Employee Handbook

Welcome & Scope

Welcome to The ESG Institute Limited (“the Company”). We’re delighted you’ve joined the team and will be working with us to make sustainable, responsible business the global standard.

Who this handbook is for:

This handbook applies only to employees of the Company, including:

  • full-time and part-time permanent staff

  • fixed-term contract staff

  • interns, apprentices and work-placement students

It does not apply to independent contractors, freelance trainers, associate consultants or other self-employed personnel. Those colleagues receive a separate handbook tailored to their contractual status.

Important: Your contract of employment and the full policies on the intranet (“Policy Hub”) prevail if anything in this handbook conflicts with them.

If you have questions, contact People & Culture at mail@the-esg-institute.org.

About Us, Our Values and Culture

Who we are

The ESG Institute Limited is an Isle-of-Man-headquartered global learning, advisory, solutions and research organisation dedicated to helping organisations thrive in an ever-evolving sustainability landscape. Our experts design and deliver practical solutions, giving organisations the knowledge, skills and tools they need to build resilient, future-ready businesses.

What we do

• Training & Education – The ESG Institute offers online and in-person training for all experience levels, covering a wide variety of sustainability and ESG-related topics. We also create tailor-made programs for organisations, adapting content to meet specific needs and objectives. The ESG Institute also offers accreditation services to institutions, educators, and organisations delivering sustainability education.
• Business Advisory Services – Our extraordinary team of Sustainability Advisors, in +65 countries, includes hundreds of professionals with decades of experience across sectors and regions. This global expertise allows us to provide high-level, tailored guidance, helping organisations navigate complexity, drive impact, and stay ahead of evolving sustainability and regulatory expectations.
• Sustainable Solutions – We go beyond advice, we deliver solutions. Through exclusive partnerships with top service and product providers worldwide, The ESG Institute gives organisations direct access to cutting-edge tools, systems, and services without the need to navigate the complex sustainability marketplace. Thanks to our global agreements, clients benefit from preferential rates and faster deployment, achieving more while spending less. We match each organisation with the most relevant, high-performing solutions for their size, sector, and sustainability goals to ensure practical, scalable, and cost-effective implementation across the ESG journey.
• Thought leadership – white papers, webinars, newsletters, events, awards that advance global dialogue on sustainable business.

Mission and vision

Our mission is to empower organisations and individuals to create lasting value for people, planet and profit through world-class sustainability education and advisory services.
Our vision is a global economy that embeds sustainability into daily operations, making positive social and environmental outcomes the benchmark of success.

Core values and everyday behaviours

A. Integrity

We do the right thing even when no-one is watching.

  • Speak the truth, disclose conflicts and own mistakes fast.

  • Protect confidential data and intellectual property as if it were your own.

  • Honour commitments to clients and colleagues without cutting corners.

B. Respect & Inclusion

Every person and perspective matters.

  • Practise active listening and inclusive language in meetings, emails and learning materials.

  • Challenge bias and micro-aggressions; step in as an ally when you witness exclusion.

  • Seek out diverse voices when designing courses, research or advisory solutions.

C. Accountability

We own our decisions and their impact on people, planet and profit.

  • Make evidence-based choices and explain the rationale openly.

  • Set clear goals, track progress and report results—good or bad.

  • Escalate risks early and follow through until issues are resolved.

D. Excellence & Learning

Better tomorrow than we were today.

  • Apply critical-thinking and fact-checking to all deliverables.

  • Welcome feedback and run “after-action reviews” to capture lessons learned.

  • Invest at least one day per month in professional development or knowledge-sharing.

E. Sustainability

Long-term thinking in everything we do.

  • Adopt practices that minimise harm and contribute positively to the environment and wider society.

  • Design courses and client recommendations that align with science-based climate pathways and just-transition principles.

  • Measure and improve our own footprint; share progress transparently.

These values inform recruitment, performance reviews, recognition programmes and day-to-day interactions; every employee is expected to model them consistently.

