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The policies in this kit are the ones that employees actually read. They cover the terms and conditions of working life that people care about most — their mental health support, their parental leave entitlements, their working arrangements, their expenses, their equity, and their pay. Getting these right is not just a compliance exercise; it is a direct signal of the kind of employer you are.
Six documents: the Mental Health & Wellbeing Policy (covering EAP access, manager responsibilities, absence management, reasonable adjustments, and the right to disconnect — with disability protection flags across all five jurisdictions), the Parental Leave & Flexible Working Policy (full entitlement tables for maternity, paternity, adoption, and shared parental leave across IE, UK, US, CA, and AU, plus the statutory right to request flexible working by jurisdiction), the Remote & Hybrid Working Policy (working model, equipment responsibilities, home working safety, expenses and allowances, and working-from-another-country risks), the Expenses & Reimbursement Policy (aligned to Revenue, HMRC, IRS, CRA, and ATO rates with tax treatment guidance), the Share Option & Equity Policy (explaining vesting, cliff, good/bad leaver treatment, and tax implications under UK EMI, IE KEEP, US ISO/NSO, and AU ESS), and the Pay Transparency Policy (covering salary range disclosure, pay discussion rights, gender pay gap reporting, and a five-jurisdiction statutory requirements appendix — compliant with the EU Pay Transparency Directive by June 2026).
These six policies are the documentation that makes a growing business a place people want to work — and want to stay.
What's included
– Mental Health & Wellbeing Policy
– Parental Leave & Flexible Working Policy
– Remote & Hybrid Working Policy
– Expenses & Reimbursement Policy
– Share Option & Equity Policy
– Pay Transparency Policy
– 6 documents total
FAQs
Q Are these the policies that employees actually read?
Yes — these six policies cover the employment terms and working conditions that employees care about most: their mental health support, their parental leave entitlements, their working arrangements, their expenses, their equity, and their pay. The Startup Policy Foundation covers the legal and conduct baseline that employees need to know exists. This kit covers the policies that employees actively seek out when considering whether to join, stay, or trust an employer. Getting these right — and making them accessible — is one of the most direct signals an employer can send about the kind of company it is trying to build.
Q What statutory parental leave entitlements does the policy cover?
The Parental Leave & Flexible Working Policy includes full entitlement tables for all five jurisdictions covering: maternity leave (Ireland: 26 weeks ordinary plus 16 additional; UK: up to 52 weeks, 39 with SMP; US: 12 weeks FMLA for qualifying employees; Canada: 15 weeks EI maternity benefit plus parental leave; Australia: up to 12 months unpaid plus government Paid Parental Leave Pay up to 20 weeks increasing to 26 by 2026), paternity and parental leave, adoption leave, and shared parental leave arrangements. The policy also covers the statutory right to request flexible working by jurisdiction, which varies significantly between Ireland, the UK, and Australia.
Q What does the Pay Transparency Policy require us to do?
The Pay Transparency Policy sets out the Company's obligations and commitments across five dimensions: disclosing salary ranges in job postings (now legally required in Colorado, California, New York, Washington, Illinois, and growing in other US states, and required across the EU from June 2026 under the Pay Transparency Directive), giving employees the right to request information about their pay relative to colleagues in comparable roles, prohibiting pay secrecy clauses (now banned in Australia under the Fair Work Act 2022 and legally restricted in most US states), conducting pay equity audits at defined intervals, and reporting gender pay gap data where legally required. The policy includes a five-jurisdiction statutory requirements appendix and two manager conversation scripts for pay discussions.
Q Does the Remote Working Policy address working from another country?
Yes — with an explicit warning. Working from a different country creates unexpected tax obligations (potential permanent establishment risk for the company), employment law jurisdiction questions (which country's law governs the employment relationship), immigration compliance requirements (the employee may need a work visa even if the work is remote), and social security implications. The policy includes a clear prohibition on working from a different country for more than a defined period without prior approval from HR, and explains that not all international remote working arrangements are legally or practically feasible. This provision protects both the employee and the company from inadvertent non-compliance.
