSEMM Protect.
• If you have any worry about a child, report it (Safeguarding Policy, section B1).
• Complete the safeguarding training before you work with pupils (Safeguarding Policy, section B6).
• What a family pays is never shared with tutors (Families and Service Terms, section 4).

B5.8 Telling us about arrests and convictions

Tell the CEO or the COO within 24 hours of any arrest, charge, caution or conviction, in the UK or abroad, whether inside or outside work. Not telling us is gross misconduct. A change to your DBS status is covered by the Safeguarding Policy, section C8.

B5.9 Position of trust

You are in a position of trust with every pupil. Never use it for personal gain or emotional advantage.

A romantic or sexual relationship with a current pupil, or with a former pupil who was under 18 when they were a pupil, is gross misconduct and leads to summary dismissal, whether or not it is a crime. We report it to the police and refer the person to the Disclosure and Barring Service, whatever the police or CPS decide.

B5.10 Systems, data and our materials

• How to handle information, your accounts and devices, and how to report a lost device or a data breach: Data and Privacy Policy, sections B1 to B3 and B10.
• Never use NSEMM systems for offensive or illegal content.
• Lesson plans, resources and training you make for NSEMM belong to NSEMM. Don't sell or reuse them for personal gain.

B5.11 Alcohol and drugs

• Don't work, teach or attend an NSEMM event under the influence of alcohol or drugs, and don't drink or take drugs during working hours.
• If a prescribed or over-the-counter medicine might affect your work, tell the CEO or the COO before you start.
• Anyone teaching under the influence is suspended straight away.
• We may ask for a test where there are reasonable grounds, with respect for your dignity.
• Dealing illegal drugs in connection with NSEMM is reported to the police.

If you tell us you have a problem, we will support you and point you to help, and time off for treatment can be agreed.

B5.12 What counts as misconduct

Minor misconduct is usually dealt with informally or by a first warning. Examples:

• being under 10 minutes late now and then without notice;
• small errors, or late lesson reports and expense claims;
• booking lessons at short notice more than occasionally without a good reason;
• an unprofessional tone;
• slow replies without a reason;
• not meeting B5.3.

Serious misconduct needs formal action. Examples:

• repeating minor misconduct after a warning;
• a pattern of unexplained absence or lateness;
• not following the absence steps;
• missing lessons repeatedly, or missing a lesson without cancelling it;
• repeatedly not answering attendance checks within 48 hours, or not completing lesson reports after it has been raised with you;
• ignoring procedures or reasonable instructions;
• using NSEMM resources for yourself;
• breaking the data, IT or health and safety rules where it is not gross misconduct.

Gross misconduct can lead to dismissal without notice after a fair process. Examples:

• anything that puts a child at risk, including not reporting a concern, or crossing boundaries with pupils;
• theft, fraud, or falsifying records, qualifications, lesson reports, attendance answers or timesheets;
• violence, threats or intimidation;
• bullying, harassment or discrimination;
• deliberate or reckless disclosure of pupil, family or confidential data;
• working under the influence of alcohol or drugs;
• a conviction that makes you unsuitable to work with children, or not telling us about one (B5.8);
• reckless acts that cause or risk serious harm to a person, to NSEMM's money or to its reputation;
• selling or passing off NSEMM materials for personal gain.

Doing something on purpose makes it more serious. A real risk of serious harm to NSEMM's standing with schools, councils or partners can move a breach up a category, even if no damage has happened yet.

B5.13 Raising a concern

• Raise a worry about conduct, your own or someone else's, with the CEO or the COO. If it is about one of them, go to the other.
• For serious wrongdoing, use the Whistleblowing Policy.
• You can report anonymously in NSEMM Protect.

B5.14 Tutors: delivering your lessons

This section applies to every tutor, paid or volunteer. Lines about pay apply to paid tutors only. These are the tutor lesson rules the CEO and the COO approved on 10/10/2026. Where anything else in this policy says something different for tutors, this section wins.

