These prompts generate finished HR policy drafts you can edit and implement immediately. Built for busy HR managers who need compliant documentation fast.
These prompts pair well with Jasper AI for HR-specific tone control, or Copy.ai for fast iteration.
Remote Work Policy Updates
You are an HR manager updating remote work policies for hybrid teams.
Company: {company_name} Industry: {industry_sector} Employee count: {number_of_employees} Current remote days allowed: {current_remote_days} New remote arrangement: {new_policy_details} Compliance requirements: {state_labor_laws} Performance tracking method: {tracking_system} Equipment provision: {laptop_stipend_internet}
Write a 500-600 word remote work policy update. Start with effective date and policy rationale. Include eligibility criteria, application process, performance expectations, equipment guidelines, and compliance measures. Use professional but accessible language. End with contact information for questions.
When to use it: When leadership changes remote work arrangements and you need updated documentation by end of week.
Pro tip: Include specific performance metrics in {tracking_system} variable to avoid manager disputes later about productivity expectations.
You are drafting a policy for employees relocating while working remotely.
Company: {company_name} Current office locations: {office_cities} Tax implications: {tax_complexity_level} Advance notice required: {notice_period} Prohibited locations: {restricted_states_countries} Approval process: {approval_chain} Duration limits: {temporary_permanent_options} Benefits impact: {benefit_changes}
Create a 400-500 word employee relocation policy for remote workers. Structure as: scope, notification requirements, approval process, restricted locations, tax and benefits considerations, and violation consequences. Use numbered sections. Include specific examples of acceptable and unacceptable relocation scenarios.
When to use it: When remote employees start moving states without notice and you’re facing tax compliance issues.
Pro tip: Set {notice_period} to at least 30 days to give payroll time to research tax implications before the move.
You are writing a policy for hybrid meeting etiquette and inclusion.
Team composition: {remote_in_office_split} Meeting platforms: {video_conferencing_tools} Common meeting issues: {current_problems} Office setup: {conference_room_tech} Meeting types affected: {standup_allhands_oneonone} Enforcement approach: {manager_training_required} Accommodation needs: {timezone_accessibility_considerations}
Draft a 350-450 word hybrid meeting policy. Cover pre-meeting tech checks, in-room behavior for remote inclusion, speaking protocols, chat usage, recording guidelines, and follow-up documentation. Use bullet points for action items. Include troubleshooting contact.
When to use it: When remote employees complain they can’t hear in-office colleagues or feel excluded from side conversations.
Pro tip: Mandate that {office_setup} includes external cameras showing the full room, not just whoever’s speaking at the front.
You are creating a digital nomad policy for temporary international work.
Company: {company_name} Allowed duration abroad: {max_days_per_year} Visa requirements: {company_visa_support_level} Time zone overlap required: {minimum_overlap_hours} Insurance coverage: {international_health_coverage} Equipment restrictions: {device_security_requirements} Tax treaty countries: {approved_countries_list} Emergency protocols: {emergency_contact_system}
Write a 450-550 word digital nomad policy. Include application timeline, country restrictions, working hours requirements, equipment security, emergency procedures, and tax responsibilities. Structure with clear approval criteria and violation consequences. End with required documentation checklist.
When to use it: When employees ask about working from Bali and you need clear boundaries before approving any international work.
Pro tip: Require VPN usage and device encryption in {device_security_requirements} to satisfy IT security and client data protection needs.
You are updating remote work expense reimbursement policy.
Monthly stipend amount: {monthly_allowance} Eligible expenses: {internet_office_supplies_furniture} Reimbursement process: {expense_system_approval_chain} Receipt requirements: {documentation_needed} Ineligible items: {excluded_expenses} Frequency: {monthly_quarterly_annual} Tax treatment: {taxable_nontaxable_status} Audit procedures: {verification_process}
Create a 400-500 word remote work expense policy. Cover eligible expenses with specific dollar limits, submission process with deadlines, required documentation, approval workflow, and audit procedures. Include examples of approved and denied expenses. Use FAQ format for common scenarios.
When to use it: When finance flags inconsistent remote work reimbursements and demands standardized guidelines immediately.
Pro tip: Set specific dollar caps per category in {monthly_allowance} rather than blanket amounts to prevent expensive furniture claims.
Workplace Safety Documentation
You are drafting an updated workplace violence prevention policy.
