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Workplace Policies

Employment Law

Do you need policy documents that meet the needs of your business? Here is a good starting place.


Specific Issues

On-Demand Resources

View on-demand information about specific workplace policy templates that may be relevant to your work.


Need help creating workplace policies? Call Anderson Legal for a fixed-price initial consultation.



This firm safeguards what matters most and acts purposefully in times of crisis. It acts for employers, executives, and employees.

Having successfully represented litigants in the High Court of Australia, Royal Commissions, Fair Work Commission and multiple other courts and tribunals, Andrew Anderson has a demonstrated record of success in complex and difficult cases.

As a boutique law firm, Anderson Legal is dedicated to providing expert advice and representation in dealing with workplace issues. Although based in Brisbane, this firm advises clients nationally.

Andrew Anderson, Legal Director, is an experienced lawyer who has been independently described by the Courier Mail as “one of the best legal minds” and a “leading corporate and white-collar crime lawyer” (16 December 2021)

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Workplace Policies & Procedures

If you have searched “workplace policies” or for an “employment lawyer“, you will see there are many options available. Why get advice from Anderson Legal?

If you seek an experienced lawyer to help you when implementing policies and procedures in your workplace, Andrew Anderson has a proven track record of successfully guiding his clients through numerous employment law issues.

The areas of law Anderson Legal handles are narrow yet deep. It ensures this firm can handle all cases to the highest standards, no matter the complexity.

Personalised Solutions

Anderson Legal takes the time to understand the circumstances and priorities of each of its clients and tailors solutions accordingly.

Many employers attach their identity to their work, and workplace policies and procedures can significantly impact the operation of a business.

Implementing workplace policies adapted to the needs of a business is not always straightforward, as there are many options available, not all of which are suitable.

This firm offers tailored strategies to resolve workplace problems.

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Purpose of policies and procedures

Policies and procedures may form part of the employment relationship between an employer and an employee.

Workplace policies allow employers to set standards and processes, which may be easier to amend and adjust over time as compared to an employment contract. This gives employers more scope to develop, strengthen, and adapt workplace conduct to meet the overall needs of the business or organisation.

While an employer may see a number of benefits to implementing a workplace policy to cover a specific topic, certain policies may also reduce legal risk. For example, having a policy in place that prohibits sexual harassment (often in a Code of Conduct) may be seen as one starting point for employers taking “all reasonable steps” to prevent it. Unless an employer takes “all reasonable steps”, they can be vicariously liable for sexual harassment perpetrated against their employees.

While certain enterprise agreements and employment contracts may refer to specific policies that apply to an employee, it can be desirable for an employer to make clear in their employment contracts that it retains the discretion to add, alter, or delete policies and procedures.

Examples of workplace policies

Employers must decide what workplace policies are relevant to their workplace. In smaller businesses, where management processes may be less formal and structured, it is common for few workplace policies to exist. Typically, the larger and more complex the business or organisation, the more policies there are exist to regulate workplace standards.

Examples of workplace policies a business or organisation may seek to implement include:

  • Code of Conduct
  • Confidentiality Policy
  • Alcohol and Drugs Policy
  • Covid-19 Policy
  • Discipline & Termination Policy
  • Equal Opportunity Policy
  • Grievance Handling Policy
  • Hot Weather Policy
  • Business Expenses Policy
  • Corporate Credit Card Policy
  • Vehicle Policy
  • Mental Health Policy
  • Privacy Policy
  • Remote Working Policy
  • Social Media Policy
  • Social Functions Policy
  • Theft & Cash Handling Policy
  • Use of Technology Policy

Developing workplace policies

Developing policies and procedures in a workplace can be difficult and time-consuming, particularly for small businesses. This is because to develop a workplace policy, consideration must be given to:

  • legal rights and obligations of employers and employees
  • how existing agreements and contracts will relate to the policy
  • whether a policy is a correct response to address the issue
  • how prescriptive or flexible the policy needs to be
  • likely workplace responses to the policy

In some cases, consultation with employees will be necessary or may be prudent when developing a workplace policy. For example, work health and safety laws impose an obligation on employers to consult with employees about work health and safety issues.

Implementing workplace policies

Experience shows that courts and tribunals can regard the mere existence of a policy as inadequate where there has been no practical implementation of it. Or worse, if a workplace consistently acts contrary to a workplace policy or procedure.

Employers can implement policies and procedures in a number of ways, including through employee induction processes, training, and other support to ensure employees understand them and the standards expected. Refresher training for workplace policies can assist in creating or maintaining a culture consistent with the values and expectations set out in policies and procedures.

There are risks to employers in not having workplace policies, or not properly implementing workplace policies, as it can expose them to allegations, including:

  • bullying claims
  • discrimination claims
  • general protections claims
  • sexual harassment claims

Reviewing workplace policies

Reviewing workplace policies and procedures serves a number of purposes.

First, reviews ensure employers adapt processes to changes to legal frameworks and ‘best practice’.

Second, reviews ensure policies and procedures better respond to business or organisational needs over time.

Third, reviews can allow consultation about policies and procedures within the workplace, which may strengthen knowledge and compliance with them among staff.

While there is no fixed way for employers to review their policies and procedures, proactively scheduling reviews can ensure they remain current and relevant to the workplace.

