Know What Applies to Each Centre, and Who Owns It
Bring order to the obligations that come with warehouses, agencies, riders, customer data and several cities. Our policies, compliance and governance services write policies a supervisor can apply, standardise how you contract with agencies and platforms, give every site the same registers and put what falls due, and who owns it, on one calendar. We build the ownership and the record; confirmation of what the law requires stays with your qualified advisers.
The starting point
Can You Say What Applies to Each Site, and Whose Job It Is?
An online business spreads across warehouses, dark stores, support floors, agencies and partners, each with its own set of obligations. Without a single view, things are tracked by whoever remembers them.
We help you build the policy set, the calendar and the ownership, then keep them current.
You may be experiencing:
- Agency and platform contracts on different templates, with different terms for similar work, so responsibilities differ without anyone choosing that.
- Some centres keeping the registers and records they should and others keeping none.
- Data policies written by the tech team and unknown to HR and operations, who handle personal data every day.
- No single calendar of what falls due each month, by site, with a named owner.
- Policies that differ between centres, or that exist only as a message in a group.
- A new centre opened and operated before anyone has listed what applies to its location and headcount.
- Temporary staff asked to sign nothing, or everything, at induction, with no record either way.
What we can help with
Our Policies, Compliance and Governance Services for E-commerce and D2C
HR Policy Manual and Handbook
Write core HR policies in plain language for permanent staff, and short versions for floor, support and agency workers, covering conduct, shifts, leave, attendance, use of devices and escalation.
Code of Conduct and Data Handling
Set the behaviour you expect, including the handling of customer and employee data, so HR, operations and support understand the rules that tech has written.
Standard Agency and Platform Terms
Prepare a checklist of what every labour supplier and delivery platform must provide, how it is verified and how often, so terms are compared on one basis.
Site Register and Records Standard
Define the registers and records each centre keeps, who maintains them and how head office checks them, so every site starts from the same standard.
Compliance Calendar
Build one calendar of recurring obligations by site and function, with a named owner, a due date and a record of completion, reviewed monthly.
New Centre Launch Checklist
List what must be identified and confirmed before a new centre opens, including licences and registrations in general terms, to be confirmed by your advisers.
Policy Version Control and Acknowledgement
Keep a single current version of each policy, record who has been given it and capture acknowledgement from employees and, where relevant, temporary staff.
Periodic Review and Audit
Plan a yearly review of the policy set and a sample audit of sites against it, with actions tracked to closure.
The deliverables
What You Receive
Depending on scope, your engagement can include:
- A policy manual and a short floor handbook.
- A code of conduct and data-handling guidance.
- A supplier checklist for agencies and delivery platforms.
- A site records standard.
- A compliance calendar with owners.
- A new centre launch checklist.
- A version register and acknowledgement record.
- An audit plan and action tracker.
Step by step
How We Work
Collect What Exists
We gather your policies, contracts, registers and calendars from head office and a few centres, and note what is written, what is practised and what is missing.
List the Obligations With Your Advisers
With your own qualified advisers, we list what applies by site and category. GullyHR builds the register and the owners and does not give legal advice.
Write the Policies and Standards
We draft policies, supplier checklists and the site standard in plain language, and you approve them.
Set the Calendar and Owners
We build the calendar, assign owners, configure reminders and agree the monthly review.
Audit and Improve
We sample a few sites against the standard, compare with the baseline we recorded and plan the follow-up.
The difference
See What Applies, Who Owns It and Whether It Was Done
A clear governance structure helps you:
We do not promise outcomes. We record a baseline before work starts, covering the number of policies in force and their versions, obligations without an owner, site registers complete and supplier documents on file, and report against it, so you can see what changed and what did not.
- Hold a single current version of each policy.
- Put every obligation on one calendar with an owner.
- Compare agencies and platforms on common terms.
- Start every new centre from the same standard.
- Help HR and operations understand data rules.
- Produce records when someone asks for them.
Find your fit
Who This Service Is For
Multi-Centre Fulfilment Networks
Give every site the same standard and the same calendar.
Businesses Using Agencies and Platforms
Bring supplier terms and checks onto one footing.
D2C Brands Opening New Locations
Prepare each launch with a checklist reviewed by your advisers.
Fast-Growing Companies Without HR Governance
Move from messages and habits to written policy.
Marketplaces Handling Large Volumes of Personal Data
Make sure HR and operations understand the data rules.
