The Written Policies a Growing Company Needs, Drafted for You
Most growing companies run on rules that live in people's heads, and each manager remembers them a little differently. We draft and review the written policies your business needs, in one standard structure, with the choices that belong to management settled first. Your own legal adviser reviews every draft before it is issued.
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Share your requirementsWhat is policy development?
Policy development is the work of deciding which written policies a company needs, settling the choices management must make, and drafting each policy in a consistent structure with a procedure, roles, approval authority, forms and an employee FAQ. GullyHR provides it as a drafting and review service for growing Indian private limited companies. The drafts are handed to your own qualified legal adviser for review. What the law requires is for that adviser to decide.
The starting point
When businesses ask us for this
- The company has a few policies copied from another business, and nobody is sure which parts still apply to how you work.
- Two managers answer the same question on leave, notice or expenses differently, and each can say who told them.
- A disciplinary or grievance matter arrives and there is no written procedure, so it is handled by instinct.
- Policies exist as separate files in different styles, with no version, no owner and no date of last review.
- Limits and approvals are unclear: who can sanction an exception, how long probation runs, what a claim can include.
- New joiners are told the rules in conversation and are never asked to confirm they have read anything.
- Sensitive complaints land in an ordinary inbox that several people can see.
- The founder knows the policies are overdue, but does not know which ones to write first.
What the work covers
GullyHR policy development is a staged drafting and review service. We start by agreeing which policies your business needs first, then settle the decisions that belong to management, such as limits, approvals, durations and benefits. We draft each policy in a standard 16-section structure that covers the purpose, scope, definitions, policy statements, procedure, roles, approval authority, exceptions, consequences, related forms, version control and an employee acknowledgement. Alongside each one we prepare an employee FAQ, a process workflow and the forms the policy refers to. The set can run to 30 policies across people, conduct, pay, technology, finance and safety. Policies that deal with confidential cases are set up with restricted, confidential case handling. The finished drafts go to your own qualified legal adviser for review before they are issued. It is drafting and review, not legal advice.
You start with the policies you need first.
A short review of your business, size and stage, followed by a ranked list of the policies to write now and those that can wait, so effort goes where the gap hurts most.
Management choices are settled before drafting.
The decisions only you can make, such as limits, approval levels, durations, notice, benefits and exceptions, are set out as options with their consequences and recorded as your decisions.
Conduct, attendance and leave are written plainly.
Policies on conduct, attendance, leave and hybrid work drafted so a manager and an employee read the same rule and reach the same answer.
The employee lifecycle is covered end to end.
Hiring, onboarding, probation, appraisal, promotion, training and exit policies, written to follow one another so there are no gaps between stages.
Pay, benefits and expenses have a written process.
Policies on the pay and payroll process, benefits, incentives, travel and expenses, with the approval route and the form for each claim or change.
Confidential matters are handled in a restricted way.
Grievance, discipline, sexual harassment prevention, whistleblowing and data incidents are set up so that only the named people see a case, with a record kept apart from general HR files.
Technology and data rules are set out.
IT use, passwords and access, data privacy, confidentiality, social media and asset policies written for how your people actually work, including from home.
Business conduct policies protect the company.
Conflict of interest, anti-bribery and anti-fraud, procurement and vendors, customer communication and project policies, each with a clear owner and escalation point.
Each policy comes ready to use.
An employee FAQ, a process workflow and the forms are prepared with the policy, so it can be explained, followed and recorded from the first day.
A legal review is built into the handover.
Drafts are packaged with the open points marked, so your own qualified legal adviser can review them quickly and tell you what to change before anything is issued.
The process
How it runs
Pick the policies you need first
We review your business and agree which policies to write now, which to write next and which are not needed yet. The list is written down and approved by you.
Decide the management choices
For each policy we set out the decisions that belong to you: limits, approvals, durations, benefits and exceptions. We give options and their effects, and you decide.
Draft in the standard structure
Each policy is drafted in the same 16-section structure, from purpose and scope to version control and employee acknowledgement, using the choices you made.
Add the FAQ, workflow and forms
We prepare an employee FAQ, a process workflow and the forms the policy needs, so people can follow the procedure and the company can keep a record.
Set up confidential case handling
For grievance, discipline, sexual harassment prevention, whistleblowing and data incidents, we define who receives a case, who may see it and where the record is kept.
Review the drafts with you
We go through each draft with the people who will apply it, correct wording that does not match how the business works and mark points for your adviser.