The policies in this kit are the ones that employees actually read. They cover the terms and conditions of working life that people care about most — their mental health support, their parental leave entitlements, their working arrangements, their expenses, their equity, and their pay. Getting these right is not just a compliance exercise; it is a direct signal of the kind of employer you are.
Six documents: the Mental Health & Wellbeing Policy (covering EAP access, manager responsibilities, absence management, reasonable adjustments, and the right to disconnect — with disability protection flags across all five jurisdictions), the Parental Leave & Flexible Working Policy (full entitlement tables for maternity, paternity, adoption, and shared parental leave across IE, UK, US, CA, and AU, plus the statutory right to request flexible working by jurisdiction), the Remote & Hybrid Working Policy (working model, equipment responsibilities, home working safety, expenses and allowances, and working-from-another-country risks), the Expenses & Reimbursement Policy (aligned to Revenue, HMRC, IRS, CRA, and ATO rates with tax treatment guidance), the Share Option & Equity Policy (explaining vesting, cliff, good/bad leaver treatment, and tax implications under UK EMI, IE KEEP, US ISO/NSO, and AU ESS), and the Pay Transparency Policy (covering salary range disclosure, pay discussion rights, gender pay gap reporting, and a five-jurisdiction statutory requirements appendix — compliant with the EU Pay Transparency Directive by June 2026).
These six policies are the documentation that makes a growing business a place people want to work — and want to stay.
What's included
– Mental Health & Wellbeing Policy
– Parental Leave & Flexible Working Policy
– Remote & Hybrid Working Policy
– Expenses & Reimbursement Policy
– Share Option & Equity Policy
– Pay Transparency Policy
– 6 documents total
FAQs
Q Are these the policies that employees actually read?
Yes — these six policies cover the employment terms and working conditions that employees care about most: their mental health support, their parental leave entitlements, their working arrangements, their expenses, their equity, and their pay. The Startup Policy Foundation covers the legal and conduct baseline that employees need to know exists. This kit covers the policies that employees actively seek out when considering whether to join, stay, or trust an employer. Getting these right — and making them accessible — is one of the most direct signals an employer can send about the kind of company it is trying to build.
Q What statutory parental leave entitlements does the policy cover?
The Parental Leave & Flexible Working Policy includes full entitlement tables for all five jurisdictions covering: maternity leave (Ireland: 26 weeks ordinary plus 16 additional; UK: up to 52 weeks, 39 with SMP; US: 12 weeks FMLA for qualifying employees; Canada: 15 weeks EI maternity benefit plus parental leave; Australia: up to 12 months unpaid plus government Paid Parental Leave Pay up to 20 weeks increasing to 26 by 2026), paternity and parental leave, adoption leave, and shared parental leave arrangements. The policy also covers the statutory right to request flexible working by jurisdiction, which varies significantly between Ireland, the UK, and Australia.
Q What does the Pay Transparency Policy require us to do?
The Pay Transparency Policy sets out the Company's obligations and commitments across five dimensions: disclosing salary ranges in job postings (now legally required in Colorado, California, New York, Washington, Illinois, and growing in other US states, and required across the EU from June 2026 under the Pay Transparency Directive), giving employees the right to request information about their pay relative to colleagues in comparable roles, prohibiting pay secrecy clauses (now banned in Australia under the Fair Work Act 2022 and legally restricted in most US states), conducting pay equity audits at defined intervals, and reporting gender pay gap data where legally required. The policy includes a five-jurisdiction statutory requirements appendix and two manager conversation scripts for pay discussions.
Q Does the Remote Working Policy address working from another country?
Yes — with an explicit warning. Working from a different country creates unexpected tax obligations (potential permanent establishment risk for the company), employment law jurisdiction questions (which country's law governs the employment relationship), immigration compliance requirements (the employee may need a work visa even if the work is remote), and social security implications. The policy includes a clear prohibition on working from a different country for more than a defined period without prior approval from HR, and explains that not all international remote working arrangements are legally or practically feasible. This provision protects both the employee and the company from inadvertent non-compliance.