• Joining. Once you have agreed to a lesson, join it on time from the NSEMM portal. The portal is how we know a lesson took place, so a lesson taught another way may be recorded as missed.
• Not missing lessons. Pupils and families rely on every lesson they are promised. Once you have agreed to a lesson, please don't miss it. If one is missed, we talk to you about it first.
• If you can't teach a lesson, cancel it before it starts, as early as you can.
  • Cancel in the NSEMM portal ("Cancel lesson"). If you have no internet, use the absence phone line (B4).
  • Give more than 24 hours' notice wherever you can. If something comes up later, still cancel before the lesson starts.
  • Keep the reason short and leave out health or other personal details, because the family sees it word for word. You can tell the CEO or the COO more in confidence.
  • If you are unwell, say so when you cancel, so we can check whether you can get Statutory Sick Pay (B4). Cancel each lesson yourself. We don't cancel them for you.
  • We tell the family and sort out any refund. We tell you if a family cancels.
• Lesson reports. Complete a lesson report after every lesson, including one you did not attend. If you did not attend, for whatever reason and even if you didn't manage to cancel, tick "I did not attend". Reports must be accurate and complete. We rely on them for pay, refunds and funding.
• Booking. Book lessons at least 24 hours ahead wherever you can. A lesson booked at shorter notice is allowed, but a member of staff reviews it and the family may need to agree.
• Attendance checks. You get one only when the system can't tell whether a lesson took place. Reply yes or no within 48 hours of the end of the lesson.
  • If you don't reply in time and the system has no record of you joining, the lesson is marked not attended and left out of your pay while we check.
  • If you did teach it, raise a query on that lesson in your timesheet within 14 days of the mark. We look at the portal record and your lesson report.
  • If the lesson took place, you are paid for it in the next pay run.
• Availability. Confirm your availability in the NSEMM portal at least every 30 days. Families can only book times you have given us, and new lessons can't be booked with you while your availability is out of date. If it changes sooner, update it as soon as you know.
• Safeguarding and contact. Report any safeguarding concern in NSEMM Protect, in the time set in the Safeguarding Policy, section B1. Never promise a child to keep a secret. Keep all contact with pupils and families on the NSEMM portal (B5.7).
• Money questions. If a family asks about payments, prices or refunds, don't answer, agree or promise anything. Ask them to contact the billing team through the Support Hub.

A missed lesson or a breach of this section is usually first talked through with the CEO or the COO, so we understand the reason and can offer support. The formal process (B7) is for repeated or serious breaches. We take into account illness, disability, caring duties and genuine emergencies.

B6. Performance and development

Supervision. You meet the CEO or the COO regularly to talk about your work, your wellbeing, your development and any worries: at least once a term for tutors, and at least monthly for other staff. Notes go in the HR app. They stay confidential, except that a safeguarding concern always goes to the DSL.

Appraisal. Once a year you have an appraisal. It looks back at the year, sets objectives and a training plan for the next, and asks whether anything has changed that NSEMM should know about.

Probation applies only where your contract says so. If it does, the reviews are at 1, 3 and 6 months, and the CEO or the COO decides the outcome:

• passed;
• extended, usually by 1 to 3 months, with clear objectives;
• not passed, with 1 week's written notice.

Training. Your required training is assigned in the HR app with a due date. Not finishing it on time may be treated as a performance issue.

Improvement plans. If feedback and support haven't helped, we agree a written improvement plan with you. It sets out:

• what needs to improve and how it will be measured;
• the support we will give;
• review dates and the timescale (usually 4 to 8 weeks);
• what happens if it doesn't improve.

At the end it closes, is extended, or moves to B7. We tell you in writing before any hearing.

Capability or misconduct

• If you are trying but struggling (because of health, a skills gap or a change in the role), it is capability and we use this section.
• If you are choosing not to meet the standard, it is misconduct and we use B7.
• If it is both, the CEO and the COO agree which route to use before starting.