Hand over for legal review
The set is handed over with open points listed, for your own qualified legal adviser to review. After their changes, we update the documents and set the version and review date.
What you receive
- A ranked list of the policies the business needs, with the order in which to write them.
- A record of the management choices made for each policy, with who decided and when.
- Each policy drafted in the standard 16-section structure, in an editable format.
- An employee FAQ for each policy, in plain language.
- A process workflow for each policy that describes a procedure.
- The forms each policy refers to, including the employee acknowledgement.
- A confidential case handling note for the policies that deal with sensitive matters.
- A policy register showing the owner, version and review date, and a list of open points for your legal adviser.
Who it is for
- Founder-led private limited companies that run on verbal rules and want them written down.
- Growing businesses that have outgrown a handful of copied policies and need a consistent set.
- Companies preparing to hire their first HR person, who want the policy base in place before they arrive.
- Businesses with several teams or sites where managers apply the same rule in different ways.
- Companies that have policies but no owner, version or review date, and want them brought into one structure.
- Leadership teams that want to decide the policy choices deliberately instead of inheriting them from a template.
Why GullyHR.
The same company designs HR processes, writes HR documentation, runs day-to-day HR operations for clients that want it and builds the software the work can be tracked in. Policies drafted by us are therefore written with the procedure, the forms and the records in mind, and not as stand-alone documents. Each companion guide to the individual policies is in the Policy Development library on this page. Each service is scoped separately, and decisions on policy stay with you.
Design the process
Map how the work runs today, then write the procedure, the forms and the approval route it should follow.
Strengthen management
Settle the structure, the roles and the decisions each level can take without the owner.
Develop people
Train the managers who have to run it — the review, the difficult conversation, the handover.
Automate HR
Configure the agreed process in software, so the document and what people actually do stay the same thing.
The difference
What changes
- You know which policies the business needs first, and in what order the rest should follow.
- The choices that belong to management are decided and recorded, not left to each manager.
- Every policy follows one structure, so employees and managers know where to find the procedure and the approver.
- Employees have a plain FAQ, and each policy has a form for acknowledgement.
- Confidential cases follow a restricted route, with named people and a separate record.
- Your own legal adviser receives clear drafts to review, with open points marked.
How we are measured
Before work starts, we record where you stand. Every later report compares against that baseline.
We choose the measures with you at the start, from the list on this page, and only the ones your data can support. We do not promise a result. We promise a baseline, and a report that shows the change against it, whichever way it went.
The measures we choose from
Time-to-hire
Days from approved vacancy to accepted offer.
90-day attrition
New joiners who leave in their first three months.
Annual attrition
Leavers over the year, by team and by manager.
Payroll and statutory errors per month
Corrections after the run, and returns filed late.
Open compliance gaps
Obligations without an owner or a due date.
Employees with written goals
Share of the team that knows what it is measured on.
Review completion rate
Reviews finished on time, not just started.
Manager training coverage
Managers who have been taught the part of the job they were promoted into.
Working together
Who does what
| Activity | GullyHR | Your team |
|---|---|---|
| Choosing which policies to write | Reviews your business and proposes a ranked list. | Approves the list and the order. |
| Management choices | Sets out the options, the consequences of each and a recommendation. | Makes every decision on limits, approvals, durations and benefits. |
| Drafting | Drafts each policy, the FAQ, the workflow and the forms. | Reads the drafts and confirms they match how the business works. |
| Confidential case handling | Designs the restricted route and the record for sensitive cases. | Names the people who receive and decide those cases. |
| Legal review | Marks open points and hands the drafts over in a reviewable form. | Has its own qualified legal adviser review the drafts and decide what the law requires. |
| Approval and issue | Updates the documents after review and sets version and review dates. | Approves each policy, issues it and collects employee acknowledgements. |
| Keeping policies current | Reviews and redrafts under a separate scope when asked. | Owns each policy and starts a review when the business changes. |
Where the software fits
Policies are delivered as editable documents with a policy register, and can be kept in a shared drive, your HR system or the GullyHR software policy and document centre. Where GullyHR software is used, each policy sits with its version, its review date and the employee acknowledgements, so you can see who has read what. Software is a separate decision and is not required to take the service.
Ways to engage us
- Priority policies
- A small group of policies you need now, such as conduct, leave and attendance, drafted with their FAQs and forms. For a business that wants a quick, sound start.
- The full policy set
- The complete set of 30 policies drafted in stages, in the order agreed, with a policy register and a handover to your legal adviser at each stage.
