Your Policies Aren’t Policies. They’re Just Hints.
(Until someone screws up.)
Most startups think they don’t have policies. haha 😒
They do. They’re just undocumented, inconsistently applied, and mostly remembered in Slack DMs like:
“I think we let someone work from Bali last year?”
“Didn’t we say no carry-over on holidays?”
“Wait, do we even HAVE a sick leave policy?”
By the time anyone checks, it’s usually too late.
Someone’s upset. Someone’s confused. Someone’s trying to remember what the founder said in 2021.
Source: Giphy
Here’s the truth: You don’t need 50 pages. You need 5 decisions. Clearly made. Publicly known. Reliably applied.
Policies Are Just Pre-Agreements
They’re not documents. They’re not “to cover ourselves legally.”
They’re what let people move without asking every damn time.
A good policy isn’t about control.
It’s a shortcut:
“We’ve already thought this through, so you don’t have to make it up alone.”
Source: Giphy
The Five Policies You Actually Need
1. Time Off: How Much, How Fast, How Late?
If it starts with “We’re flexible…,” it ends with burnout.
Can I take 2 weeks in August?
Do I need to give notice?
Will I be shamed for booking time off during crunch?
📌 Make it clear:
Minimum notice
Blackout dates (if any)
Encouraged frequency ("at least one long break a year" ≠ weakness)
2. Remote Rules: Are We Cool or Are There Limits?
“We trust you to work from anywhere” is great.
Until someone tries to log in from Thailand mid-Q4.
Do I need approval to work abroad?
How many days a year can I be remote from a different country?
What happens if there’s a legal or tax implication?
📌 Say it upfront:
What’s truly flexible, what’s location-bound
Who signs off
What’s “work-from-anywhere” vs. “please check first”
3. Expenses: What’s Reasonable, What’s Reimbursable
People won’t ask for what they need if they’re scared of getting slapped down after.
Can I expense a desk? A headset? A coworking pass?
Is lunch covered at offsites?
Do I need pre-approval for €50? €500?
📌 State the vibe, then give examples:
“We cover what helps you do your job better. Don’t splurge, don’t skimp.”
4. Sick Days: No Guilt, No Games, No Mystery
If you’re too sick to Slack, you’re too sick to work. Period.
Do I need a doctor’s note?
Can I take a mental health day?
Who do I tell and how much do I need to say?
📌 Write the policy like you’d want to read it on your worst day.
5. Code of Conduct: What’s Okay, What’s Not, What Happens Next
If someone crosses a line, will the company flinch or act?
How do people report harm?
What’s the process for complaints?
What behaviors aren’t tolerated even if the person’s “top talent”?
📌 You don’t need a manifesto. Just a backbone.
The Best Policies Sound Like Someone Wrote Them While Actually Talking to a Human
If your policy starts with:
“In accordance with applicable jurisdictional labor law…”
Congratulations.
No one will read it until legal needs to.
Start here instead:
What’s the decision?
Why does it exist?
What’s the kindest, clearest way to explain it?
That’s how trust is built before the drama, not after it.
Write Less, Mean More
Policy ≠ protection.
Policy = clarity.
Done right, your policies say:
“We thought about this. You’re not the first. You won’t be the one stuck figuring it out alone.”
And that?
That’s culture.
