Employee Handbook HSBC

Employee Handbook (HBEU)
Date: 5 February 2014
PUBLIC
Contents
Life at HSBC ................................................................................................................................. 3
Your guide to how we work and what we’ll ask of you .................................................................. 4
Section 1 – How we work and how we want you to work .............................................................. 5
Section 2: Your job ....................................................................................................................... 8
2.1 Job title and duties 8
2.2 Global Career Bands 8
2.3 Pay 9
2.4 Hours of work 10
2.5 Leave 12
2.6 Absence from work 13
2.7 Place of work and mobility 15
2.8 Car Schemes 16
2.9 Expenses 16
2.10 Retirement and pensions 16
2.11 Standards of Conduct 18
2.12 Confidentiality 18
2.13 Inventions and other intellectual property 18
2.14 Employee records 19
2.15 Termination of employment 19
2.16 Return of property 21
2.17 Competition obligations 21
2.18 Disciplinary 22
2.19 Grievance procedure 22
PUBLIC
2.20 Your representation 22
Section 3 – What we’ll ask of you ............................................................................................... 24
3.1 Security and fraud prevention 24
3.2 Communications 24
3.3 Personal finance 25
3.4 Other employment 25
3.5 Giving or receiving gifts and benefits 25
3.6 Diversity and Inclusion 25
3.7 Compliance with financial services regulations 26
3.8 Whistle blowing 28
3.9 Data protection 29
3.10 Use of information technology 30
3.11 Health, safety and fire 31
3.12 Alcohol and Drug Misuse 31
3.13 Dress and Appearance 31
Section 4 - What we’ll give you in return ..................................................................................... 32
4.1 My Choice 32
4.2 My Discounts 32
4.3 Loans 32
4.4 Charities 33
4.5 Childcare 33
4.6 Open Line 33
4.7 Sports and social clubs 34
4.8 Healthcare plan 34
PUBLIC 5 February 2014 1

4.9 Health assessments 34
4.10 Mortgage subsidy and personal accounts 34
4.11 Corporate card 34
4.12 Professional and technical qualifications 35
4.13 Maternity and family leave 35
4.14 Special leave 35
4.15 Redundancy 35
Section 5 - Making things clear ................................................................................................... 37

Life at HSBC
Dear Colleague
“If we can all bring HSBC’s values to life in our daily work, it will make all the difference”.
Welcome to HSBC, and welcome to this handbook.
This handbook is an important part of our journey towards meeting our strategic goals and ensuring we
do the right thing for our customers and our people. How successful we are in this is going to depend
heavily on how we treat each other and, of course, our customers. If we can all bring HSBC’s values to
life in our daily work, it will make all the difference.
So please do take the time to read this handbook, it is important. But remember, it is only a brief
overview of what we, and our customers, will expect from you – and what you can expect from your
colleagues and the bank. The full details of everything here can be found on HRDirect. And if you have
questions, your entity manager will be happy to help.
Mark Sheridan
Head of Human Resources

Your guide to how we work and what we’ll ask of you
Section 1 – How we work and how we want you to work

Our values and ethics
Section 2 – Your job

Terms and conditions of your employment. This section forms part of your contract with us.
Section 3 – What we’ll ask of you

The rules: how to behave and the way we work together
Section 4 – What we’ll give you in return

Benefits, optional extras and facilities
Section 5 - Making things clear

A glossary of some of the words we’ve used here
Where to look further?
This handbook is here to give you the highlights. The full picture of our policies and procedures can be found in
HRDirect*, or from your entity manager. This is where you’ll find full details on specific issues, along with contacts
for further help. The policies and procedures do not form part of your contract of employment, unless stated
otherwise.
* See Making things clear for explanations of all asterisked terms

Section 1 – How we work and how we want you to work
Mutual trust and public confidence are fundamental to our business. They take a long time to build up and can be
lost in a moment. Irresponsible or unethical behaviour can undo years of good work. So everyone here, at every
level, has a responsibility to act and carry out business in the right way.
This means living and breathing a core set of values and behaviours that guide everything we do. How we work.
How we act. And how we do business with our customers.
We already have a well-established set of corporate values in place. These help us stay:
 dependable and doing the right thing
 open to different ideas and cultures
 connected to our customers, community, regulators and each other
But in this handbook we’re going to look at some additional values - values which relate directly to your day-to-day
work.
Integrity
Being part of HSBC means being in a position of trust. Our colleagues and customers rely on us to be impartial and
honest in all our dealings. So we need to do the right thing.
This means:
 never using confidential information for personal gain or abusing the trust the bank and our customers place
in us
 scrupulously refraining from illegal, fraudulent, dishonest or unethical behaviour, particularly in relation to
financial and/or business dealings
 putting the bank’s or customers’ interests before our personal interests, including following the rules for
personal dealings in securities
 not accepting or giving gifts, services or hospitality on a scale that might be thought to affect our judgement
 turning down secondary employment, consultancies or directorships, except those agreed beforehand and
confirmed in your offer or, for example, because you are working key-time
 ensuring that where the employment of relatives or partners is being considered, the existing employee is
not involved in the decision making for recruitment, salary promotion or retention. They should also not be
involved in transacting, processing or auditing the same activity.
Fidelity
Loyalty to the bank and to our customers doesn’t just mean doing our personal banking with HSBC. (Although we
normally do.)
It also means:
 taking personal responsibility for doing what we say we’ll do
 treating every customer’s business, financial and personal affairs with confidentiality
 being careful with our communications, to keep information safe and secure
 complying fully with the laws and regulations of all countries in which we do business
 not engaging in business which might be associated with, or regarded as supportive of, illegal or criminal
activities, construed as bribery or corruption or, which would be contrary to the national interest of the
United Kingdom.
Self-respect

