These templates give you a solid starting point, but every business is different. For anything high-risk, or likely to end up in front of a tribunal, get a qualified solicitor to check the specifics before you rely on it.
General
The everyday documents every UK employer needs on hand, from a new starter's first day to their last.
Everything to prepare before day one, from kit and access to who introduces them to the team.
A ready-made section structure for your staff handbook, so you're not starting from a blank page.
A structured set of leaver questions that surfaces honest feedback without feeling like an interrogation.
A one-page walk-through of the policies most businesses forget to review once they're written.
Performance
Give feedback, run appraisals and manage underperformance with structure instead of guesswork.
A fair, structured way to set clear expectations and a genuine route to improvement before things escalate.
A simple agenda structure that keeps regular check-ins consistent across every manager on your team.
Covers objectives, development and rating in one consistent format across the whole business.
A short, structured feedback set from peers, direct reports and managers, without turning into a popularity contest.
Retention
Understand why people stay, why they leave, and what actually moves the needle before it's too late.
A structured way to identify flight risks early and build a plan around what actually keeps people.
Open, honest questions to ask your best people before they're already looking, not after they've handed in notice.
A short, focused pulse survey covering the drivers that actually correlate with people staying.
A short anonymous survey to spot patterns across leavers that a single exit interview would miss.
Strategic HR
Plan headcount, budget and structure ahead of the business, not three months behind it.
Map current headcount against planned growth, so hiring decisions follow a plan rather than pressure.
Plan the full cost of your people function, from software and training to recruitment and benefits.
A clean structure for mapping reporting lines as the business grows past founder-and-everyone-else.
Track headcount, turnover, time-to-hire and absence in one view, updated once a month, not chased down.
Talent
Hire fairly and plan who steps up next, with a defensible, consistent process from first ad to offer.
The same structured criteria for every candidate, so decisions are consistent and defensible.
A clear structure for role purpose, responsibilities and requirements that avoids vague, wishlist adverts.
Track every candidate through the pipeline without losing anyone in a scattered set of email threads.
Identify the key roles you can't afford to lose overnight, and who's ready to step into them.
More
Compliance calculators and reference documents for the questions that come up when you least expect them.
Works out the statutory minimum owed based on age, length of service and weekly pay.
The steps to confirm and record before or on someone's first day, to stay on the right side of the law.
A ready-made schedule of what HR data to keep, for how long, and when it should be deleted.
An ACAS-aligned letter structure for inviting someone to a disciplinary hearing, fairly and clearly.
Or skip the template hunting altogether
Every one of these lives inside Eteego already, on your letterhead, kept compliant, and connected to the rest of your HR record.
Book a call