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These are the current policies included in My Employee Handbook.

Policies with a green tick are those we suggest for all Employee Handbooks. The others are policies that may apply to your workplace. Click on a policy to find out more about it. Click on the page to close the popup.

Appropriate Workplace Behaviour

This policy is recommended for all organisations.

This policy seeks to outline the major areas where unacceptable workplace behaviours might occur, namely discrimination, harassment, vilification and bullying. It is a document that helps an owner to meet their legal requirements under the Anti-Discrimination Act 1991.

Attendance

This policy is recommended for all organisations.

The Attendance policy makes it clear to employees what is expected of them regarding arrival and departure, breaks, and how to report if they are not going to attend work, including disciplinary measures. It leaves no questions when it comes to attendance.

Bring Your Own Device

The BYOD Policy governs how employees may use their personal devices for work purposes while maintaining security and protecting company data.

Code of Conduct

This policy is recommended for all organisations.

Your Code of Conduct is your overarching policy, letting your employees know what the standards of behaviour are in your organisation.
It helps ensure a safe, respectful, and legally compliant environment by defining acceptable and unacceptable actions.

Confidentiality

This policy is recommended for all organisations.

The Confidentiality Policy outlines the obligation of employees to protect sensitive business, client, and employee information, both during and after their employment.

Drugs & Alcohol

This policy is recommended for all organisations.

The Drugs & Alcohol Policy sets expectations around drug and alcohol use to ensure a safe, healthy workplace. It covers prohibited behaviours, when testing may occur, managing prescription medications, and consequences for breaches.

Dispute Resolution

This policy is recommended for all organisations.

Also known as a Grievance Policy, a Conflict Resolution Policy or a Complaint Resolution Policy, this document outlines how an employee can have a workplace issue resolved.
If your employees are under an award or agreement, that document will likely already contain a dispute resolution process, so check there prior to adding one to your Employee Handbook.
There is an excellent best practice guide on Fair Work’s website about the recommended process for dispute resolution.

Customer Complaints & Feedback

The Customer Complaints & Feedback Policy outlines how employees should manage customer concerns, ensuring that complaints are handled respectfully, promptly, and fairly, and that feedback is used to improve services.

Customer Service Standards

The Customer Service Standards Policy sets expectations for how employees should interact with customers, emphasising professionalism, responsiveness, courtesy, and a commitment to delivering a positive customer experience.

Data Breach

The Data Breach Policy sets out the steps employees must take if personal or confidential information is lost, stolen, or accessed without permission, ensuring compliance with privacy laws and protecting affected individuals.

Disability Access & Inclusion

The Disability Access & Inclusion Policy sets out the company’s commitment to creating a workplace that is accessible, inclusive, and supportive for people with disabilities.

Discipline & Termination

This policy is recommended for all organisations.

This policy explains the standards of behaviour required, the process for managing misconduct or poor performance, and steps leading to disciplinary action or termination, following Fair Work Act obligations.

Diversity & Inclusion

The Diversity & Inclusion Policy supports a workplace culture that values diverse perspectives, backgrounds, and skills, fostering innovation and respect.

Dress Code

The Dress Code Policies clarify expectations for appropriate dress standards at work, balancing professionalism, safety, and comfort. There are two versions available – if your company requires employees to wear a uniform, and if it does not.

Environment & Sustainability

The Environment & Sustainability Policy commits the organisation to minimise its environmental impact by encouraging recycling, reducing waste, and sustainable practices.

Equal Employment Opportunity

This policy is recommended for all organisations.

This policy affirms the company’s commitment to providing a workplace free from discrimination, consistent with obligations under the Fair Work Act and Equal Opportunity laws.

Expenses

The Expenses Policy outlines how employees can claim reimbursement for approved work-related costs, including required documentation, approval processes, and timeframes for submitting expense claims.

Family & Domestic Violence

The Family and Domestic Violence Policy supports employees experiencing domestic violence by offering leave entitlements, confidentiality, and assistance options, as required by the National Employment Standards (NES) under the Fair Work Act.