Acting professionally means being straightforward and conscientious in how we make decisions. And in how we
deal with people. It’s also about leading by example.
This means:
 maintaining our dignity, promoting that of colleagues and embracing equal opportunities, both within and
outside of the workplace
 developing the skills and knowledge to conduct business openly and well
 keeping up to date with current developments and asking for help when we need it
 giving consideration not just to the immediate financial effects of decisions but also their wider implications
 Avoiding practices which could make you vulnerable to financial difficulties or which could lead to
malpractice e.g. gambling (except for very modest stakes)
 Seeking help and advice from others where difficulties arise in matters of professional judgement or
conduct and adopting an approach of openness and teamwork.
Corporate values
Transparency and accountability underpin everything we do. And how we act reflects on the bank as a whole. So
it’s up to each of us to maintain and protect the bank’s reputation.
We can do this by:

 not knowingly allowing the bank to place itself in a position where its duty to one customer conflicts with its
duty to another
 staying true to the spirit and letter of the law and regulatory requirements
 maintaining accurate records and systems, never falsifying or misrepresenting facts
 reporting to the appropriate internal level of authority any behaviour which contravenes the law, regulatory
requirements, or the spirit of this handbook.
 Putting it into practice: core standards of behaviour
Integrity. Fidelity. Self-respect. Transparency. Taking personal responsibility for applying these values – all day,
every day – is what makes our reputation. Here’s a checklist for dealing with customers, clients and colleagues alike.
Obvious, maybe. Essential, definitely.
 Listen
 Give undivided attention and ask thoughtful questions to confirm facts.

 Be ready to act in others’ best interests.
 Understand
 Greet people in a polite and friendly way.

 Be pleasant, enthusiastic and helpful.
 Communicate relevant information clearly and accurately.
 Treat everyone with dignity and respect, ensuring each person receives the best service.
 Handle enquiries, instructions and complaints promptly, willingly, accurately and efficiently.
 Deliver
 Take pride in providing excellent customer service and take personal responsibility for getting things right
first time.
 Challenge processes as necessary, either to improve our services or remove barriers.
 Adopt a 'can do' approach.

 Be straightforward
 Act openly and honestly, recognising that what you do reflects on the bank.
 Welcome feedback and apologise when you make a mistake.
 Address all matters, particularly difficult issues, with frankness, facts and tact.
 Ensure that you do what you say you’ll do.
 Think ahead
 Develop the skills and knowledge you need to do your job well and improve your performance.
 Adapt and maintain a positive approach to change.
 Anticipate others’ needs.
 Think teamwork
 Share knowledge and experience to support colleagues in achieving their goals.

 Lead by example, contributing to team morale.
 Actively contribute to the team effort and attend work regularly and punctually.
 Place team goals before your individual goals, if appropriate.
 Actively promote HSBC as a reputable organisation.
 Investing in your future
We’re only as good as the people who work for us. That’s you. So developing skills and knowledge is vital if we are
to continue to give first-class service to our customers – and be better than our competitors.
We all want to enjoy our jobs. And we know learning and development works best when it is fun. Of course, not
everyone learns in the same way or at the same pace. So we’ve set up various opportunities for you to develop
your career, whatever your goals are. But it’s up to you to make the most of them. Take control. It’s your personal
learning and development plan.
Our resources for helping you grow with us – and stay with us – include:
 My Learning, which is your first stop – a single point of access for all our learning activities and information
resources and a key part of our flexible learning approach
 Careerlink, which advertises vacancies within the bank both within the U.K. and overseas
 Leadership Capabilities Framework, which highlights the skills and actions you can take that best support
our growth strategies
 Career Development Review, which helps managers reflect on strengths and development needs, identify
career goals and aspirations and plan the best way to achieve them
The Learning team is in regular contact with business units to ensure you get the most from your learning activities.
You can contact the team to find out more – or even to join them.
See Learning

Section 2: Your job
This bit’s all about you and your job. Along with your offer letter/contract*, this section provides everything you need
to know about the terms and conditions of your employment. It provides the information that we must give you
under section 1 of the Employment Rights Act 1996.
We’ve tried to make it as clear as possible, so you know where you stand and what you can expect. But if you need
any further detail, you’ll find what you need in HRDirect. It’s available on the intranet, or you can get help from your
entity manager.
One final point. If ever anything changes that directly affects you, we’ll let you know in writing within one month of
the change, either through the UK Intranet* or through your pay statement.
In this handbook, 'we' and 'us' refer to HSBC Bank plc.
2.1 Job title and duties
Everyone has a job title – yours is stated in your offer letter/contract.
You will also have a job description. This sets out your duties and your entity manager will make you aware of any
other duties that are relevant to your job. You must act at all times within the authority we grant you. But you will
need to be flexible; from time to time, you may have to take on alternative or additional duties at your Global Career
Band (GCB)* level. It may also be necessary, for training or other reasons, for you to carry out duties at a higher or
lower GCB.
Deputising in duties at another GCB allows you to develop your career and contributes to overall teamwork and
customer service. If we pay you for deputising in a job at a higher GCB this will only be by prior agreement and in
accordance with our rules at the time.
We will review your performance annually.
 Global Performance management policy
2.2 Global Career Bands
All positions within the bank are allocated a GCB. We use a separate 'contract type' code to determine contractual
terms and conditions for GCBs, including the level of flexibility in working hours.
Your offer letter/contract states your GCB and contract type. Look on the intranet for changes to grade names over
the past few years and for information on any red-circled* arrangements applying to your GCB level role.
The HSBC Group* has standard job measurement processes at all GCB levels to determine the relative size or
importance of jobs. The process measures the job, not the jobholder’s performance in the role and is used to
position new roles or to reposition existing roles where the duties have significantly changed. The Hay system is
used for measuring GCB 7/8 level roles and is endorsed by Unite.
 See UK Global Career Bands

