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When do you need to review your company's policies and procedures?

by , 06 January 2014
All companies have policies and procedures. These outline your company's rules and regulations. Read on to find out when you should review these policies and procedures.

Don't know when to review your policies and procedures?

You must review your policies regularly to ensure they remain current and useful

Your company's policies and procedures must be reviewed on a regular basis.

The Practical Guide to Human Resources Management explains that the review cycle may vary depending on the policy type and its scope, but you should do review them at least every three years. Unless a specific trigger requires an earlier review. Ideally, there shouldn't be more than five years between policy reviews.

Look out for these triggers to review your policy or procedures:

  • If there are changes to the internal or external operating environment, for example, performance management policy;
  • Changes to government policy or legislation, for instance changes to Basic Conditions of Employment;
  • Review of the strategic directions of the company, for example, changes to recruitment policy;
  • Work behaviour issues that require clarification, for example, changes to disciplinary code;
  • Specific legal requirements like, Employment Equity audits;
  • Changes to company rules and regulations like the implementation of a dress code.


It's advisable to set review dates to allow adequate time for revision and approvals processes. Start the revision process at least six months prior to the revision due date.

Do you know the type of policies and procedures that must be reviewed?

Here are the 13 employment policies and procedures that you must review

Review these policies and procedures. Make sure you modify or remove any potentially discriminating clauses:

  1. Recruitment procedures, advertising and selection criteria;
  2. Appointments and the appointment process;
  3. Job classification and grading;
  4. Remuneration, employment benefits and terms and conditions of employment;
  5. Job assignments;
  6. The working environment and facilities;
  7. Training and development;
  8. Performance evaluation systems;
  9. Promotion;
  10. Transfer;
  11. Demotion;
  12. Disciplinary measures other than dismissal; and
  13. Dismissal.


Knowing when to review your policies and procedures will help ensure they are up-to-date and compliant with labour legislation.

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