Is it Enough to Have Policies and Procedures – or Should You Train Your Staff?

In the recent case of Goddard v Wilkinson Hardware Stores Ltd an employee has been awarded £20,000, as compensation on the grounds of sexual harassment. The employment tribunal found that the training and induction courses provided by the employer failed to bring sufficiently to the attention of the workforce the existence of the company’s policies and procedures.

This case demonstrates that policies and procedures will only serve to protect an employer if they are effectively implemented through training so that all employees and managers are aware of their obligations under them. The tribunal was of the view that the mere presence of a policy is not sufficient to protect an employer unless it is actually put into practice and brought to the attention of the workforce.

So what should employers do?

• ensure that all new starters are introduced to all company policies.  It is not sufficient to simply provide them with a company handbook;
• ensure that existing staff are retrained regularly;
• ensure policies are updated regularly to take account of changes and practices in employment law.

We provide a service to check policies and procedures for accuracy and an employment helpline to assist with any employment related questions or queries.

W also provide training sessions on a wide variety of topics which are specifically designed to take direct account of the commercial realities and practical consequences of employment law today.  Our training courses can be individually tailored to meet your needs, incorporate your own policies and procedures and take place at a time and location convenient for your business. 

Carol Shaw
Employment Law. November 2005