 See UK Job Measurement

2.3 Pay
Salary and allowances
Your pay comprises a base salary and any entitlement to other allowances as stated in your offer letter/contract.
Salary and any allowances accrue for each hour or part of an hour that you work. Your base salary is pensionable
and any allowances are non-pensionable, unless we state otherwise.
We will make payment into a bank account in your name.. Payment will be in 12 equal monthly instalments on or
th
around the 20th of each month. This means you will be paid in arrears for work done to 20 and in advance for work
th
from 20 to end of the month. The payment period and/or date of your first salary payment may vary depending on
the date in the month you join the bank.
You must notify HR Service Delivery of the appropriate details of your bank account to enable your salary to be paid
into your account on time.
If you would like to open an account with HSBC, please take to an HSBC branch: a copy of your contract as proof of
your employment, a form of identification, e.g. full driving licence or valid passport together with a receipted bill or
your last 3 months’ bank statements.
Your pay is subject to statutory deductions of income tax and employee national insurance contributions and any
other deductions that we may be obliged to make. You will receive a monthly pay statement detailing gross pay and
deductions.
 See UK Reward policies
Salary Review
The bank reviews its current levels of pay for all employees each year and for GCB 7/8, seeks to agree changes
with Unite through negotiation.
Any changes to your base salary will be notified to you by letter, HRDirect or in your pay statement. In addition,
current pay bands are set out in the Rates – allowances section of the Reward policies.
Variable Pay Plans
We run variable pay plans to reward individual performance. These variable pay plans are entirely discretionary and
are run in accordance with the plan rules.
Overtime and 'additional hours'
We will pay you for any overtime you are required to work if you are GCB 7/8, in accordance with our rules on
authorisation, eligibility and rates of pay. Overtime payments are non-pensionable and we do not use them in
calculating any other benefits reliant on hours worked.
As a key-time employee* in GCB 7/8, you will not be eligible for overtime payments until you work more than 7
hours in one day or 35 hours in one week. If you work more than your normal hours but below the limits for
overtime payments, this extra time will count as 'additional hours'. ‘Additional hours’ are pensionable and we will
also use them in calculating any benefits, such as incentive payments, that are reliant on hours worked.
We will not pay overtime if you are GCB 6 or above. Key-time employees at GCB6 or above may, in exceptional
circumstances, be permitted to work 'additional hours', for which we will pay you as set out above for GCB 7/8
employees.
Some employees receive payment for Public and Bank holidays worked in accordance with our rules on
authorisation, eligibility and rates of pay.

 See UK Overtime
 See UK Public and bank holiday working
Incorrect pay and deductions from pay
If, through error, you receive less/more than your contractual pay and/or allowances, we will pay you what is
due/deduct the overpayment(s) from your salary on the first pay-day after you have notified us of, or we have
identified, the error. For overpayments, we will discuss the proposed repayment schedule with you, taking into
account your personal circumstances.
If we overpay your final salary (or other payment due) or if you are under a repayment schedule when your
employment ends, you will need to repay what you owe.
If your employment ends and you have taken more holiday than your pro rata entitlement for the holiday year, we
will deduct the appropriate amount from your final pay. If this is not possible, you will need to repay the appropriate
amount.
A failure to re-pay any money owed to the bank, may result in Disciplinary action being taken against you.
If you have taken less holiday than your pro rata entitlement and it is not practical for you to take the outstanding
days during your notice period, we will pay you in lieu of outstanding holiday entitlement. We will not make
payments or deductions for any public or bank holidays you have accrued or taken beyond your holiday entitlement.
If you are summarily dismissed or leave the bank without giving due notice, you will not be entitled to any payment
for accrued holidays or holiday pay, including any accumulated lieu days due or rest day working.
Tax and National Insurance (NI) on benefits
Each year we will issue you with a P60 certificate, which states your total earnings and deductions for the tax year
ending 5 April.
HM Revenue and Customs (HMRC) states that if you earn £8,500 or more in any tax year including benefits in kind*,
you will be liable to tax on the financial value of those benefits. At HSBC most benefits are taxed at source through
payroll so most employees will not receive a P11d.
If you think your tax code is wrong you need to tell HM Revenue & Customs (HMRC) as soon as possible to make
sure you pay the right amount of tax. If it is wrong you may be due a tax refund, or need to pay more tax. Your tax
code is individual to you, depending on your circumstances and HMRC will only discuss your affairs with you
personally.
You can contact HMRC if you have any questions. You will need to quote your tax reference and NI number (both
of which are on your pay statement). Write to: HM Revenue and Customs, West Yorkshire and Craven Area,
Centenary Court, 1 St Blaise Way, Bradford, West Yorkshire, BD1 4YL. Or telephone: 0845 302 1432
2.4 Hours of work
The number of normal hours you work in a week and the way we schedule these hours depend on your GCB, work
location and job. If you are GCB 3 or above, we expect you to work the hours you need to work to fulfill your duties
properly. For levels up to GCB 4, you will work on either a ‘non-flexible’ or ‘flexible’ schedule. The following
parameters apply to all levels up to GCB 4 unless:
 you are a member of Salesforce, in which case the standard working week is 35 hours and may include
weekends, public and bank holidays. Your specific hours of work will be flexible and may include further
hours as necessary.
 you work on a shift basis, in which case your offer letter/contract will set out your working hours.

