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All-in-one HR platform · v2.0
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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
A code of conduct and 24 workplace policies, shipped as templates inside the Documents module, issued to your employees, acknowledged per person, and versioned so a revision does not inherit an old acceptance.
Every policy below has its own page setting out its purpose, who it applies to, the decisions you write into it, and what the platform records.
25 Indian statutory workplace templates
Code of conduct, sexual harassment (POSH), maternity benefit, leave, gratuity and exit policies, with acknowledgement tracked per employee per version.
These twenty-five templates, a code of conduct and twenty-four policies, are templates, not HRMagix's own staff handbook. They ship inside the Documents module so that a customer can issue them to their own employees, collect acknowledgement, and prove later that it was collected.
Each employer writes the operative rules into their own copy, the notice period length, the grace window, the increment cycle. This page describes only what subject each policy governs, because publishing a specific rule here would be putting words into an employer's mouth.
Take the templates you need. A fifty-person company does not need all twenty-five on day one; conduct, attendance, leave and separation are the usual starting set.
Fill in the decisions that are yours: durations, thresholds, approval levels, and anything specific to your states of operation.
Publish to the employees each policy applies to. Acknowledgement is recorded per employee, per policy version.
When the text changes, a new version re-opens acknowledgement rather than letting an earlier acceptance stand for the new wording.
25 official policies. 25 have a PDF attached.
HRMAGIXCOCThe overarching statement of expected professional behaviour, integrity and use of company resources, to which the remaining policies are subordinate.
HRMAGIX007Definition of harassment in the workplace, the obligations it places on every employee, and the reporting and investigation route available to anyone affected.
HRMAGIX009The employer's obligations under Indian law on prevention and redressal of sexual harassment at the workplace, including the complaints mechanism and its confidentiality.
HRMAGIX013Prohibited conduct involving threat, intimidation or physical harm, and the immediate escalation path when it occurs.
HRMAGIX011The commitment to non-discrimination in hiring, evaluation, promotion and remuneration, and the grounds on which discrimination is prohibited.
HRMAGIX015The route by which an employee may raise a concern beyond their immediate reporting line, and the assurance that attaches to using it.
HRMAGIX002How presence is recorded, what counts as a full and a half working day, and the process for regularising a missed or disputed record.
HRMAGIX001How late arrival is measured against the shift start, how a grace allowance operates where one is granted, and the consequence of repeated lateness.
HRMAGIX003The leave categories available, how entitlement accrues, how applications are approved, and how balances carry forward or lapse.
HRMAGIX018Maternity entitlement, notification and approval, and the treatment of the period of absence in relation to service and benefits.
HRMAGIX005When remote working is available, how it is requested and approved, and the obligations that continue to apply while working away from an office.
HRMAGIX023What is recorded while an employee works remotely, how that record is used, and the limits placed on it.
HRMAGIX024The expectation that time recorded as working is worked exclusively for the employer, and the treatment of concurrent engagements.
HRMAGIX020The employee's obligations in relation to the systems used to record time and work, and how the resulting records are treated.
HRMAGIX014The purpose and duration of probation, how performance is assessed during it, and how confirmation or its refusal is communicated.
HRMAGIX017The review cycle, who participates in an assessment, how ratings are calibrated, and how outcomes are recorded and communicated.
HRMAGIX012The basis on which a promotion is considered, who decides, and how a change in grade or designation takes effect.
HRMAGIX022The circumstances in which compensation is reviewed, the basis on which a revision is decided, and when a revision takes effect.
HRMAGIX021The reporting obligations attached to a role, the expectation of timeliness, and the consequence of persistent delay.
HRMAGIX016Gratuity eligibility and computation under the Payment of Gratuity Act, and how it is settled on separation.
HRMAGIX004How a resignation is tendered and acknowledged, and the sequence of clearance, handover and settlement that follows it.
HRMAGIX008The notice obligation on each side, how it is served, and how it interacts with leave and the final working day.
HRMAGIX019When notice may be bought out rather than served, who may agree to it, and how the amount is treated in the final settlement.
HRMAGIX006The grounds and process for termination by the employer, including the procedural steps that must precede it.
HRMAGIX010How unexplained absence is treated, the attempts at contact that must be made, and the point at which employment is deemed to have ended.
It does not state a notice period, a grace window for late arrival, an increment cycle or a probation length. Those are the operative rules, and they belong to each employer rather than to a template library. The source schedule these are adapted from lists policy names and codes; it does not contain the body of any policy, and inventing one here would put words into your document that you did not choose.
These templates are a starting structure, not legal advice. Have your own advisers review the final text against the states you operate in before you issue it.
A code of conduct and twenty-four workplace policies covering conduct, attendance, leave, performance, pay and separation, each with its own page.
No. Operative rules such as notice periods, late-arrival grace windows, increment cycles and probation lengths belong to each employer, so you write them into your own copy.
No. A fifty-person company does not need all twenty-five on day one; conduct, attendance, leave and separation are the usual starting set.
Policies are issued to the employees each applies to, and acknowledgement is recorded per employee, per policy version.
A new version re-opens acknowledgement rather than letting an earlier acceptance stand for the new wording.
Where a policy document has been supplied, it can be viewed or downloaded as a PDF from the library.
No. They are a starting structure; have your own advisers review the final text against the states you operate in before issuing it.
Most policies are first issued during onboarding, and acknowledgement is recorded and versioned in employee management.
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