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Absence and attendance
Change management
Dispute resolution
Employee engagement
Employee performance and development
Equality and diversity
Family-friendly policies
Global employers
Health and wellbeing
HR strategy
Recruitment and selection
Retention
Work-life balance

Leading practice guides: The complete list

Our Leading practice guides provide strategic guidance on people management issues, so HR leaders can help their organisation be in the best place to meet its business goals.

Absence and attendance

Effective attendance management	Business benefits Procedures for managing absence Establishing the causes of absence Policies and practices that help foster good attendance
Managing long-term sickness absence	The importance of effective policies and practices Contacting the employee and obtaining medical evidence/information Return to work and alternative outcomes

Change management

Informing and consulting during a collective redundancy	The benefits of effective consultation Steps to implement effective consultation Communication and consultation methods Making the process meaningful
Managing change successfully	The importance of change management The business case Planning the change The human impact of change Embedding the change Evaluation
Managing TUPE	The benefits of observing leading practice Recognising a relevant transfer Information and consultation Managing employees following the transfer
Supporting redundancy survivors	Survivor syndrome Communication, consultation and engagement Emotional and practical support
Supporting redundant employees	Why assist exiting employees? Defining the scope of assistance Selecting an outplacement provider Alternatives to outplacement support

Dispute resolution

Managing the disciplinary process	Handling misconduct effectively Conducting disciplinary investigations and hearings Outcomes including penalties, warnings and dismissal
Workplace mediation	What is it and why use it? The mediation process Setting up a mediation initiative in your organisation

Employee engagement

Building a culture of recognition	Why is this so important? Introducing a recognition scheme Designing a recognition scheme Driving engagement with a recognition scheme
Improving the employee experience	What is the employee experience and why does it matter? Factors contributing to a positive employee experience Optimising the employee experience across the employee lifecycle Seeking and acting on employee feedback

Employee performance and development

Coaching	What is it and why use it? Preparing to introduce coaching In-house or external provision? Establishing and maintaining a successful coaching relationship Evaluating a coaching programme
Developing employee performance	Understanding performance and its importance to organisational success Job descriptions and objectives Feedback and appraisals Discovering performance gaps and providing development opportunities Purpose, psychological safety and belonging Is your approach working?
Leadership development	A driver of business success Planning a leadership development programme Designing and delivering a leadership development programme Evaluating the success of a leadership development programme

Equality and diversity

Addressing and preventing workplace bullying	Understanding bullying Making the business case Anti-bullying measures Dealing with bullying complaints
Advancing gender equality in the workplace	Why is gender equality important? Barriers to gender equality, diversity and inclusion Policies and procedures Supporting employees' performance and wellbeing Recruitment and selection Steps to create positive and meaningful change
Building a working environment free from harassment and sexual harassment	What is harassment and what impact does it have on the workplace? Practical steps to creating a harassment-free environment Reporting procedures Handling complaints effectively
Creating an inclusive workplace for religion and belief	Definitions and the importance of good practice Principles of inclusive practice Recruitment and selection Practical steps on roles and duties, awareness, networks, time off, flexible working and monitoring Practical steps on prayer, dress codes, fasting, bereavement and other aspects
Empowering ethnicity disclosure	Why is ethnicity data important? Challenges in collecting ethnicity data Addressing the barriers to disclosing ethnicity
Equality, diversity and inclusion	What does it mean? The business case The equality, diversity and inclusion strategy Creating an action plan Roles, responsibilities and accountability
Supporting disabled employees and job candidates	Why is this so important? Inclusive recruitment Inclusive employment Reasonable adjustments Monitoring
Supporting lesbian, gay and bisexual employees	Opportunities and barriers Inclusive recruitment Inclusive employment Dealing with challenges Monitoring
Supporting non-binary and transgender employees	Terminology Creating an inclusive workplace Supporting an employee who is transitioning Recruitment
Using data to create a more diverse and inclusive workforce	Using data to create a more diverse and inclusive workforce

Family-friendly policies

Supporting carers	The business case Identifying carers and their support needs Policies and communicating support The role of key stakeholders Flexible working and leave arrangements Information, advice and guidance
Supporting pregnant employees and new mothers	The business case Maternity policies and enhanced benefits Training for line managers and employees Pregnancy and preparing for maternity leave The return to work from maternity leave The maternity process overview Unexpected circumstances

Global employers

Devising a reward package for international assignments	Determining an approach The relocation package Benefits and allowances on assignment Payroll and taxation Ensuring the offering is competitive and cost-effective
Preparing for and managing international assignments	The purpose and benefits of international assignments Selecting the assignee Communication before and during an assignment Performance reviews and disciplinary issues Practical and financial support Supporting the assignee and their family integrate abroad Managing the assignee's return

Health and wellbeing

Championing a stress-free workplace	The business case for managing stress Understanding the causes of stress Foundations for success Steps to prevent and manage stress
Creating an employee health benefits package	Why invest in employees' health? Formulating a strategy and approach Engaging a provider Private medical insurance Income protection and other financial support
Developing and implementing a wellbeing programme	Why employers need to invest in employee wellbeing Getting initial senior-level buy-in and gathering evidence on wellbeing Generating your strategy and communicating your vision Creating and implementing your wellbeing plan Re-evaluating and adjusting the wellbeing plan
Strengthening the financial wellbeing of your workforce	Getting started and building the business case Developing a financial wellbeing strategy Employee benefits and services Communications and engagement Financial wellbeing during the cost-of-living crisis
Supporting employee mental health	The business case What employers need to know about mental ill health Strategies and policies that support good mental health The role of line managers Supporting candidates and employees with poor mental health

HR strategy

People analytics	The core elements Readying the HR function for people analytics Identifying the objectives of the project Deciding what to measure Collecting data Analysing the data Communicating and acting on the findings Measuring success Data protection
Preventing bribery	The Bribery Act and its guiding principles Identifying and addressing key risk areas Raising awareness HR policies and documentation Taking action where bribery is identified
Succession planning	Making the business case for succession planning Key HR drivers and metrics for success A step-by-step process The 9-box grid
Supporting whistleblowers	What is whistleblowing? Creating a reporting culture Introducing and managing a whistleblowing policy Encouraging and facilitating whistleblowing reports Investigating whistleblowing concerns Raising awareness about whistleblowing Monitoring and reviewing whistleblowing arrangements
Talent management	What is talent management and why is it important? Getting started and formulating a strategy Talent management for the whole workforce Talent management for critical workforce groups or individuals Accountability for effective talent management
Workforce planning	The fundamentals and getting started Developing the capability for workforce planning Understanding the business context Assessing the current and future workforce Taking action to address resourcing risks

Recruitment and selection

Assessment centres	Why use an assessment centre? Choosing selection exercises Key roles in developing and operating assessment centres Making a selection decision Providing feedback to candidates Evaluation
Onboarding	What is it and why does it matter? What should you cover? Engaging and effective delivery Evaluating onboarding

Retention

Managing retention

Work-life balance

Effective annual leave management	Business benefits Policies and procedures Practices to engage employees
Flexible working	What strategy employers can adopt Making the business case Measuring the impact on your organisation
Hybrid working	Setting up the workplace for effective hybrid working Recruiting and onboarding hybrid workers Engaging a hybrid team Fairness and inclusion

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About this resource

Status: This resource is kept under review and updated in line with developments.
Updates: Updated to reflect our complete list of leading practice guides. These guides provide strategic guidance on people management issues, so HR leaders can help their organisation be in the best place to meet its business goals.

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