Working hours for ‘non-flexible’ contracts: GCB 7/8 TA 7/8, TS 7/8 (pre-accreditation onto flexible terms),
TA 6–4 (for employees whose employment started before 1 December 1996)
Standard working week: 35 hours, Monday to Friday inclusive
Normal working day: 7 hours a day, excluding an hour unpaid lunch break, 9am to 5pm (unless advised otherwise).
If you are a non-shift employee, we can agree with you a start and finish time between 8am and 10am, and 4pm
and 6pm respectively.
Working hours for 'flexible' contracts
Your hours of work depend on the first two letters of your grade/contract type, as set out below. All schedules
include an hour unpaid lunch break each day, unless we state otherwise. We will advise you – either locally or in
your offer letter/contract* – of any specific schedules but we may change these, with reasonable notice, within the
parameters below.
GCB 7/8 TF, TL and TW and GCB 0–6 TF, TW

Standard working week: 35 hours, maximum of 6 days, over 7 calendar days, Monday to Sunday. Working
days need not be consecutive.
Maximum working day: 10 hours a day, although you may agree to work longer hours as overtime (GCB 7/8
only)
GCB 7/8 TC, TX and GCB 0–6 TC

Standard working week: 35 hours, maximum of 6 days, Monday to Saturday or Sunday to Friday. These
only)
GCB 7/8 TJ
Standard working week: 35 hours, maximum of 5 days over 6 calendar days, Monday to Saturday, with a
maximum of one Saturday in every two. Working days need not be consecutive.
Maximum working day: 10 hours a day, between 8am and 8pm
GCB 7/8 TB and GCB 0–6 TB and ET, E0C and E0R
Standard working week: 35 hours, maximum of 5 days over 6 calendar days, Monday to Saturday. Working
Working day: you can agree with us time or day 'slides' within the core schedule of 8am to 8pm, Monday to
Saturday, provided 50% of your current schedule remains unchanged.
If you work less than 35 hours per week we can agree either a time or day slide. If you choose a day slide,
we may alter the days on which you work, but not the times in those days that you work. If you choose a
time slide, we may alter the times in the day when you work, but not the days on which you work.
We will only change the core schedule in agreement with you or by collective agreement with Unite.
GCB TD and TK and GCB 0–6 TD

Standard working week: 35 hours, maximum of 5 days over any 6 calendar days. These days need not be
consecutive.
only)
 See UK Working Time Regulations 1998

2.5 Leave
Holiday entitlement
Our holiday year runs from 1 January to 31 December each year.
During core leave of two weeks, you need to be away from your workplace and it is expected that you do not
undertake any work-related activities during this period e.g. accessing Blackberry’s. Entity managers must not place
employees under duress to respond to work-related matters during core leave*.
You may attend training courses, conferences or conventions during your core leave as long as the events are not
held on HSBC Group premises. Such events must not account for more than 50% of the core leave period.
If you are a full-time employee with 20 or more days' annual leave allowance, your minimum core leave* is 10
working days, which may include bank and public holidays that fall on normal working days. If you are key time
core leave will be pro rata based on your hours of work.
If you have a working pattern of more than seven hours a day, or are in a recognised shift pattern, your leave
arrangements may vary. We will advise you of these when you begin this working pattern.
If you are promoted, we will adjust your holiday entitlement pro rata for the remainder of the holiday year. If your
employment starts or finishes part way through the holiday year, your holiday entitlement will be directly proportional
to the actual period you have worked during that holiday year.
Your holiday entitlement is as set out below unless your contract of employment states otherwise. If the leave
indicated in your contract of employment is different from the below, your contract takes precedence.
These entitlements will change in line with Future Terms on 1 January 2015.
Employees who joined on or after 1 September 2013:
GCB 0-3 : 30 days

GCB 4-6 : 28 days
GCB 7/8 : 25 days
Employees who joined before 1 September 2013:
GCB 7/8
GCB 7/8 (except for TA 7/8, TJ 7/8, TS 7/8 on non-flexible schedules and TK 7/8): 25 working days
GCB 7/8 TA 7/8, TJ 7/8, TS 7/8 on non-flexible schedules and TK 7/8:
 5–10 years’ service: 25 working days
 10–20 years’ service: 26 working days
 Over 20 years’ service: 27 working days
Different arrangements may apply where holiday entitlement has been red-circled*.
Additional leave entitlement based on years of service will begin in the holiday year in which you achieve
the relevant length of service.
GCB 6 and above

GCB 6 managers: 28 working days
GCB 5 managers and above: 30 working days

Key-time employees*
If you work less than 35 hours a week, your holiday entitlement will be pro rata that of a full-time employee. Your
offer letter/contract or entity manager will set out any individual entitlement.
 See Incorrect pay and deductions from pay
 See UK Annual leave policy
Public and bank holidays
The recognised public and bank holidays are New Year's Day, Good Friday, Easter Monday, May Bank Holiday,
Spring Bank Holiday, August Bank Holiday, Christmas Day and Boxing Day.
If your normal working hours are 35 hours a week, you will receive eight days' leave in recognition of bank and
public holidays in addition to your holiday entitlement.
If you are a key-time employee, you will receive an entitlement for bank and public holidays proportional to your
normal hours of work.
Depending on your rostered pattern of work, we will give you either paid leave on the bank or public holiday, or
subsequent time off in recognition.
If your working arrangements include working a public or bank holiday, and you are subsequently not required to
work on that day, we will give you reasonable notice.
 See UK Public and bank holiday working policy
Time off for trade union duties
If you carry out trade union duties on behalf of Unite, we will grant you paid or unpaid time off in accordance with
any agreements that may exist between the bank and Unite.
Time off for medical appointments
We may grant you paid time off to attend medical appointments that you cannot arrange outside working hours,
subject to local policies and procedures. This includes visits to the dentist or optician. Try to make these
appointments close to the beginning or end of your working day. We may ask you to work extra hours to cover time
taken off for medical appointments in the middle of the day.
If you are pregnant, we will not ask you to work any extra hours to cover time taken off for ante-natal appointments.
2.6 Absence from work
You must, wherever possible, speak to your entity manager before being absent from work, explaining why you will
be absent.
If you do not have prior agreement to your absence, you must telephone your entity manager at your normal
starting time, or as soon after this as you can, to explain why you are absent. If you are sick or injured, follow the
procedure outlined below.
When you return to work you must attend a return to work interview, if you are asked to do so.. If we consider that
the explanation you have given for your absence – verbally, in writing or through your self-certification form – to be
unsatisfactory, we may take disciplinary action against you.
Absence due to sickness or injury

If sickness or injury prevents you from coming to work, you must telephone your entity manager at your normal
starting time, or as soon after this as you can, to explain why you are absent.
If you are absent for seven calendar days or less, you will need to complete a self-certification form.
If you are absent, or are likely to be absent, for longer than one calendar week, you must send a medical statement
from your doctor to your manager. You should then contact your manager with your current prognosis at least once
a week, unless agreed otherwise.
We may ask you to consent to our obtaining a prognosis directly from your doctor. We may also require you to visit
a medical adviser appointed by us and give your consent to our obtaining a prognosis from this medical adviser.
Payment during periods of absence
We will pay no salary or other allowances or incentive payments for periods of unauthorised absence. We may, at
our absolute discretion, make payments for periods of absence due to reasons other than sickness or injury.
We will continue to pay your basic pay less any Statutory Sick Pay (SSP), Employment and Support Allowance or
other similar benefit for a limited period during authorised absence due to sickness or injury, subject to you following
the absence rules we have laid down above. The period for which we will continue to pay your salary depends on
how long you have worked for us.
Maximum period of normal pay granted

The maximum period is the maximum we will grant in any one year, whether your absence is due to a single illness
or succession of illnesses. One year means a year starting 6 April (1, below) or on a rolling 12 month period (2 and
3 below).
1. TA 7/8, TJ 7/8, TS 7/8 and TK 7/8 employed before 1 April 1999

TA 1-6 (ie. GCB 1-6 non-flexible contracts)
Regulated employees employed before 1 December 1999
 52 weeks (260 working days)
2. TB 7/8, TD 7/8, TC 7/8, TF 7/8, TX 7/8, T L 7/8, TW 7/8 employed before 1 December 2006
GCB 6–1 (flexible contracts) employed before 1 December 2006
Regulated employees employed between 1 December 1999 and 30 November 2006
 3–5 years’ service: 16 weeks (80 working days)
 Over 5 years’ service: 26 weeks (130 working days)
If you are TC 7/8, TJ 7/8, TK 7/8 and TX 7/8 we retained your current levels of entitlement on conversion to
flexible contract if these were higher than the periods of normal pay shown here. But we will base any future
progression on the figures laid out above.
3. Employees employed from 1 December 2006
 Up to 6 months’ service: SSP only
 6–12 months’ service: 2 weeks (10 working days)
 Over 5 years’ service: 26 weeks (130 working days)

We will calculate all sick pay and pay it monthly in arrears after we have received the absence return completed by
your entity manager.
We may refuse to pay sick pay (including SSP) if we have reasonable cause to think you are not genuinely sick, or
are abusing the sick pay policy.
We may reduce your holiday entitlement pro rata according to your attendance during that holiday year. Any
incentive scheme arrangements may also be affected.
If your SSP entitlement continues beyond your bank sick pay, you will be paid SSP in accordance with your
statutory entitlement (for up to 28 weeks). Payment of SSP depends on you satisfying rules on periods of incapacity,
period of entitlement, qualifying days and notification of absence.
If you are absent from work due to an accident or a condition sustained on or off duty that is the fault of a third party,
we will recover any sick pay we pay you for such absence if, and to the extent that, you recover damages for your
injury, condition or absence from work. We will notify you if this applies.
 See UK Sickness absence procedures
2.7 Place of work and mobility
Your offer letter/contract states where you will work initially. You may have to travel to customer sites and attend
training sessions and meetings elsewhere.
We may also ask you to make a permanent or temporary move but will take into account your personal and
domestic circumstances, before requiring you to do so. Set out below are our mobility requirements. Although the
general mobility requirement depends on your GCB, our requirements under any business recovery plan (see
below) apply to all GCBs.
These requirements also apply to you if your offer letter/contract* states your work location as ‘home’. You may
have the option of working from home from time to time if you agree this with your entity manager. However, this
arrangement is not contractual and your location remains as stated in your offer letter/contract.
Mobility requirements
GCB 3 and above
You may be required to work at or from any office, branch or location of the bank or within different
companies of the HSBC Group* in the UK. You may have to move house from time to time at particular
stages of your career.
In some roles, you may also have to work outside the UK or travel overseas from time to time. In such
situations, we will take your personal and domestic circumstances into account.
GCB 4–6 and executive & management trainees
You may be required to work at or from any office, branch or location of the bank in the UK. You may have
to move house from time to time at particular stages of your career.
In some roles, you may also have to work outside the UK or travel overseas from time to time. In such
situations, we will take your personal and domestic circumstances into account.
GCB 7/8
You may be required to work at or from any office, branch or location of the bank in the UK, within
'reasonable travelling distance' of your existing location or your home. 'Reasonable travelling distance' will
depend on circumstances such as normal travelling time and public transport availability.
 Business recovery plans
The bank has business recovery plans if a major disaster takes place and work cannot continue in the normal way.
Depending on the nature and length of the disaster and your role at the time, we may identify you as a key
employee. Key employees must expect to report for work at a different site, for a temporary period, until the
situation has eased.

2.8 Car Schemes
Depending on your GCB and role, you may be eligible to participate in the Management Car Cash Allowance
scheme or apply for a management car loan.
Or we may provide you with a car under our job car scheme. We regularly review how we allocate job cars and, as
they are branch assets and not personal cars, we may withdraw your use of a job car at any time.
 See UK Car scheme policy
 Motoring offences
 If you lose your driving licence as a result of a motoring offence, you must make suitable alternative
arrangements to enable you to do your job satisfactorily.
 If you are not able to do so, we will try to find you a position that does not involve driving. But if this is not
possible or you do not accept the alternative position, we will give you due notice and terminate your
employment.
 If you accept the alternative position, your salary, benefits and all other terms and conditions will mirror that
of an employee at the GCB level of your alternative position and not that of your current position. You will
therefore not be entitled to return automatically to your current role if your driver’s licence is returned,
although you will be able to apply for positions that require a driving licence.
2.9 Expenses
It is important that you familiarise yourself with the rules on claiming expenses. We will reimburse you for expenses
you incur when on the bank's business if you claim them strictly in accordance with our rules on expenses. You
must support your claims with appropriate authorisation and documentation.
We have arrangements for buying certain services through given suppliers or a central point. You must comply with
these arrangements where possible.
 See Expenses policy
2.10 Retirement and pensions
The bank does not operate a fixed retirement age. Retirement will be a matter of individual choice for employees.
If you wish to retire, you are required to provide at least your contractual notice period prior to the proposed
retirement date. The bank also requests that you give more notice wherever possible, as this will assist in
succession planning and handover arrangements.
It is important that you consider your pension options and benefits before deciding to retire and the bank
recommends that you obtain independent financial advice. Please refer to your pension documentation and/or
pension scheme administrator for details.
For members of the Defined Benefit Section (DBS) of the HSBC Bank (UK) Pension Scheme (the Scheme), the
‘pensionable retirement age’ increased to 65 with effect from 1 April 2010.
You will still be able to retire at your previous 'pensionable retirement age' under the Scheme* and take your
benefits. However, the benefits you built up after 1 April 2010 will be reduced unless:
 you chose to make member contributions from 1 July 2009, and

 you took up the opportunity to contribute an additional 3% (of the salary on which your contributions are based)
from 1 April 2010

to enable you to take an unreduced pension from your previous 'pensionable retirement age' onwards, for all of your
benefits, for as long as you are making this contribution. If you stop making this additional 3% contribution then the
pension element you build up from that date would be subject to an early retirement reduction.
th
From 1 July 2009 if you chose not to contribute your future benefits will build up at a lower rate of 1/80 .
*please note that for most members, their previous 'pensionable retirement age' under the Scheme is age 60, but
you should check the pensions guide for your section of the Scheme..
The Defined Contribution Section of the HSBC Bank (UK) Pension Scheme (DCS), which is a savings style
pension, applies to employees who entered service on or after 1 July 1996. See the DCS website at
www.futurefocus.staff.hsbc.co.uk/dcs for further details and helpful contacts. Or contact the DCS administration
team at [email protected] or on 01737 227575 (external).
The DCS provides:
 a pension on retirement;
 security for your dependants, which is currently:-
o a lump sum of four times your final pensionable salary (unless you elected a different level of
benefit through My Choice payable through the Group’s separate Life Assurance Scheme) if you
die in service plus a refund of your own pensions contributions;
o a spouse's or civil partner’s pension;
o a qualifying children's allowance.
The DCS is contracted into the State Second Pension (S2P) which replaced the State Earnings Related Pension
Scheme (SERPS) in April 2002.
The Defined Benefit Section (DBS), which is based on your final salary and pensionable service accrued during
membership, applies to most employees in service before 1 July 1996. See the DBS website at
www.futurefocus.staff.hsbc.co.uk/dbs for further details and helpful contacts. Contact the DBS administration team
at [email protected] or on 01737 227570.
The DBS Scheme provides:
o a pension on retirement;
o an ill-health pension (if you have five years membership and are unable to continue in employment because
of serious ill-health); and
o security for your dependants:-
 a lump sum of four times your final pensionable salary (unless you elected a different level of
benefit through My Choice), payable through the Group’s separate Life Assurance Scheme) if you
die in service;
 a spouse's or civil partner’s pension;
 a qualifying children's allowance.
The DBS is contracted-out of the State Second Pension (S2P) which replaced the State Earnings related Pension
Scheme (SERPS) In April 2002.
Important points to note are:
 Completion of the Expression of Wish form and/or Specified Dependants Nomination Form can assist
the Trustee when making payments in the event of your death.
 Employees who joined the DBS before 1 January 1975 have the option to retire and draw their pension
from age 55, (with provision for a reduction of part of the pension in some cases) subject to providing
notice to the bank in accordance with their contract of employment.
 Ill-health pensions are based upon your actual period of pensionable service accrued to the date of
actual retirement. For members of certain sections of the Scheme this may be further enhanced at the
discretion of the Trustee.
 You are eligible to pay additional voluntary contributions (AVCs) through the DSC range of funds to
increase your benefits payable from retirement.

The pension benefits detailed above are subject to the Trust Deed and Rules of the HSBC Bank (UK) Pension
Scheme which may be changed from time to time to the extent permitted by the Trust Deed and Rules.
 See www.myreward.staff.hsbc.co.uk or contact My Reward Centre on 0845 603 3133
Salesforce Bonus Pension Scheme
If you are a Salesforce employee, you may be eligible to participate in the Salesforce Bonus Pension Scheme under
which we will make contributions for bonus earnings. Further details are set out in your offer letter/contract* or are
available from the pension scheme administrators.
2.11 Standards of Conduct
Our business depends on the utmost integrity and mutual trust, as outlined in our values in Section 1 and rules in
Section 3. It is therefore essential that we all maintain the standards of conduct laid out in this handbook. Ask your
entity manager if you are in any doubt about the correct action to take in any situation.
A failure to abide by the standards of conduct may lead to disciplinary action being taken, including dismissal.
2.12 Confidentiality
You must at all times observe strict confidentiality about information the bank holds. This includes dealings,
transactions, procedures, policies, decisions, systems and other confidential matters of and concerning the bank,
the HSBC Group and allied or associated companies of the bank or Group (‘the Companies’). Confidentiality relates
to any and all transactions (including customer or client accounts and matters relating to their business or personal
affairs) of the bank or the Group and of each of the Companies with their respective customers, clients, suppliers or
associates, except when you are required or authorised to disclose such information by the bank or by law.
Any breaches of the above, including unauthorised ‘browsing’ of accounts, is likely to lead to disciplinary action and
may result in dismissal for gross misconduct.
Disclosure of customers' or clients' business or personal affairs is not permitted without the customers’ or clients’
authority. This is a requirement of bankers' confidentiality, the Banking Code, and the Data Protection Act 1998.
Any contravention may lead to action under the disciplinary procedures, as well as individual liability under data
protection legislation.
If a third party, in particular any media source, asks you to comment on or provide information, under no
circumstances should you respond without having sought permission and guidance from your entity manager.
Where necessary, your entity manager will seek permission and guidance from Group Corporate Affairs.
Nothing in this clause prevents you from making a protected disclosure about malpractice or unlawful conduct under
the bank’s whistle-blowing procedure.
 See UK Data protection policy

 See UK Whistle blowing policy
2.13 Inventions and other intellectual property
If you invent something or create other intellectual property during your employment with us, you have a special
responsibility to further the interests of the bank and the HSBC Group. The following paragraphs lay out our
conditions:
i) In recognition of your position, remuneration and responsibility, you acknowledge and agree that you will
immediately disclose to the bank any invention, improvement design, process, information, copyright work,
trade mark, trade name or get-up or any other intellectual property (together the ‘Intellectual Property’) that you
make, create or discover during your employment (whether capable of being patented or registered or not) in
conjunction with or in any way affecting or relating to the business of any company in the Group or capable of
being used or adapted for use in such a company or in connection therewith. This Intellectual Property shall
belong to and be the absolute property of the bank or such member of the Group as the bank may direct.

ii) However, the above clause shall only apply if you made the invention in the course of your duties and (i) such
invention was reasonably expected to result therefrom; or (ii) at the time of making the invention, because of the
nature of your duties and the particular responsibilities arising therefrom, you have a special obligation to further
the interests of the bank. ‘Duties’ means in the course of your duties or in the course of duties falling outside
your normal duties but which have been specifically assigned to you.
iii) You acknowledge that you have no rights, interest or claims, either during your employment or after the
termination of your employment, in or to any such Intellectual Property and you shall not use such Intellectual
Property other than during the period of your employment and for the purpose of the bank or the Group.
iv) If and whenever the bank requires you to do so (whether during your employment or after its termination), you
shall at the expense of the bank or such Group company as the bank may direct:
 apply or join with the bank or such Group company in applying for letters patent or other protection
or registration in the United Kingdom and in any other part of the world for any such Intellectual
Property
 do everything necessary for vesting the said letters patent or other protection or registration when
obtained and all right title and interest to and in the same absolutely and as sole beneficial owner in
the bank or such Group company or in such other person as the bank may specify.
v) You agree that you irrevocably and unconditionally waive all rights under Chapter IV of the Copyrights, Designs
and Patents Act 1988 in connection with your authorship of any existing or future copyright work, in whatever
part of the world such rights may be enforceable.
vi) Nothing in this clause shall be construed as restricting your rights or those of the bank under the Patents Act
1977 and in particular, sections 39 to 43 Patents Act 1977.
The above clauses are specific to the laws applicable in the United Kingdom.
2.14 Employee records
It is important that we maintain confidential personal records as accurately as possible to comply with data
legislation. You must record any change in, for example, your name, address or marital status.
If you work in a regulated role*, you must also notify to your entity manager any adverse change in your credit or
other status as this may affect your standing with the regulators.
2.15 Termination of employment
Your period of notice is as set out below, unless stated otherwise in your contract of employment or any side letter
which constitutes an addendum to your contract. If the notice period indicated in your contract or side letter is
different from the below, your contract/side letter takes precedence.
From 1 September 2013 for new joiners and existing employees at certain key trigger events, such as
promotion:
See Internal managerial moves policy for further guidance.
GCB Employee Employer

GCB 5-8 1 month 1 month 0-4 years’ service,
rising by one week per year of
service (eg 5 weeks for 5
years etc) to a maximum of 12
weeks after 12 years’ service.
GCB 3-4 3 months 3 months
GCB 1-2 6 months 6 months
GCB 0 12 months 12 months

For employees who joined the bank prior to 1 September 2013:
We give you notice
You are entitled to a minimum notice period as set out below, or to any such longer period as may be legally
required, unless we terminate your employment summarily on the grounds of gross misconduct.
We may hand you your notice personally or send it to your last recorded address.
If you are GCB 3 and above, we will give you at least six calendar months' notice. For all other employees, we will
give you minimum notice of:
 one calendar month for up to 5 years’ continuous employment
 one week per year for 5–12 years’ continuous employment
 12 weeks for 12 or more years’ continuous employment
If your employment ends because of redundancy you will be entitled to notice periods which apply at the time of the
redundancy under any security of employment agreement with our employee representatives (see 2.20 Your
Representation).
You give us notice
If you are GCB 3 and above, you must give us at least three calendar months' notice in writing, unless otherwise
agreed.
For all other employees, you must give us at least one calendar months’ notice in writing, unless otherwise agreed.
In either case, you must ensure your entity manager receives your notice before it begins to run. We will not accept
verbal resignations.
Garden leave
The following paragraph applies to any notice period, regardless of whether we gave notice to you or you gave
notice to us.
We are under no obligation to provide you with any work and may at any time require you to stop carrying out your
duties and no longer to attend your place of work or contact any employees, offices, officers, customers or clients of
the bank for the duration of the notice period. This is often known as ‘garden leave’. Alternatively, we may during
your notice period provide you with work of a different nature to that which you would normally perform under your
contract of employment, and/or at a different location.
During any such period you will continue to be bound by the terms and conditions of your contract of employment
and you will receive pay and most benefits in the normal way. You will not accrue any incentive payment for a
period when you are not required to carry out your duties and attend work. We will pay commission only for credits
already earned.

