P5 HR Policy - Version 1 - Publication Date 01 May 2020

Oct 28, 2026

Forus Training’s P5 HR Policy sets formal human resource policies and procedures covering employees and contracted stakeholders. It clarifies that the policies are not part of any employment contract and may change at the organisation’s discretion. The document defines scope across work-life balance, recruitment and selection, job evaluation, and additional HR areas including leave types, wellbeing, performance review, learning and development, equality and diversity, health and safety, redundancy, and working beyond contracted hours.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages8

Reading Time20 min

AccessFree to download

PURPOSE AND POLICY CONSIDERATIONS

SCOPE

POLICY STATEMENT

PROCEDURES AND PRACTICES

Quality of working life

Recruitment and Selection Policy

P5 HR Policy Version 1 – Publication Date 01 May 2020 – Next Review May 2022 1. PURPOSE AND POLICY CONSIDERATIONS Forus Training human resource policies and procedures are formal commitments to how we work, collaboratively, with our staff who are either employees or contracted. A supplementary suite of policies and procedures are being developed and/or revised, to take into account wherever possible, the range of circumstances which may impact upon employees and contracted stakeholders work related performance. These policies and procedures do not form part of any contract of employment and are subject to change at the organisation’s discretion. 2. SCOPE Forus Training aims to reflect the key principles of human resource management; P5 HR Policy Version 1 – Publication Date 01 May 2020 – Next Review May 2022 Specific areas of management and related policy include, but are not limited to; 1. Quality of Work-Life Balance, 2. Recruitment and Selection, 3. Job Evaluation. Additional Forus Training HR policy, procedure and process areas, some of which are either embryonic or currently under development; 1. Maternity, Paternity & Adoption Leave & Pay, 2. Parental Leave & Pay, 3. Discretionary Compassionate & Domestic Responsibility Leave & Pay, 4. Discretionary Unpaid Leave, 5. Sickness Leave & Absenteeism, 6. Keeping in Touch, 7. Annual Leave, Public Holidays & Benefits, 8. Returning to Work, 9. Work-life Balance, 10. Arrangement of the Working Day/Flexible Working, 11. Flexible Work Locations/Working Remotely, 12. Performance Review, 13. Learning & Development, 14. Equality & Diversity Policy, 15. Dignity & Respect, 16. Well-being at Work, 17. Capability, Grievance & Disciplinary, 18. Health & Safety at Work, 19. Working in excess of contracted hours, 20. Redundancy. 3. POLICY STATEMENT At Forus Training we take care to promote an environment in which everyone feels appreciated and empowered. We believe that people work best when they are supported – not just by external factors such as good pay, pensions and terms and conditions, but also by the internal factors that motivate them as individuals. P5 HR Policy Version 1 – Publication Date 01 May 2020 – Next Review May 2022 4. PROCEDURES AND PRACTICES For the purpose of this overarching and generic policy, Forus Training have focused immediate attentions on those fundamental areas as annotated below; Quality of working life ● Annual leave: Annual leave is calculated pro rata depending on the number of days and hours worked, ● Compassionate/domestic responsibility/unpaid leave: Subject to agreement, employees are entitled to up to five days paid compassionate leave or domestic responsibility leave (per issue), if the need arises. We also consider requests for unpaid leave as and when required, ● Work-life balance and wellness: Trust, respect and the encouragement of individual responsibility are key components of our working culture. We recognise that employees have responsibilities both inside and outside work. We therefore acknowledge the need for flexibility in the way we manage our work, and will support all staff, employed and contracted, in achieving their individual work- life balance and improving the effectiveness of the organisation, ● Wellbeing at work: We aim to promote the wellbeing of employees at work by ensuring that employees have the appropriate knowledge, skills and technology to do their jobs, and work in a safe and healthy environment. Recruitment and Selection Policy Our aim is to ensure that we appoint high quality employees, well suited to the ethos of the organisation and to the position and associated responsibilities concerned. Forus Training always selects on merit and in ways which conform to best practice in diversity and equal opportunities. The job descriptions and person specifications are available for potential applicants to view and respond to as part of th

FAQs

Are Forus Training HR policies part of an employment contract?

No. The policies and procedures do not form part of any contract of employment and are subject to change at the organisation’s discretion.

What main HR areas are covered under the policy scope?

The scope includes work-life balance, recruitment and selection, and job evaluation, plus additional policy areas such as maternity/paternity/adoption leave, parental leave, compassionate leave, sickness leave, annual leave, returning to work, flexible working, performance review, learning and development, equality and diversity, dignity and respect, wellbeing, capability/grievance/disciplinary, health and safety, and redundancy.

How does the policy address annual leave calculations?

Annual leave is calculated pro rata based on the number of days and hours worked.

Oct 28, 2026

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