Equal Opportunities & Equality Policy

Equal Opportunities & Equality Policy

Why do employers need policies and procedures?

There are many reasons why an employer should have a suite of professionally drafted, legally compliant policies and procedures. Below are just three of those reasons:

  1. They aid in the smooth running of an organisation. Well-drafted and compliant workplace policies and procedures provide employees and managers with clarity when dealing with issues that may arise on a day-to-day basis.
  2. Up to date policies and procedures ensure compliance with current legislation and regulations and facilitate fast and efficient internal decision making.
  3. Policies and procedures provide a clear and certain framework that eliminates discrimination, promotes best practice, improves staff communication and expresses the organisation’s vision.

Do I need a lawyer to draft my policies and procedures?

No, but when running your own business it can be difficult to keep up with changes to legislation and best practice.  We work closely with our clients auditing their policies and procedures on a regular basis or when there has been a significant change in the law. As such our clients are confident that their policies and procedures are up to date and protect and

How can EPR law help?

EPR Law will draft for you an Equal Opportunities and Equality Policy that sets out, in clear terms, how your organisation will deal with questions and issues about equality in the workplace. Our current policy will cover the following:


  1. The policy statement – Describing the organisation’s commitment to providing all staff with equal opportunities;
  2. Introduction – This sets out who the policy applies to and how the organisation will oversee and enforce it;
  3. Equality principles – A brief description of the types of discrimination that are covered by the policy;
  4. Implementation – Details of where the policy will be displayed, and the training available to all employees and managers on how to manage equality and diversity issues;
  5. Monitoring and review – A description of how the effectiveness of the policy will be measured;
  6. Recruitment and selection – An overview of the principles the organisation will use when recruiting or selecting for positions;
  7. Promotion, transfer and training – An overview of the principles the organisation will apply to appointments for promotion, transfer or training;
  8. Terms of employment, benefits, facilities, and services – A description of the principles the Company will apply;
  9. Grievances, disciplinary procedures, dismissals and redundancies; and
  10. Considerations relating to disability.

For more information about staff handbooks or if you require an equal opprotunites policy contact EPR Law today

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