Company: {company_name} Workplace type: {office_retail_warehouse_field} Security measures: {current_security_systems} Reporting chain: {immediate_supervisor_hr_security} Threat assessment team: {team_members_roles} Employee assistance: {eap_counseling_resources} Law enforcement protocol: {police_involvement_triggers} Training requirements: {annual_new_hire_manager}
Write a 600-700 word workplace violence prevention policy. Include threat recognition, reporting procedures, investigation process, protective measures, disciplinary actions, and support resources. Use serious, professional tone. Structure with numbered sections and clear action steps for managers and employees.
When to use it: After a workplace incident or threat when legal requires updated documentation within 48 hours.
Pro tip: Include specific behavioral examples in threat recognition section to help managers identify concerning behaviors before escalation.
You are creating a mental health crisis response policy for managers.
EAP provider: {employee_assistance_program} Crisis hotline: {24hour_support_number} Mental health benefits: {therapy_coverage_details} Manager training level: {crisis_intervention_training_status} HR response time: {emergency_response_timeframe} Documentation requirements: {incident_reporting_needs} Return to work process: {fitness_for_duty_evaluation} Legal considerations: {ada_accommodation_requirements}
Draft a 500-600 word mental health crisis response policy for managers. Cover warning sign recognition, immediate response steps, documentation requirements, resource referrals, accommodation processes, and confidentiality obligations. Include decision tree for when to involve HR, EAP, or emergency services.
When to use it: When a manager reports an employee in crisis and you need immediate guidance while protecting everyone involved.
Pro tip: Train managers that {crisis_intervention_training_status} focuses on support and referral, never diagnosis or counseling beyond their expertise.
You are writing a policy for handling medical emergencies in hybrid workspaces.
Office locations: {address_and_contact_info} First aid trained staff: {certified_employee_names} Medical equipment available: {aed_first_aid_kit_locations} Emergency contacts: {911_poison_control_local_hospital} Remote worker procedures: {home_emergency_protocols} Incident documentation: {injury_report_system} Workers comp carrier: {insurance_carrier_claim_process} Return to work requirements: {medical_clearance_process}
Create a 450-550 word medical emergency response policy. Cover immediate response procedures, emergency contact protocols, incident documentation, workers compensation filing, and return-to-work requirements. Include separate sections for in-office and remote worker emergencies. End with required training schedule.
When to use it: When updating emergency procedures after office renovations or when adding remote worker emergency protocols.
Pro tip: Post {aed_first_aid_kit_locations} on emergency contact sheets at every workstation, not just break rooms where people forget to look.
You are drafting a workplace accommodation policy for invisible disabilities.
Company: {company_name} Accommodation examples: {flexible_schedule_quiet_space_ergonomic_equipment} Request process: {application_timeline_approval_chain} Documentation required: {medical_verification_level} Interactive process: {meeting_schedule_review_timeline} Cost considerations: {reasonable_accommodation_budget} Privacy protections: {confidentiality_measures} Appeal process: {disagreement_resolution_steps}
Write a 500-600 word reasonable accommodation policy focusing on invisible disabilities. Include request procedures, documentation requirements, interactive process timeline, confidentiality protections, and appeal rights. Use empathetic but professional tone. Provide specific accommodation examples without limiting options.
When to use it: When employees request accommodations for anxiety, ADHD, or chronic conditions and you need consistent evaluation criteria.
Pro tip: Frame {interactive_process} as collaborative problem-solving, not interrogation, to encourage honest dialogue about effective accommodations.
You are updating drug and alcohol testing policy for safety-sensitive positions.
Company: {company_name} Safety-sensitive roles: {specific_job_titles} Testing circumstances: {pre_employment_random_incident_reasonable_suspicion} Testing provider: {lab_name_and_contact} Substances tested: {drug_alcohol_panel_details} Prescription medication policy: {disclosure_accommodation_process} Refusal consequences: {immediate_termination_or_discipline} EAP referral: {substance_abuse_counseling_resources}
Create a 550-650 word drug and alcohol testing policy. Cover testing triggers, procedures, confidentiality, prescription medication accommodations, positive result consequences, and appeal processes. Include specific safety rationale. Use clear, non-judgmental language while maintaining firm boundaries.
When to use it: When DOT regulations change or when expanding safety-sensitive role definitions require updated testing protocols.
Pro tip: Clearly define “reasonable suspicion” criteria in {testing_circumstances} with observable behaviors to protect managers from discrimination claims.
Leave and Attendance Policies
You are writing a bereavement leave policy that covers chosen family and diverse relationships.