- Review of existing policies
- Your current policies read against the standard structure and redrafted where they are unclear, outdated or inconsistent with each other.
- Alongside HR consulting or outsourced HR
- Policy drafting as part of a wider piece of HR work, so the policies match the processes your team runs or that we run for you.
Good to know
Questions we are asked
It is the work of deciding which written policies a company needs, settling the choices management must make, and drafting each policy in a consistent structure. At GullyHR it is a drafting and review service, with an employee FAQ, a process workflow and forms prepared for each policy.
The set of 30 covers conduct, attendance, leave, hybrid work, hiring, probation, pay and payroll process, appraisal, exit, prevention of sexual harassment, confidentiality, IT use, data privacy, travel and expenses, discipline and grievance, onboarding, training, benefits, incentives, promotion, social media, conflict of interest, anti-bribery and anti-fraud, assets, passwords and access, customer communication, projects, procurement and vendors, whistleblowing, and health and safety.
Not at once. We begin by agreeing which policies your business needs first and which can wait. Many companies start with a few and add the rest in stages.
No. The policies are drafts for your own qualified legal adviser to review and are not legal advice. GullyHR is not a legal practice, and your adviser decides what the law requires of your company.
No policy document can promise that on its own. Whether the company meets what the law requires depends on its own adviser's view, on how the policies are applied and on what the business does in practice.
Every policy is drafted in the same order: purpose, scope, definitions, policy statements, procedure, roles, approval authority, exceptions, consequences, related forms, version control and an employee acknowledgement, with further sections for the detail each one needs. One structure makes the policies easier to read, apply and review.
You do. We set out the options and what each one means in practice, and we recommend one. The decision and its record belong to management.
Policies on grievance, discipline, sexual harassment prevention, whistleblowing and data incidents are set up with restricted, confidential case handling. Only named people receive and see a case, and the record is kept apart from general HR files.
Each policy in an editable format, an employee FAQ, a process workflow, the forms, a policy register with owners, versions and review dates, and a list of open points for your legal adviser.
Yes. We read them against the standard structure, point out gaps and contradictions, and redraft where needed. The result goes to your legal adviser for review in the same way.
A named person who can decide for the business, the policies you already have, a short description of how the company works and where, and the name of the legal adviser who will review the drafts. If some of this does not exist yet, we note it at the start.
Pricing depends on the number of policies, the state of your existing documents, the number of entities and locations and the level of support you want. Share your requirements and we will send a tailored proposal.
The 30 policies, in five groups
Each guide covers the decisions to make first, the procedure, a sample outline, the forms and an employee FAQ. The label shows when most companies need it: write first, write next, or as you grow. Your own legal adviser reviews every draft before it is issued.
Joining, working and leaving
- Policy 5 · Write firstRecruitment and hiring policy
- Policy 16 · Write firstEmployee onboarding policy
- Policy 6 · Write firstProbation and confirmation policy
- Policy 2 · Write firstAttendance and working hours policy
- Policy 3 · Write firstLeave and holiday policy
- Policy 4 · Write nextWork from home and hybrid policy
- Policy 9 · Write nextResignation and exit policy
Pay, performance and growth
- Policy 7 · Write firstSalary and payroll policy
- Policy 8 · Write nextPerformance appraisal policy
- Policy 19 · As you growIncentive and bonus policy
- Policy 20 · As you growPromotion and salary revision policy
- Policy 18 · Write nextEmployee benefits policy
- Policy 17 · As you growTraining and development policy
- Policy 14 · Write nextTravel and expense reimbursement policy
Conduct, fairness and safety
- Policy 1 · Write firstCode of conduct policy
- Policy 15 · Write firstDisciplinary and grievance policy
- Policy 10 · Write firstPOSH policy for employers
- Policy 22 · Write nextConflict of interest policy
- Policy 23 · As you growAnti-bribery and anti-fraud policy
- Policy 29 · As you growWhistleblower policy
- Policy 30 · Write nextHealth and workplace safety policy
Information, devices and access
- Policy 11 · Write firstConfidentiality and non-disclosure policy
- Policy 12 · Write firstIT and internet usage policy
- Policy 13 · Write nextData privacy and security policy
- Policy 24 · Write nextAsset and laptop usage policy
- Policy 25 · Write nextPassword and access control policy
- Policy 21 · As you growSocial media policy
Customers, projects and suppliers
Not sure where to begin? Start with the overview and the order to write them in
Prefer to talk first? +91 80958 58589 · hello@gullyhr.com