{{ propApi.closeIcon }}
Our industry
Our industry $vuetify.icons.faArrowRight
Economic research and forecasting Economics Housing outlook Tailored market research Economic reports and data Inspiring Australia's building professionals HOUSING The only place to get your industry news Newsroom
Business support
Business support $vuetify.icons.faArrowRight
Become an apprentice host Hire an apprentice Why host an HIA apprentice? Apprentice partner program Builder and manufacturer program Industry insurance Construction legal expenses insurance Construction works insurance Home warranty insurance Tradies and tool insurance Paperwork gone digital Contracts Online HIA Tradepass HR Docs SafeScan - managing workplace safety Planning and safety services Building and planning services How can HIA Safety help you? Independent site inspections Trusted legal support Legal advice and guidance Professional services Industrial relations
Resources & advice
Resources & advice $vuetify.icons.faArrowRight
Building it right Building codes Australian standards Getting it right on site See all Building materials and products Concrete, bricks and walls Getting products approved Use the right products for the job See all Managing your business Dealing with contracts Handling disputes Managing your employees See all Managing your safety Falls from heights Safety rules Working with silica See all Building your business Growing your business Maintaining your business See all Other subjects COVID-19 Getting approval to build Sustainable homes
Careers & learning
Careers & learning $vuetify.icons.faArrowRight
A rewarding career Become an apprentice Apprenticeships on offer Hear what our apprentices say Advice for parents and guardians Study with us Find a course Get your builder's licence Qualifications Learn with HIA
HIA community
HIA community $vuetify.icons.faArrowRight
Join HIA Sign me up How do I become a member? What's in it for me? Get involved Become an award judge Join a committee Partner with us Get to know us Our members Our people Our partners Mates Rates What we do Mental health program Charitable Foundation GreenSmart
Awards & events
Awards & events $vuetify.icons.faArrowRight
Awards Australian Housing Awards Awards program National Conference Industry networking Events
HIA products
HIA products $vuetify.icons.faArrowRight
Shop @ HIA Products Digital Australian Standards Contracts Online Shipping and delivery Purchasing terms & conditions
About Contact Newsroom
$vuetify.icons.faTimes
$vuetify.icons.faMapMarker Set my location Use the field below to update your location
Address
Change location
{{propApi.title}}
{{propApi.text}} {{region}} Change location
{{propApi.title}}
{{propApi.successMessage}} {{region}} Change location

$vuetify.icons.faPhone1300 650 620

HR policies for your workplace

Manage your workforce properly by using HR policy documents from HIA’s comprehensive HR policies library.

HR policies for your workplace

Manage your workforce properly by using HR policy documents from HIA’s comprehensive HR policies library.

HIA’s Human Resources (HR) policies library contains over 100 HR-specific documents to help you manage recruitment, induction, performance management, payroll, redundancy and other essential aspects of your business.

HR policy price guide

Each of HIA’s HR policy documents can be purchased individually. However, many businesses choose to take advantage of the cost savings offered by HIA’s bundle packages. 

  • Individual policies – $77* for each policy
  • 5-pack bundle – $280* for five policies
  • 10-pack bundle – $440* for 10 policies

* HIA member pricing only. Note that all prices are GST-inclusive.

In HIA’s experience, members find the following bundle of 10 policies to be the most useful for their businesses: 

  1. Performance and Misconduct Policy 
  2. Anti-Discrimination and EEO Policy
  3. Employer Property Policy (or a Vehicle Policy or Mobile Phone Policy, depending on your business' needs)
  4. Personal Grievance Policy
  5. Workplace Bullying Policy 
  6. Workplace Drug and Alcohol Policy 
  7. Leave Policy 
  8. Flexibility Policy
  9. Induction Policy
  10. Timesheet Policy 

If you would like to purchase one or more of these policies, call 1300 650 620 and ask to speak to a workplace advisor. They will send you an instruction sheet to you to complete and return with payment. 
They will create your HR documents as soon as they receive your instruction sheet with all the relevant details in it. 
Don’t forget, if you would like the policy documents to display your company logo, just email the logo with your payment and completed instruction sheet.

What HR policies are available?

Book
Anti-Discrimination and EEO Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It has been developed to assist subscribers in meeting their legal obligations under the various state and federal anti-discrimination, freedom of association, employment, equal employment opportunity, bullying, vilification and harassment laws ('EEO Laws').

Book
Attendance and Absenteeism Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It is useful for employers to make clear to their employees what is expected in terms of their attendance at work, and what to do in the event they are likely to be absent from work. Making employees aware of their obligations can assist you to performance manage an employee or, in appropriate cases, terminate their employment.

Book
Children in the Workplace Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It will assist employers in creating a policy about the presence of children in the workplace. The policy covers the bringing of employees' children into the workplace, but not the employment of children.