B7. Discipline and grievance

How we handle it

• You will always know what is said against you and have a real chance to answer before we decide.
• Nobody decides a matter they are involved in.
• At every formal meeting you can bring a colleague or a trade union representative. If they can't make the date, you can ask to move it by up to 5 working days.
• Proceedings are confidential.
• We never use this process to punish a protected disclosure (Whistleblowing Policy, section B1).

Small matters. A minor, one-off matter that has nothing to do with safeguarding is talked through privately and confirmed in a short email. That email is not a warning. We review it after 2 to 4 weeks. We don't use this route for safeguarding, possible gross misconduct, crime, harassment or discrimination, or a complaint from outside NSEMM.

Formal process

1. An investigation by someone not involved, usually within 10 working days. You get a copy of the report, edited only to protect others.
2. A hearing, with at least 5 working days' written notice, held by the CEO or the COO (not the person who investigated).
3. A written decision, normally within 2 working days.

Outcomes

• No action.
• First written warning, disregarded after 12 months if there is no further misconduct.
• Final written warning, also for 12 months.
• Dismissal (paid staff) or ending the role (volunteers). Dismissal needs both the CEO and the COO to agree.

We can start at a later stage where the matter is serious enough, and we record why. During any probation set by your contract, one hearing may be enough, and you keep the right to be accompanied and to appeal.

Suspension is not a punishment. We may suspend you while we look into a matter if:

• pupils or others may be at risk;
• evidence or witnesses need protecting;
• the police are involved;
• your DBS status has changed or is being reviewed;
• you have been charged with a relevant offence;
• there is a serious risk to NSEMM's reputation;
• there is a safeguarding allegation.

In a less serious case we may restrict your duties instead, for example by taking you off lessons with pupils. We confirm a suspension in writing within 24 hours, give you a named contact, and review it at least every 2 weeks.

Pay during suspension

• Paid tutors are paid by the hour, with no guaranteed hours. While a paid tutor is suspended, their lessons are cancelled and not paid, because paying for lessons that are not taught is not a good use of charitable funds.
• Other paid staff are paid in full while suspended, unless their contract says otherwise.

Appeals. You can appeal any formal outcome. Every appeal under this policy, including grievances, harassment cases and the end of a volunteer role, is made within 10 working days of the written outcome.

1. Write to the CEO or the COO, saying why.
2. We acknowledge it within 2 working days.
3. We hold the appeal within 10 working days where we can, with 5 working days' notice.
4. We confirm the decision in writing within 5 working days of the hearing.

The appeal decision is final inside NSEMM. It does not affect your right to go to an employment tribunal.

Grievances

1. If something at work is bothering you, raise it with the CEO or the COO. Many things are sorted out by talking.
2. If that doesn't work, or isn't suitable, put it in writing: what is wrong, the facts, what you have tried and what you want to happen.
3. We meet you within 5 working days, investigate if needed, and give you a written outcome within 5 working days of the meeting or the investigation.
4. You can appeal (see Appeals above) to whichever of the CEO or the COO did not handle it.

If a grievance comes up during a disciplinary case, we decide whether to deal with them together or pause one, and tell everyone.

Ending a volunteer role. For volunteers, this short process applies instead of warnings and dismissal.

1. We tell you the concern.
2. We hear your side.
3. We decide whether the role continues, and tell you in writing.
4. You can ask the other of the CEO or the COO to look at it again (see Appeals above).

B8. Harassment and bullying

We don't accept harassment, bullying or victimisation from anyone working for NSEMM, in any setting connected with NSEMM, online or in person.

What we mean

• Harassment is unwanted conduct linked to a protected characteristic that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
• Sexual harassment is unwanted conduct of a sexual nature with the same purpose or effect. One incident is enough. It can be in person, online, by phone or by message.
• Bullying is offensive, intimidating, malicious or insulting behaviour, or misuse of power, that undermines, humiliates or harms someone.
• Victimisation is treating someone badly because they made or supported a complaint.

