HR policy manual, employee handbook and code of conduct
The three documents that frame employment at the company.
Clear rules keep decisions consistent. ACCUREX writes the HR policies and procedures that make the same case produce the same answer twice, aligned to Kenyan law and recognised standards, and trains your people to use them.
Policies drift when the manager who wrote them leaves, when a template is copied in from another business, or when a new case gets handled on the spot. The visible symptom is inconsistent decisions on grievances, pay, leave or discipline. The underlying one is the policy no longer saying what the business actually does. Writing it properly, benchmarking it against the law and the standard, and training people on it is what closes the gap.
The scope of HR policy development runs from the core HR documents to the organisation-wide policies and SOPs:
The three documents that frame employment at the company.
Anti-bribery, whistleblowing, data protection and risk.
Workplace sexual harassment prevention policy, procedure and training materials.
Step-by-step procedures written end to end, so a line manager can follow one on a Monday.
Managers and staff trained on the new documents, not left to find them.
The cadence, the owners and the triggers for every policy to be reviewed.
Share the current documents and the areas you need rewritten, and a consultant will come back with a scope.
Get your policies in orderThe HR policy development process follows four stages, repeated per policy group:
Current documents, cases decided recently and the actual practice are reviewed against Kenyan law and the chosen standards.
New drafts are prepared, benchmarked against the law and against ISO 9001 or any other standard the business follows.
The leadership team and, where relevant, the board sign off on the drafts.
Managers and staff are trained, the documents go live and the review cadence starts.
The policies this page delivers rest on named Kenyan statutes and, where relevant, international standards. Four areas matter most at drafting:
The Employment Act, 2007 requires employers at a defined headcount to issue a sexual harassment policy; the policy statement, the complaints route and the sanctions are prepared to the Act. The compliance reviewer confirms the current threshold and the latest wording.
The Bribery Act, 2016 places procedure obligations on private entities; the anti-bribery policy, the gift and hospitality rules and the training are prepared to those obligations.
The Data Protection Act, 2019 frames how personal data is collected, held and shared; the policy embeds the five rights an employee holds under the Act, which are listed on the HR Department Set-Up page.
The Occupational Safety and Health Act, 2007 and the Work Injury Benefits Act, 2007 shape the HSE policy and the injury-reporting procedure.
The Whistleblower Protection framework is in development in Kenya, so the whistleblowing policy is prepared against the Bribery Act, 2016, the Public Officer Ethics Act, 2003 for applicable organisations and current good practice, and updated when a Whistleblower Protection Act comes into force. The reviewer confirms this in the engagement.
Growing companies, groups standardising across entities, and organisations preparing for audit or certification.
The same discipline runs across the wider business:
Approval limits, procurement SOPs, operating procedures.
Acceptable use, access, incident and personal-data policies.
Workplace safety procedures and the registers an inspector asks to see.
Service standards and the SOPs that deliver them.
Keywords for these areas sit on their own pages where they exist; the policies, procedures and SOPs for all of them are written here.
A policy sets the position: what the organisation will or will not do. A procedure sets the steps that follow from it. An SOP, or standard operating procedure, is a procedure written as a workflow, with inputs, decision points and outputs. The three link together: policy, then procedure, then SOP.
Employment and separation, conduct and discipline, leave and attendance, pay and benefits, performance, grievance, health and safety, sexual harassment, data protection and the review cadence. The depth of each depends on the sector and the headcount. A compliance reviewer signs off that nothing material is missing.
A consultant reviews current documents, recent cases and real practice, drafts new policies, benchmarks them against Kenyan law and the chosen standards, takes the drafts through leadership and board review, and then trains managers and staff before the policies go live.
A workplace sexual harassment prevention pack includes a policy statement, a reporting and investigation procedure, sanctions and awareness and manager training. The Employment Act, 2007 requires employers at a defined headcount to issue a policy statement, which the reviewer confirms for the specific organisation.
A downloaded template rarely matches the sector, the headcount, the Kenyan law or the way the business actually runs. The template becomes the second symptom. ACCUREX writes policies against the law, the standard and the practice, which is why the first stage is an assessment.
Managers run through the policies they will apply, with worked cases. Staff get a shorter session on the policies that affect them, including POSH, data protection and the grievance route. Training records are prepared for the HR team to keep.
The owner, the cadence (usually annual, with event triggers for a case or a law change) and the sign-off route for every policy. The framework sits in the HR calendar so a review does not slip, and so a policy that has drifted gets caught before a case does.
Kenyan law is the floor. On request, policies and SOPs are also aligned to ISO 9001 (quality management), SA 8000 (social accountability) or sector standards that apply to the business. The alignment is agreed at scoping, so the drafts carry the right structure.
An HR audit tests existing policies and practice. HR department set-up builds the HR function and includes a policy manual. This service is standalone policy, procedure and SOP writing, with training and a review framework, usually run after an audit or inside an existing HR team.
HR policies cover employment, conduct, performance and welfare. Organisation-wide policies cover how the business is run (finance, procurement, IT, HSE, customer service, governance). Both are written here, with the same scoping, benchmarking and training discipline.
The current documents, the areas you want rewritten and the triggers behind the request are enough to open scoping.
Get your policies in orderTell us what you need. An ACCUREX consultant will respond with practical next steps and a clear scope.