Fatigue Management

The Fatigue Management Policies recognise the risks associated with fatigue, and outlines measures to manage working hours and rest breaks, in line with the Managing the Risk of Fatigue at Work Code of Practice 2015.. There are two options available, a general one and one that highlights additional legal requirements for employees in transport-related roles.

First Aid

This policy is recommended for all organisations.

The First Aid Policy ensures employees know how first aid is provided at the workplace, in line with the First Aid in the Workplace Code of Practice 2015, including the role of first aid officers and access to supplies.

Flex Leave

The Flex Leave Policies outline how employees may access flexible leave options, including purchased leave, unpaid leave, or adjusted leave arrangements, to support work-life balance and operational needs. The two options are for workplaces who have RDO requirements in their Award, and those who do not.

Gifts & Entertainment

The Gifts & Entertainment Policy sets rules around giving and receiving gifts or entertainment, ensuring employees avoid conflicts of interest and maintain transparency and integrity in business dealings.

GPS Tracking

The GPS Tracking Policy explains when and how company vehicles or equipment may be tracked, protecting employee privacy while supporting operational efficiency, safety, and asset protection.

Employee Feedback & Consultation

The Employee Feedback & Consultation Policy encourages open communication by providing structured ways for employees to share ideas, raise concerns, and be consulted on major workplace changes, in line with Fair Work Act requirements.

Internet & Email

This policy is recommended for all organisations.

The Internet and Email Policy outlines acceptable use of company technology, ensuring employees use online resources responsibly and securely.

Leave

This policy is recommended for all organisations.

The Leave Policy outlines the types of leave available to employees, how to apply for leave, and the requirements for approval and notification.

Licenses & Qualifications

The Licences & Qualifications Policy requires employees to hold and maintain any licences, registrations, or qualifications necessary for their role, and to provide updated documentation as needed.

Mental Health

The Mental Health Policy promotes a supportive and inclusive workplace, encouraging early intervention and wellbeing initiatives, in line with the Managing Psychosocial Hazards at Work Code of Practice 2022.

Performance Management

This policy outlines the details of the performance management process, when an employee’s performance is deteriorating. It is designed to assist the employee to improve performance. It includes the provision for a Performance Management Plan (PIP).

Performance Review

The Performance Review Policy outlines the process for setting goals, reviewing employee performance, and supporting career development through regular, structured feedback sessions. There are two versions available – one that relates to an annual performance review process, and one that relates to the more modern continuous feedback process.

Privacy

This policy is recommended for all organisations.

The Privacy Policy describes how employee and customer personal information is collected, used, stored, and protected under the Privacy Act 1988 (Cth) and relevant Australian privacy laws.

Probation

The Probation Policy sets out expectations during the probation period, including performance monitoring, feedback, and the assessment process for confirming or ending ongoing employment.

Recruitment & Selection

This policy ensures a consistent, merit-based approach to hiring new employees, free from discrimination, and aligned with workforce needs.

Right to Disconnect

The Right to Disconnect Policy supports work-life balance by allowing employees to switch off from work communications outside working hours. It reflects new laws introduced in 2025 and encourages respectful scheduling practices.

Smoking

This policy is recommended for all organisations.

The Smoking Policy prohibits smoking indoors in line with Australian tobacco laws. Smoking is only permitted in designated areas and employees must follow all site-specific rules. The policy also includes a part about assistance to quit smoking.

Social Media

This policy is recommended for all organisations.

The Social Media Policy sets expectations for responsible online conduct. Employees must protect confidentiality, respect others, and avoid damaging the company’s reputation. Breaches may result in disciplinary action.

Recording Conversations at Work

This policy outlines the company’s stance on recording conversations, including both state and federal legislation. Covert recording of conversations erodes trust and can be a reason for summary dismissal however in some circumstances permission can be granted to record face to face conversations and team meetings/training sessions.

Training & Development

The Training & Development policies encourage continuous learning through access to training and development opportunities. Employees are supported to build skills relevant to business needs, consistent with Fair Work consultation obligations. There are two options – where you have a company budget for training/development, and where you do not.

Use of Company Credit Cards

Company credit cards must only be used for authorised business expenses, with accurate records maintained. Misuse may lead to repayment of charges or disciplinary action under this policy.