We take all reasonable steps to prevent sexual harassment of the people who work for us, including by pupils, parents and members of the public. If a pupil, parent or partner harasses you, we act. That can mean warnings, restricting contact or ending the arrangement.

How to report. Report it in NSEMM Protect (you can stay anonymous), or to the CEO or the COO. If it involves a child or an adult at risk, report it as a safeguarding concern too (Safeguarding Policy, section A5). You will not be treated worse for reporting in good faith.

What happens next

• We acknowledge a sexual harassment report within 1 working day, and other reports within 2 working days.
• We check straight away whether anyone needs protecting, for example by changing who teaches or works with whom.
• Someone independent of the people involved investigates, hears both sides separately and decides on the balance of probabilities.
• Both sides get the outcome in writing and can appeal (B7, Appeals).
• Outcomes range from mediation and training to warnings, dismissal and a referral to the DBS. Crimes are reported to the police.

You can have time off for counselling, legal advice or court, and regular updates while we look into it.

Everyone completes equality, health and safety training at induction in the HR app, including sexual harassment awareness and how to step in when you see something. There is a refresher every year.

B9. Health and safety when you work online or at home

The trustees are responsible for health and safety. The CEO makes sure this section is followed and reports to the trustees. There is no separate health and safety officer.

When you work from home

• Set up your space with good light and air, a supportive chair, your screen at about arm's length and eye level, and clear exits.
• Look over your device, cables and charger before each lesson. If something is damaged, loose or overheating, don't use it until it is fixed, and tell us.
• Device security is in the Data and Privacy Policy, section B3.
• Stay reachable while you are working, and keep your emergency contact details up to date in the HR app. If you can, have someone else in the house (not in the room).
• Take a break in any lesson over 60 minutes. Don't teach back to back without breaks: after two lessons in a row, take at least 15 minutes before a third.

NSEMM-owned equipment over 3 years old is PAT tested every year.

Accidents and incidents

• Report any accident, near miss or work-related illness to the CEO or the COO straight away, and a serious one within 2 hours.
• A medical incident involving a pupil in a lesson follows the Safeguarding Policy, section B3.
• We report to the Health and Safety Executive where the law requires, and tell parents about anything involving their child.

Online lessons are never one adult alone with a pupil without safeguards, because lessons are recorded and checked (Safeguarding Policy, sections A9 and A10). In-person sessions follow the Safeguarding Policy, section B8.

If you are struggling with stress or isolation from working alone at home, tell us. We will look at your workload and adjustments.

In an emergency, call 999. HSE information line: 0300 003 1747. NHS: 111.

B10. Leaving

• Give the notice your contract or agreement asks for. Volunteers, please give us as much notice as you can, so pupils aren't left without lessons.
• Hand over your pupils and work by agreement, at least 3 working days before your last day where you can.
• Claim any outstanding expenses before you go. Final pay is in the Money Policy, section B2.
• Your accounts, equipment, files and confidentiality when you leave: Data and Privacy Policy, section B12.
• We give factual references only: your role and your dates. Anything more needs the CEO's agreement.
• How long we keep your records: Data and Privacy Policy, Annex (rows H1 to H6).

If a safeguarding concern is open when you leave, it is still followed up, and a referral to the DBS can still be made (Safeguarding Policy, section C2).

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Part D. Audience: Everyone (reference)

D1. Law and guidance

• Equality Act 2010
• Employment Rights Act 1996 and Employment Rights Act 2025, including the duty to take all reasonable steps to prevent sexual harassment of workers, and Statutory Sick Pay from the first day of sickness from 6 April 2026
• Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR)
• ACAS Code of Practice on disciplinary and grievance procedures, which we follow
• Web Content Accessibility Guidelines