Book
Code of Conduct
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This code can be used by all employers. It provides a code of conduct template. The purpose of a Code of Conduct is to set out and describe the standards of behaviour and conduct expected from employees in their dealings with customers, clients, co-workers, management and the general public. It establishes the minimum standards expected from all employees and contractors. Non-compliance with the Code of Conduct may lead to disciplinary action from the employer.

Book
Conflict of Interest Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This form can be used by all employers. A conflict of interest arises when a workplace participant has a ‘secondary interest’ which could improperly influence the performance of the workplace participant’s duties and responsibilities in their work for the employer. Employers should implement a conflict of interest policy to ensure that workplace participants do not place themselves in a situation whereby there is a financial or non-financial obligation to an individual or organisation, which might reasonably be thought to influence them in the performance of any of their duties.

Book
Disclosure of Employment Records Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It covers the collection, use, access and disclosure of prospective employee’s application files and current or former employee records. Collecting personal information concerning employees or prospective employees is a necessary aspect of running a business. Personal information is information that can identify an individual, and employers should handle such information with care and ensure that disclosure is not contrary to obligations contained under privacy laws.

Book
Dress Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. Employers have the right to prescribe standards of dress at work that are reflective of the culture and corporate image of the business. However, the standards set should be reasonable, having regard to the type of work and the industry in which the work is performed.

Book
Educational Assistance Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. Encouraging employees to undertake further education holds many benefits for businesses. Higher levels of education contribute to the aptitude, skill and welfare of your employees. Your business can profit from the benefits of the continued education of your workforce.

Book
Emergency Evacuation Policy and Procedure
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. This is a general Emergency Evacuation Policy and Procedure which sets out the broad obligations of employers and workplace participants under Occupational Health and Safety ('OHS') legislation.

Book
Employee Input Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. This policy should be used by employers who wish to encourage communication and continuous learning and development with employees.

Book
Employer Property Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It is common for employers to provide employees with property in the course of employment. Such property may include, but is not limited to, motor vehicles, mobile phones, computers, clothing, or tools.

Book
Expense Claim Policy (with claim form)
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It outlines the procedure to be followed by employees in seeking reimbursement for reasonable expenses incurred by them in the performance of their duties. The policy also includes an Expense Reimbursement Claim Form which can be provided to an employee to complete in order to seek reimbursement.

Book
First Aid Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It is a general First Aid Policy that sets out the broad obligations of employers and workplace participants under Workplace Health and Safety ('WHS') legislation. Employers have a responsibility under WHS legislation to make provision for first aid facilities and personnel.

Book
Flexibility Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. 'Work-life balance' refers to the need for employees to balance their work and outside-work commitments in a way that assists their sometimes competing demands to be met. This term in more recent times has been replaced with 'workplace flexibility'.

Book
Gender Equality in Workplace Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

The Workplace Gender Equality Act 2012 (Cth) has replaced the Equal Opportunity for Women in the Workplace Act 1999 (Cth). The purposes of the new legislation include:

  • to promote and improve gender equality (including equal remuneration between women and men) in employment and in the workplace 
  • to support employers to remove barriers to the full and equal participation of women in the workforce, in recognition of the disadvantaged position of women in relation to employment matters 
  • to promote, among employers, the elimination of discrimination on the basis of gender in relation to employment matters (including in relation to family and caring responsibilities) 
  • to foster workplace consultation between employers and employees on issues concerning gender equality in employment and in the workplace 
  • to improve the productivity and competitiveness of Australian business through the advancement of gender equality in employment and in the workplace. 
Book
Health Information Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. The components of each job will typically include requirements which are essential to the performance of the role. Often the essential requirements of a job can be satisfied only with the appropriate qualifications, skills or experience. In some cases, health will be a critical consideration in the assessment of whether a person can fulfill the essential requirements. In particular, an employer is entitled to be satisfied that a person can perform the job without risk to health and safety.

Book
Housekeeping Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy is designed to ensure good housekeeping practices are implemented by all workers. It is best to consult and review the policy with workers before implementation. You should amend the policy to suit your individual business needs.

Book
Incentive and Bonus Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. Some employers like to provide additional rewards to their employees to encourage them to carry out their work efficiently and productively to meet business goals and successfully contribute to the profitability of their business. This policy will enable those employers who wish to do so to provide additional incentives and bonuses to their employees.

Book
Induction Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. The manner in which a new employee’s induction is carried out is a matter for an employer. However, having a written Induction Policy can assist in streamlining the process so that all employees are inducted in the same manner. A written induction policy also assists as a record-keeping tool of the training provided to new employees.

Book
Inspection Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It is concerned with employer inspection of personal property and effects brought to the employer’s premises by employees and others.

Book
Internet, Email and Computer Use Policy (NSW-specific)
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This Internet, Email and Computer Use Policy can be used by all employers in NSW. The Policy applies to all users of the business’ IT systems. A range of issues arise as a result of the increased use of the internet, email and computers as a tool for business. A comprehensive policy dealing with internet, email and computer use provides guidelines to employees and contractors on acceptable use.

Book
Internet, Email and Computer Use Policy (outside NSW)
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This Internet, Email and Computer Use Policy can be used by all employers situated outside of NSW and applies to all users of the business’ IT systems. A range of issues arise as a result of the increased use of the internet, email and computers as a tool for business. A comprehensive policy dealing with internet, email and computer use provides guidelines to employees and contractors on acceptable use.

Book
Leave Policy ^
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This Leave Policy can be used by all employers throughout Australia, except for:

  • non-constitutional corporation employers in Western Australia 
  • state public sector employers (i.e. employees of a Minister, the Governor or the Crown) 
  • local Government employers — except Tasmania. 
  • Employees have a range of entitlements in relation to certain types of leave. The types of leave that are dealt with in this Leave Policy are annual leave, personal/carer’s leave, compassionate leave, long service leave and community services leave (which includes jury service and voluntary emergency services).
Book
Leave Without Pay Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. Employers may wish to provide leave without pay in certain circumstances – for example, where an employee has exhausted an entitlement to paid leave. It will assist employers to outline when they will be prepared to provide such leave to employees.

Book
Mobile Phone Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It is designed for employers who wish to provide mobile phones to employees for work-related purposes, or where the employer wishes to reimburse employees for work-related phone calls made from personal mobile phones.

Book
Parental Leave Policy ^
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This Leave Policy can be used by all employers throughout Australia, except for:

  • non-constitutional corporation employers in Western Australia
  • state public sector employers (i.e. employees of a Minister, the Governor or the Crown)
  • local Government employers — except Tasmania.

 

It provides you with a framework for developing a parental leave policy. The provisions comply with the Fair Work Act (Cth).

Book
Performance and Misconduct Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. The primary purpose of a performance management or misconduct process is to:

  • correct and/or improve the standard of performance or conduct of an employee where appropriate or necessary 
  • provide an employee with an opportunity to correct unacceptable performance or conduct (other than in situations where summary dismissal is appropriate). 

 

Disciplinary action by an employer may be necessary in response to unsatisfactory performance or misconduct by an employee. Disciplinary action covers counselling, warnings and termination of employment.

Improperly handled disciplinary action can expose an employer to legal risk. Risks include findings of unfair dismissal, adverse action (such as unlawful termination) and discrimination.

A successful claim against an employer can also lead to the imposition of financial penalties by the Fair Work Commission, the reinstatement of an unfairly dismissed employee and damage to the employer’s reputation.

Employers with fewer than 15 employees are also able to utilise the Small Business Fair Dismissal Code when terminating an employee’s employment. However, this policy offers more comprehensive guidance and can be used by both small and large employers

Book
Personal Grievance Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It only deals with personal grievances – that is, grievances that are personal to the employee that are not related to discrimination, harassment, or bullying. The complaints handling section of the Anti-Discrimination and EEO Policy is best used to deal with grievances arising from discrimination, harassment or bullying.

Book
Personal Phone Calls at Work Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This Personal Phone Calls at Work Policy can be used by all employers. It applies to employees, agents and contractors (including temporary contractors), collectively referred to in the Policy as 'workplace participants'. It does not set out a regimented system of appropriate and inappropriate topics to be discussed in personal calls. Rather, it focuses on the potentially disruptive impact of personal calls at work by encouraging workplace participants to keep the number and duration of personal calls at work to a minimum.

Book
Probationary Employment Policy ^
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers throughout Australia, except for:

  • non-constitutional corporation employers in Western Australia 
  • state public sector employers (i.e. employees of a Minister, the Governor or the Crown) 
  • local Government employers — except Tasmania.

 

'Probation' is a period of time at the commencement of employment during which the employee is assessed as to whether they have the necessary skills, ability and aptitude required to perform their job.

The usual period for probation is three months. However, because employees of non-excluded employers must serve a minimum employment period of either 6 or 12 months depending on the size of the employer before they can commence an unfair dismissal claim, the probationary period can typically be for 6 to 12 months.

Book
Recruitment Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It provides guidance and assistance to managers and supervisors who are involved in the recruitment of employees.

Book
Redundancy Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It is to be applied at the employer’s sole discretion and, as such, is not intended to create or confer any entitlement on employees. It is not intended to form part of an employee’s contract of employment.

National system employers should also be aware that they may be required to provide mandatory redundancy entitlements to employees under contracts of employment, enterprise agreements, applicable awards or legislation ('the instruments'). This policy is not intended to override the obligations imposed under the instruments.