Use of Company Property

Company property must be used responsibly and for work purposes only unless authorised. Employees must protect resources from damage, loss, or misuse and report any incidents promptly. This policy will probably be relevant to most organisations, since employees are given phones, laptops, tablets to do their jobs.

Use of Company Vehicles

This policy outlines the requirements for employees entrusted with driving company vehicles. They must be used legally, safely, and for authorised work purposes. Drivers must hold valid licences and report accidents. GPS tracking may be used in line with privacy requirements.

Vaccination

This policy encourages vaccinations for health and safety. Reasonable adjustments will be considered where necessary. There are two versions of the vaccination policy – one for industries where vaccination is mandatory and one where it is not.

Workplace Flexibility

The Workplace Flexibility policies provide a policy no matter whether you allow hybrid work, remote work, or you want your employees in the workplace full time. They include the right for eligible employees to request workplace flexibility depending on their circumstances, but go further, outlining work from home policy as well. There are three versions available:
(1) If you allow fully remote work
(2) If you allow hybrid work (some in-workplace, some at home)
(3) If your employees are expected to be in-office all the time.

Workplace Health & Safety

This policy is recommended for all organisations.

Under the Workplace Health & Safety legislation in each state (or the Occupational Health & Safety legislation in Victoria), the person controlling the business has a duty to ensure the health and safety of their employees.
Your Workplace Health & Safety Policy explains not only your duty, but also theirs and how you both discharge your duties. It is an important and necessary document to be compliant with the legislation.
There are two versions, a basic one for very low threat environments (offices, call centres, retail stores, etc.) , and a more detailed one for higher threat (factories, warehouses, on-site, etc.)

Appropriate Workplace Behaviour
Attendance
Bring Your Own Device
Code of Conduct
Confidentiality
Conflict of Interest
Customer Complaints & Feedback
Customer Service Standards
Data Breach
Disability Access & Inclusion
Discipline & Termination
Dispute Resolution
Diversity & Inclusion
Dress Code - Uniform
Dress Code - No Uniform
Drugs & Alcohol
Employee Departure
Employee Feedback & Consultation
Environment & Sustainability
Equal Employment Opportunity

Expenses
Family & Domestic Violence
Fatigue Management
Fatigue Management - Transport Workers
First Aid
Flex Leave
Flex Leave (RDO)
Gifts & Entertainment
GPS Tracking
Internet & Email
Leave
Licenses & Qualifications
Mental Health
Performance Management
Performance Review - Annual Review
Performance Review - Continuous Feedback
Privacy
Probation
Recording Conversations at Work
Recruitment & Selection

Right to Disconnect
Smoking
Social Media
Training & Development - with budget
Training & Development - no budget
Use of Company Credit Cards
Use of Company Property
Use of Company Vehicles
Vaccination
Vaccination - Mandatory
Workplace Flexibility - On-Site
Workplace Flexibility - Hybrid
Workplace Flexibility - Work from Home
Workplace Health & Safety - Basic
Workplace Health & Safety - Detailed

Employee Departure

This policy outlines the processes around employee departure, no matter whether they abandon employment, leave or are terminated.

Last updated: 6 May, 2025

Suitable Industry Types for My Employee Handbook.

We have tried to make My Employee Handbook accessible to all industries. But with the breadth of legislation that applies to various industries in Australia, we’re still in the process of building My Employee Handbook for some industry types.

If your industry is not listed below, please contact us. We’d still love to work with you, and may be able to accommodate you.

If your industry type is listed, congratulations! You’re one step closer to getting your very own Employee Handbook!

Call Centre
Construction
Events & Entertainment
Retail Store
Retail Store - Food Based

Online Store
Office
Factory
Factory - Food Based
Warehouse

Warehouse - Food Based
On-Site
Transport
Hospitality & Accommodation

Coming Soon

Comprehensive Forms Library

Our champions are working around the clock to bring you the Forms Library to end all forms libraries – templates, tables, forms, letters… all referenced back to the policy they belong to, and all at your fingertips.

Stay Tuned!

Search on this blog

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Policies List

These are the current policies included in My Employee Handbook.

Suitable Industry Types for My Employee Handbook.

Comprehensive Forms Library

Want to know more about how LipstickHR is working to make HR sexy?