How it usually shows up in e-commerce and d2c
E-commerce operates across warehouses, riders, agencies and customer data, with obligations attached to each. Contracts with agencies and platforms are on different templates with different terms, so the obligations differ too. Some warehouses keep the registers that are needed and others do not. Data policies are written by tech and are not known to HR and operations, who handle personal data daily. There is usually no single view of what applies to whom.
Common challenges
Where it goes wrong in e-commerce and d2c
Arrangements differ by agency and platform
Contracts and terms are not standard, so the obligations are not either.
Registers exist at some sites
Some warehouses keep what is needed and others do not.
Data policies live in tech
HR and operations handle personal data without knowing the rules.
There is no single calendar
Obligations are known by the site manager or the lawyer, and not shared.
A better process
What a working version looks like
- 01
Standardise agency and platform terms
One template for each type of arrangement, with the same obligations written in. The HR policies and governance work builds the set.
- 02
Set a standard register for every site
What is kept, where and by whom, and checked quarterly.
- 03
Bring data rules to HR and operations
A short, plain guide to handling personal data for people who use it.
- 04
Build one compliance calendar
Obligations, due dates, owners and evidence in one list. The compliance framework holds it.
What to check this week
- Compare the terms of two agency contracts and note the differences.
- Check whether every warehouse keeps the same registers.
- Ask an HR executive what rules apply to employee personal data.
- Find the compliance calendar and see whether it covers all sites.
- Confirm with a qualified professional which obligations apply to your warehouses, agencies, riders and data.
Confirm with a qualified professional. What applies depends on your establishment, your state and your sector, and it changes. This page describes a practice; it does not state a legal position.
What this looks like in e-commerce and d2c
The parts of policies, compliance and governance that are specific to this sector, rather than general.
Policies for a Workforce That Triples
Governance that survives a peak.
What this coversHide
Policies for a Workforce That Triples
Governance that survives a peak.
What this coversHideE-commerce operations add a large temporary workforce for a short period, frequently through agencies, across warehouse locations that may have different applicable requirements.
- Policies covering temporary and agency workers explicitly
- Agency compliance obligations defined contractually and verified
- Warehouse establishment obligations tracked per location
- Working hours and shift policies applied during peak, not suspended
- Data handling policy covering customer information
- Code of conduct communicated to temporary staff at induction
- Acknowledgement captured at volume
- Named owner for each recurring obligation
Verifying that agencies are meeting their own obligations, rather than assuming it, is the exposure that most e-commerce operations carry without having examined it.
Questions on this, in e-commerce and d2c
It lists recurring obligations by site and function, who owns each, the due date and where proof of completion is kept. It does not state what the law requires; that comes from your own qualified advisers.
No. GullyHR does not give legal advice. We help you organise obligations once your advisers have identified them: owners, dates, records and reminders. Confirm the obligations that apply to your sites with a qualified professional.
We prepare a standard checklist of what each supplier must provide and how you verify it, so every contract is judged the same way. Your legal advisers review the contract language itself.
HR and operations handle personal data of employees and customers every day. If the policy lives only with the tech team, the people who handle the data do not know the rules. We help write short, practical guidance for them.
Yes. Policy versions, distribution and acknowledgement can be configured as workflows on the GullyHR platform or on your own system, with reports of who has acknowledged what.
At least once a year, and whenever you open a new centre, change a supplier or alter how people are engaged. We build the review into the compliance calendar so it is not forgotten.
Their conduct and safety expectations should be communicated at induction and the acknowledgement recorded. What they sign, and with whom, depends on how they are engaged, which you should confirm with your advisers.
One person at head office, with owners for each line at the sites and in the functions. The calendar owner reviews it monthly and chases what is late. We help set up the routine.
Conduct, leave and attendance, safety, data handling, the agency and platform arrangements and the complaints routes. Which obligations apply depends on your operations, so confirm them with a qualified professional.
Use one template for each type, with the same obligations, and keep a register of who is on which. Different terms for the same work are a risk.
Because HR and operations handle personal data every day. A short guide prevents mistakes that tech's policy alone cannot.
Quarterly for the calendar and annually for the policies, and whenever you add a site, an agency or a platform.
Put Your Policies and Obligations in One Place
Tell us how many sites, agencies and categories of worker you manage, and we will suggest a starting point.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
Book a Policy and Governance Consultation
Tell us about your sites, suppliers and current policies.
The general method — what policies, compliance and governance covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr policies and governance page. What is above is the part that differs for e-commerce and d2c.
To run this in a system rather than on paper, see policy and document centre.
Other HR topics for e-commerce and d2c
Selling a particular kind of product?
We have HR pages for 78 product categories, from footwear to software, and 436 subcategories within them.
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for e-commerce and d2c, or another industry.