Company: {company_name} Paid leave days: {immediate_family_extended_family_friends} Family definition: {spouse_domestic_partner_chosen_family} Documentation required: {obituary_funeral_program_other} Additional unpaid leave: {extended_leave_options} Remote work options: {funeral_planning_flexibility} Cultural considerations: {mourning_period_variations} Manager discretion: {additional_support_available}
Draft a 400-500 word bereavement leave policy. Include leave entitlement by relationship type, documentation requirements, request process, and additional support options. Use compassionate language while maintaining clear guidelines. Address modern family structures and cultural practices.
When to use it: When current bereavement policy doesn’t cover domestic partners or chosen family and employees need immediate clarity.
Pro tip: Allow manager discretion in {additional_support_available} for unusual circumstances while setting clear baseline entitlements to prevent inconsistency.
You are creating a return-to-work policy after extended medical leave.
Leave duration: {weeks_or_months_out} Medical clearance: {fitness_for_duty_requirements} Accommodation needs: {work_restrictions_equipment_schedule} Gradual return option: {part_time_modified_duties} Job protection: {same_role_equivalent_position} Benefits continuation: {health_insurance_401k_pto} Check-in schedule: {30_60_90_day_reviews} Performance expectations: {modified_goals_timeline}
Write a 500-600 word return-to-work policy for employees returning from medical leave. Cover medical clearance requirements, accommodation assessments, gradual return options, job protection guarantees, and performance adjustment periods. Include timeline for benefit restoration and regular check-ins.
When to use it: When employee’s doctor clears them for return with restrictions and you need structured reintegration plan.
Pro tip: Build {gradual_return_option} flexibility into staffing plans during leave so you’re not scrambling to accommodate part-time schedules.
You are updating parental leave policy to include adoption, surrogacy, and partner leave.
Birth parent leave: {weeks_paid_unpaid_breakdown} Non-birth parent leave: {partner_leave_duration} Adoption leave: {domestic_international_adoption_differences} Surrogacy considerations: {intended_parent_rights} Benefit continuation: {health_insurance_coverage} Gradual return: {part_time_transition_options} Use flexibility: {intermittent_block_leave_options} Job protection: {same_level_equivalent_role}
Create a 550-650 word comprehensive parental leave policy. Address all family formation types with equal treatment. Include leave scheduling, benefit continuation, return guarantees, and usage flexibility. Use inclusive language throughout. End with coordination requirements for state programs.
When to use it: When employees ask about adoption leave or partner leave and your current policy only addresses birth mothers.
Pro tip: Coordinate {state_programs} requirements early in pregnancy/adoption process so employees maximize paid leave combinations.
You are drafting a flexible work arrangement policy for parents and caregivers.
Arrangement types: {remote_flexible_hours_compressed_workweek_job_share} Eligibility requirements: {tenure_performance_role_suitability} Application process: {request_timeline_approval_criteria} Trial period: {evaluation_duration_success_metrics} Performance expectations: {deliverable_based_measurement} Communication requirements: {availability_meeting_participation} Review schedule: {adjustment_period_renewal_process} Termination conditions: {performance_business_need_changes}
Write a 500-600 word flexible work arrangement policy for caregiving employees. Cover arrangement types, eligibility criteria, application process, performance standards, and review procedures. Include trial periods and adjustment mechanisms. Balance employee needs with business requirements.
When to use it: When parents return from leave requesting schedule changes or when eldercare responsibilities require accommodation.
Pro tip: Set clear {performance_expectations} based on deliverables rather than hours to avoid micromanaging flexible schedules while maintaining accountability.
You are creating a time-off donation policy for employees facing medical emergencies.
Donation eligibility: {medical_emergency_family_crisis_definitions} Donor requirements: {minimum_balance_voluntary_participation} Donation limits: {hours_per_year_per_recipient} Recipient criteria: {exhausted_own_leave_documentation_needed} Administration process: {donation_matching_payout_timeline} Tax implications: {donor_recipient_tax_treatment} Privacy protection: {anonymous_donation_medical_confidentiality} Program oversight: {committee_or_hr_administration}
Draft a 450-550 word catastrophic leave donation policy. Cover eligibility for donors and recipients, donation limits, administration process, tax considerations, and privacy protections. Include application procedures and program oversight. Use empathetic tone while maintaining clear boundaries.
When to use it: When employee faces extended medical crisis and colleagues want to donate vacation days to help.
Pro tip: Establish {anonymous_donation} procedures to prevent workplace pressure or favoritism in donation decisions.
Performance and Discipline Frameworks
You are writing a progressive discipline policy that emphasizes coaching over punishment.
Company: {company_name} Performance issues covered: {attendance_quality_behavior_policy_violations} Coaching approach: {skill_building_resource_provision_timeline} Documentation requirements: