The short answer
There is no single statutory list requiring every UK employer to maintain the same standalone HR policies. Employers must provide written employment particulars and comply with duties covering matters such as discipline and grievances, health and safety, equality, family leave, flexible working, whistleblowing and data protection. Some written policies become mandatory only at particular sizes or in particular circumstances.
What employers need to know
- A written health-and-safety policy is generally required where the employer has five or more employees.
- The written statement must include specified particulars and information about certain procedures and benefits.
- Employers should have disciplinary and grievance procedures that follow the ACAS Code.
- Privacy information is required when handling worker and candidate personal data.
- Equality, harassment, whistleblowing, sickness, leave and flexible-working policies help demonstrate consistent compliance even when not universally required as standalone documents.
A practical process
Check size and sector triggers
Identify headcount, regulated activity, data use and any sector-specific requirements.
Audit written particulars
Confirm contracts and day-one statements contain all required information.
Build a proportionate core set
Prioritise the policies managers and employees need to make lawful, consistent decisions.
Review and evidence use
Train managers, record updates and keep policies aligned with actual practice.
Example
A three-person business may not need a written health-and-safety policy under the five-employee rule, but it still has health-and-safety duties and benefits from recording its arrangements.
When to take advice
Whether a document is legally required can depend on size, sector and circumstances. Do not rely on a generic checklist where regulated activity is involved.
Frequently asked questions
Is an equality policy legally required?
Not as a universal standalone document, but employers must not discriminate and a clear policy supports prevention, reporting and consistent action.
Do small employers need disciplinary and grievance procedures?
Yes, employers should set out procedures and follow the ACAS Code; relevant tribunal awards can be adjusted for unreasonable non-compliance.
Official and primary sources
- GOV.UK: written employment particulars
- HSE: prepare a health and safety policy
- ACAS disciplinary and grievance Code
- ICO: employment information
General information for employers in Great Britain, not legal advice. Check current official guidance and obtain advice for your circumstances.