Specific Issues: Workplace Policies

On-Demand Resources

Code of Conduct

Code of Conduct

A Code of Conduct enables employees to understand how the mission, values, and principles are linked to workplace standards.
While a Code of Conduct is important to shaping workplace culture, it can also reduce legal risks by identifying obligations on employees, such as with respect to bullying, harassment, and work health and safety.
Alcohol and Drugs Policy

Alcohol & Drugs Policy

Alcohol and drugs pose a work health and safety risk in the workplace, which is why many businesses have an Alcohol and Drugs Policy.
There are numerous laws in Australia that place obligations on employers, employees, and others to take responsibility for their own health and safety, as well as that of others, in the workplace.
Discipline and Termination Policy

Discipline & Termination Policy

One benefit of a Discipline and Termination Policy is it can make the process for resolving workplace disputes clear to all staff.
Dress Code Policy

Dress Code Policy

A Dress Code Policy sets expectations for all staff as to how they must dress at work, particularly where uniforms form part of the workplace.
It is important for many businesses and organisations to ensure their employees look professional and positively represent their corporate image. A Dress Code Policy can clarify those expectations.
Use of Technology Policy

Use of Technology Policy

An Acceptable Use of Technology Policy serves to outline how staff can use technology, such as computers and phones, which may belong to the workplace or use workplace services such as the internet.
Implementing an Acceptable Use of Technology Policy may support cyber security measures, including confidentiality and privacy protections.
Social Media Policy

Social Media Policy

A Social Media Policy may outline the use of social media by employees for business purposes, as well as in circumstances where the personal use of social media may impact on the business or organisation.
While a Social Media Policy may assist to protect business interests, it must also balance the external, private interests of employees.
Free Consultation

Anderson Legal offers a fixed-priced initial consultation to businesses, executives, and employees concerning workplace policies.

Who this firm assists

Anderson Legal has a focus on resolving workplace problems. It provides advice and legal services to:

  • small business operators
  • executives in medium to large enterprises
  • employees in medium to large enterprises
  • public service employees

The fundamental importance of sound workplace policies and procedures to businesses and organisations makes it critical to have an employment lawyer who can take a personalised approach to such issues. If you need an employment lawyer, there are many reasons why Anderson Legal should be your preferred choice:

  • Andrew Anderson, Legal Director, is an experienced lawyer who has been independently described by the Courier Mail as “one of the best legal minds” and a “leading corporate and white-collar crime lawyer” (16 December 2021).
  • Having successfully represented litigants in the High Court of Australia, Royal Commissions, Fair Work Commission, and multiple other courts and tribunals, Andrew Anderson has a demonstrated record of success in complex and difficult cases.
  • Prior to operating a law firm, Andrew Anderson worked as a Principal Crown Prosecutor in Queensland and barrister in practice at 8 Petrie Terrace Chambers. His depth of courtroom experience ranges from straightforward claims right through to complex trials and appeals.
  • Anderson Legal is a law firm that is dedicated to the best ideals of the legal profession. Seeking to exceed client expectations and working for just outcomes is an everyday pursuit.

Read below how this firm can assist you, what it costs to get advice, and when to contact this firm.

How this firm can assist

With respect to workplace policies and procedures, this firm assists businesses and organisations to navigate all kinds of issues, including:

  • advising on appropriate workplace policies
  • developing workplace policies for businesses
  • advising on the implementation of workplace policies
  • reviewing workplace policies for businesses
  • outlining the potential risks faced by employers with respect to workplace policies, such as:
    • consistency with industrial instruments and employment contracts
    • issues with incorporating policies into employment contracts
    • vicarious liability for employee conduct
  • representing businesses and organisations litigating disputes in courts and tribunals

Note: Anderson Legal does not provide advice or representation for compensation claims under personal injury or workers’ compensation laws.

What it costs to get advice

Fixed price initial consultation

Fixed-Price Consultation
One-Hour Consultation
Confidential
No-Obligation Consultation

A fixed-price initial consultation is $495 incl. GST for up to one hour, which may be tax deductible (consult your tax advisor).

If you are seeking to develop and implement workplace policies for your business or organisation, book an appointment for an initial consultation with Anderson Legal. It is designed to deliver clear and timely advice that allows you to understand the relevant legal issues and make informed choices about the action that may be taken.

The time is devoted to ensuring an understanding of the particular issues to allow advice to be given based on the information you provide, which may include:

  • The legal framework for workplace policies:
    • Employer rights and responsibilities
    • Employee rights and responsibilities
    • Appropriate resolutions for the specific situation
    • Relevant contract and policy issues
  • Outline the options for specific policies
  • Workplace policy phases for businesses:
    • Developing workplace policies
    • Implementing workplace policies
    • Reviewing workplace policies

An initial consultation with Anderson Legal is obligation-free, meaning there is no expectation or commitment to further legal work or costs. If you want to engage this firm to provide you with further advice or legal representation, estimates of costs will be provided as far as possible.

Initial consultations are by appointment only, with in-person, video, and phone options possible.

Development of workplace policies

Anderson Legal is transparent about how it charges legal fees.

This firm generally charges on a capped-fee, fixed-fee, or time-costed basis. How you are charged is something that may be negotiated and your preferences are taken into consideration.

In assisting businesses and organisations to develop workplace policies, Anderson Legal puts in place a formal costs agreement with all clients. This includes a disclosure statement outlining important rights, as well as quotes or estimates for applicable legal fees.

When to contact this firm

Employment law issues can have strict timeframes, so it is prudent to seek legal advice as soon as possible for employment law concerns.

Workplace policies can involve many legal complexities and can have important consequences for the legal risks faced by employers. It is the reason why it can be critical for business operators to get legal advice before developing and implementing workplace policies.

If you want legal advice, you should call Anderson Legal to set up an appointment for a fixed-price initial consultation: