HR Policies
Better Policies = Better Practice.
A policy nobody reads protects nobody.
Most HR policies fail not because they lack legal compliance, but because they may be too long or too vague about what a manager should actually do. Or they may have been written for an earlier version of the organisation and are no longer relevant.
We write and review HR policies, contracts and staff handbooks to ensure they are current, legally sound and practical. Based in Aberdeen, working across Scotland and the UK, on site or online.
The Problems We Are Asked to Solve
Well written policies tend to earn their keep on your worst day, not an average one. The test is whether a manager under pressure can find the answer they need and act on it.
Our Approach
We aim to write policies that are easy to use. That means using plain language, a clear statement of what the manager does next, and no more length or detail than is required. A disciplinary policy that runs to fourteen pages is likely to be misunderstood or ignored at the moment it matters.
Everything we develop is grounded in current UK employment law and ACAS Codes of Practice, with any Scottish variance accounted for where applicable. Where a known law is changing, we can build this into any review to help future proof this.
We can work alongside an in-house HR team where one exists, or act as the HR function for organisations that do not have one.
What We Offer
From a single policy to a full suite of HR documents.
Individual policies written around how your organisation actually works: absence, disciplinary, grievance, performance, flexible working, data protection, AI usage and more. Written in your tone, with your structure and your terminology, to suit your culture.
A review of what you already have against current employment law and ACAS Codes: what is out of date, what is missing, what may be contradictory, and what should be left alone.
Producing one coherent employee handbook and supporting policy suite, rather than a folder of individual documents written by different people at different times. Ensuring a clear line between any contractual terms and company policies that can change.
The step that often decides how well this all works. A short session to walk managers through what has changed, what they are expected to do, how to manage this and where the judgement calls sit.
The Outcome
Why White Cube
Aligned to current UK employment law and the ACAS Codes, Scotland included.
Written to be used under pressure, not filed.
Proportionate to your organisation’s size and risk.
Bespoke to your organisation’s culture, structure and approach.
Policy, training and case support from the same provider.
We will tell you exactly which policies you need or do not need.
FAQ
Because a template should always be a starting point, not a policy. Our templates are not aligned to your structure, your contracts, your sector or working practices built up over years. You can take the free documents and adapt them as you see fit. We tend to support companies who need something more bespoke or have a need a template does not answer. It’s a bit like buying a pair of new shoes - you need to make sure they fit well and suit you.
Usually that is the better option, and can be more cost effective. Most policy sets tend to have a solid core but may have a few things that are out of date or missing. We would rather fix those than rewrite documents that are doing their job.
Yes. An employee handbook is worth developing, especially when policies have grown on a piecemeal basis and nobody is quite sure which version is current or correct. An important part of handbook development is drawing a clear line between any contractual terms and policies you can change without requiring contractual agreement.
At the point of writing we would recommend any review dates and flag anything already announced in law that may need revisiting. Beyond that, we recommend a regular, periodic review, which some clients ask for support with and others handle themselves. Always check any latest guidance and take advice where necessary as this can move.
Yes, and we would encourage it. A policy issued by email and never explained may change very little. A short briefing on what has changed and what managers are expected to do now can help turn a policy document into working practice.
Let’s talk
Whether you need a single policy written, a full employee handbook, or a review of what you already have in place, we can help. Browse our free HR document library for some customisable templates.