Your Employment

A. Probation

All new employees serve a six-month probation. Performance, conduct and cultural fit are reviewed at three and six months.

B. Working Hours & Location

  • Standard hours: 37.5 hours per week, typically 09:00–17:30 Isle of Man time with a one-hour lunch break.

  • Flexible / remote working: Available subject to role requirements and manager approval.

  • Time recording: Use our systems to log attendance, leave and remote-working days.

C. Pay

Salaries are paid monthly on the last working day via BACS. Overtime (where applicable) must be pre-approved.

D. Benefits (high-level summary)

  • Contributory pension (as detailed in the contract).

  • Private health insurance (after probation).

  • Employee Assistance Programme.

  • Annual professional-development allowance.

Leave

A. Annual Leave

  • 25 days per leave year plus Isle of Man public holidays.

  • Book leave with at least two weeks’ notice when possible.

  • Up to five days may be carried forward with manager approval.

B. Other Leave

  • Sick leave: Company sick pay for up to four weeks in any rolling 12-month period (see Sick-Pay Scheme).

  • Parental leave: Statutory maternity, paternity, adoption and shared-parental leave; enhanced pay subject to eligibility.

  • Compassionate leave: Up to five paid days for bereavement of a close relative.

  • Volunteering leave: Two paid days per year for approved volunteering.

Conduct and Ethics

Your behaviour must reflect the Code of Conduct & Ethics. Key expectations include:

  • Treat colleagues, learners and clients with dignity and respect (see DEI Policy).

  • Zero tolerance for bullying, harassment or discrimination (Bullying & Harassment Policy).

  • No bribery or facilitation payments (Anti-Bribery & Corruption Policy).

  • Protect confidential and personal data (Information-Security & Privacy Policies).

  • Follow safeguarding rules when interacting with children or adults at risk.

Breaches may trigger the Disciplinary Procedure.

Health, Safety & Well-being

  • Familiarise yourself with emergency exits, first-aiders and fire-marshal procedures.

  • Report accidents, near misses or hazards to the Health & Safety Officer immediately.

  • Complete mandatory H&S and DSE training within your first month.

  • Access mental-well-being support via the Employee Assistance Programme.

Managers must review workloads, encourage regular breaks and signpost mental-health resources.

Information Security

  • Use strong, unique passwords and enable multi-factor authentication.

  • Only approved software/cloud services; do not use personal email for Company data.

  • Lock screens when away; encrypt removable media.

  • Report phishing emails, lost devices or suspicious activity to IT within one hour.

See the Information-Security & Breach-Response Policy for full requirements.

Performance and Development

A. Performance Reviews

Annual Performance Development Review (PDR) and mid-year check-ins assess SMART objectives and behavioural competencies.

B. Learning and Development

All staff must complete core e-learning modules (DEI, Safeguarding, Info-Sec, Modern Slavery) within one month of joining. Professional-development requests should align with role objectives.

Expenses and Travel

Claim reasonable, evidenced expenses incurred on Company business within 30 days. Use lowest-carbon travel options when practical. See Travel & Expenses Policy for mileage rates, per-diem allowances and non-claimable items.

Raising Concerns

  • Whistleblowing: Report serious wrongdoing to mail@the-esg-institute.org or the external hotline (see Whistleblowing Policy).

  • Grievances: Employment-related concerns follow the Grievance Procedure.

  • Complaints: Client-related issues follow the Client Complaints Handling Procedure.

No employee will suffer detriment for raising a genuine concern.

Exiting the Company

Notice periods are stated in your contract. Complete an exit interview to help improve employee experience. Return Company property and data on or before your final day; accounts are disabled the same day. Post-employment confidentiality and restrictive covenants may apply.

Policy Library

The full policies referenced in this handbook are available on the intranet Policy Hub. You are responsible for reading and complying with the latest versions.

Review

This procedure is to be reviewed every two years, or earlier if there are significant changes in law or our operations.

Latest update: June 30, 2025.

This Policy is non‑contractual and may be amended at the Company’s discretion.