Book
Relocation Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. From time to time, employers may wish to transfer employees to other locations (for example, overseas, interstate, or intrastate). Generally, an employer cannot require an employee to relocate to another place of work unless this is provided for in the employee’s contract of employment, and even then, the relocation must only be within a reasonable distance of the employee’s existing place of work. It is often necessary for employers to provide incentives for employees to agree to a relocation offer.

For example, a remuneration increase or other forms of financial assistance. This policy will allow you to set out the forms of assistance that you may provide to a relocating employee. Such assistance includes the payment of:

  • relocation expenses (such as the removal of personal items)
  • insurance
  • airfares
  • and a period of rental accommodation.
Book
Rostered Days Off Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It has been prepared to be used in a context where employees are entitled to Rostered Days Off ('RDOs') due to the operation of an industrial instrument – for example, an award or enterprise agreement. If you are uncertain about whether having such a policy is suitable in your particular business’ circumstances, or its interaction with an industrial instrument, it is important to obtain specific advice.

Book
Social Media Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. Employers have the right to prescribe standards of communication for social media platforms as it relates to their business, whether directly or indirectly. With the growing use of social media to enhance an employer’s products, services and/or brand recognition, employers need to ensure they have a policy that provides strict guidelines on the way in which employees and contractors are allowed to engage in social media whether authorised to do so or not.

Book
Timesheet Policy ^
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers throughout Australia, except for:

  • non-constitutional corporation employers in Western Australia
  • state public sector employers (i.e. employees of a Minister, the Governor or the Crown)
  • local Government employers — except Tasmania.

 

Excluded employers may, however, wish to use this document, but they should first obtain legal advice

Many employers require employees to complete and sign timesheets as ‘proof’ of their attendance at work. Provisions in industrial instruments (awards, enterprise agreements, contracts, etc.) may set requirements in this regard. Legislation and regulations also require employers to keep records of hours worked for some employees.

The Fair Work Regulations 2009 (Cth) (the 'Regulations') provide that employers who are subject to the Regulations must keep records regarding the hours worked by employees in certain circumstances. An employer’s record keeping requirements may differ based on whether the employee is employed under an industrial instrument or not.

If you are unsure whether this policy will apply to your circumstances, please contact an HIA workplace adviser.

Book
Travel Expenses Reimbursement Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It aims to assist employers in creating a Travel Expenses Reimbursement Policy. Some awards and agreements include provisions for working away from the ordinary place of work. Where such provisions apply, they should be used in lieu of the provisions in this policy. If you are unsure whether this policy will apply to your circumstances, please contact an HIA workplace adviser.

Book
Vehicle Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. It sets out the circumstances in which an employer supplied vehicle may be provided to an employee and the nature of the vehicle expenses that may be met by the employer.

Book
Whistleblower Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. A whistleblower is anyone who raises issues of wrongdoing to a manager or equivalent. Wrongdoing includes, but is not limited to, conduct that is dishonest, fraudulent or corrupt.

Book
Working from Home Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. Working from home is becoming increasingly popular as telecommunications technology develops at a rapid rate and workplace participants are increasingly requesting flexible working arrangements to help balance work and family commitments.

Book
Workplace Bullying Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. From 1 January 2014, new anti-bullying laws commenced in the Fair Work Act 2009 (Cth) (‘Fair Work Act’). These laws only apply to a business conducted by a constitutional corporation, the Commonwealth, a Commonwealth Authority, a body incorporated in a Territory or business or undertaking is conducted principally in a Territory or Commonwealth place. If you are a sole trader or partnership operating in a State, the laws may not apply to your business. Under these anti-bullying laws, a worker may make an application to the Fair Work Commission to make an order for the bullying to stop.

Book
Workplace Drug and Alcohol Policy
{{ propApi.expandedIcon }} {{ propApi.collapsedIcon }}

This policy can be used by all employers. Drug and alcohol consumption can diminish a person’s attention and faculties. In the context of the workplace, a person can be a potential source of harm to themselves and others if they are affected by alcohol or drugs by employees. Employers have responsibilities to provide safe working environments, and so it follows that an employer has an interest to avoid the potentially adverse consequences of drug or alcohol consumption. This policy is one of the tools available to the employer to manage health and safety risks at work.

^ Some of these documents are based on the federal government’s industrial relations laws. If your business operates as a sole trader or as a partnership in Western Australia, you should speak to one of our workplace advisers first to discuss the suitability of the documents for your workplace. 

Submit an enquiry

Contracts Online 


The industry’s go-to digital platform. 

No matter the size of the job, a watertight building contract is critical to protect your business, and the current climate presents a great opportunity to go digital with your contracts.

Take me there

HIA Tradepass


HIA TRADEPASS takes the hassle out of collecting and verifying contractor business information and registrations. Developed by HIA specifically to suit the needs of residential builders.

  • Save time and money – get on site quicker
  • Less time on paperwork and more time building

Take me there