If you have any accrued but untaken leave, we will deem you to have taken this during any such period
when you are not at work, provided that you are not working on behalf of the bank during such a
period.2.16 Return of property
When your employment ends or at any time at our request, you must immediately deliver to us, or to anyone we
specify, any documentation or property of the bank, or the HSBC Group, in your possession or control. This
includes books, documents, records, computer hardware and software and other disks or tapes kept or made by
you and in your possession or control relating to the bank’s business; your computer, mobile and Blackberry; any
materials, credit cards, keys, passes, cars, equipment or other property (including any copies, drafts, extracts,
summaries or reproductions of such property) belonging to or related to the business of the bank, or any other
company within the HSBC Group, its or their clients, customers or suppliers.
2.17 Competition obligations
Confidential information
After you have stopped working for us, you will continue to be bound by your obligations of confidentiality, as set out
in Confidentiality at 2.12. In particular, you shall not divulge, use, or in any other way cause to enter into the
possession of a third party, any lists or details of customers or products, or any item of confidential information or
knowledge that you gained as a result of working for us, or for which we or any company in the HSBC Group are
bound by an obligation of confidence to a third party.
 Restrictive covenants
 If you are GCB 3 or above, the following paragraphs lay out your additional obligations:
 (i) For six months beginning with the date your employment with the bank ends (the ‘Relevant Period’), you
will not, whether on your own behalf or with or on behalf of any other person, company, firm or other
organisation, directly or indirectly approach, solicit, canvass, or advise, sell to or offer to sell to, or interfere
with or entice away from the bank, for the purpose of offering or performing banking or related financial
services, any customer or client or potential customer or client of the bank with whom you have had
personal contact about offering or performing banking or related financial services.
 (ii) During your employment and for the Relevant Period, either on your own account or with or for any other
person, firm, company or organisation, you will not directly or indirectly approach, solicit, canvass, or advise,
sell to or offer to sell to, or interfere with or entice away from or discourage from working for the bank any
employee of the bank or HSBC Group of band GCB 5 or above with whom you have worked in the previous
six months or, in the case of termination, in the six months before your termination.
 (iii) The restrictions set out at clauses (i) and (ii) above only apply to banking or other related financial
services which are similar to or competing with the bank’s financial products or services which you
developed (or whose development was known to you), or which you offered for sale, or advised upon or
serviced or supervised during the six months before your employment ended. The restrictions do not apply
to the taking out of financial services, in the ordinary course of usage, by you or your immediate family.
 (iv) The Relevant Period set out at clauses (i) and (ii) above shall be reduced by the period of time (if any)
that we require you not to undertake any active employment duties, before the termination of your
employment (‘Garden leave’).
 (v) You acknowledge that the duration, extent and application of each of these restrictions are no greater
than is necessary for the protection of the legitimate interests of the bank and you agree having regard to
the circumstances of your employment and duties that those covenants do not work unfairly or harshly upon
you.
 (vi) Whilst these restrictions are accepted by all parties to be reasonable in all circumstances it is agreed
that if any such restriction shall be judged to go beyond what is properly considered reasonable in all
circumstances but would be adjudged to be reasonable if part or parts of the wording thereof were deleted
then you agree that the restriction shall continue to apply save for the deletion of the offending part.

 (vii) Each of these sub-clauses shall be deemed to constitute a separate agreement with the bank, for the
benefit of the HSBC Group.
 (viii) You acknowledge that damages will not be an adequate remedy for any breach of the restrictions set
out in (i) and (ii) above and you shall not seek to resist an application for an injunction for any breach or
threatened breach of any or all of the restrictions on the grounds that there is an alternative adequate
remedy in damages.
 If you are a Salesforce/Regulated employee, specific conditions apply. These are set out in your offer
letter/contract*.
2.18 Disciplinary
Rules and procedure
If you contravene any of the terms of your contract of employment or our standards of conduct, rules, regulations,
compliance requirements and other rules which may apply to you, this will normally result in disciplinary action –
including possible dismissal.
After a disciplinary procedure has been exhausted, if it is decided that action short of dismissal is appropriate, we
may decide to impose on you one or more disciplinary sanctions.
These may include:
 a disciplinary transfer to an alternative place of work
 a downgrading with reduction in pay
 forfeiture of pay or loss of a specified amount of pay related to an offence(s)
 stoppage/postponement of your next pay award (salary and/or incentive payment)
 reduction in pay
If you are dissatisfied with a disciplinary decision relating to you, you can appeal to HR Service Delivery or another
person, as set out in the disciplinary procedures. Such appeals will normally be held by a level of management
above the level responsible for the decision.
 See UK Disciplinary procedures
2.19 Grievance procedure

If you have a grievance related to your employment, you have a right to apply in writing for redress. Full details of
how you should go about this, including the person to whom you should apply, are set out in our grievance
procedures.
 See UK Individual grievance procedures
2.20 Your representation
 Union representation
Unite is the only recognised union if you are GCB 7/8. We have a collective agreement with Unite and if you are
GCB 7/8, whether or not you are a member of Unite, from time to time your terms and conditions may vary following
negotiations and/or consultations under this agreement.
To maintain good industrial relations, we provide Unite with certain services: in most parts of the bank, you will be
able to get in touch with a Jointly Accredited Office Representative (JAOR) or a full-time Seconded Representative,
both of whom are authorised to inspect the workplace and advise management of their findings. Contact either of
these if you would like to join Unite.
 See www.unitetheunion.com or phone on 0845 604 5527

National Council of Managers
A National Council, representing business areas across the bank, currently considers issues relating to GCB 6–4.
The Council is composed of elected representatives drawn from managers in GCB 6–4, representatives elected by
Unite GCB 6–4 level members, and the National Secretary of Unite responsible for HSBC Bank plc issues.
 Rights of third parties
The Contracts (Rights of Third Parties) Act 1999 allows individuals or companies to gain rights under a contract,
even if they are not a party to the contract, unless the contract states otherwise.
No person who is not a party to this contract has or shall have any rights under the Act to enforce any term of this
contract. No consent of any third party shall be required under that Act to terminate or change this contract.

Section 3 – What we’ll ask of you
Honesty. Integrity. Transparency. It’s up to all of us to maintain the high standards our customers and clients expect
of us. This section lays out the rules and regulations we have set to uphold our values and retain our customers’
trust.
Some of it is common sense. Some of it you can find in more detail in HRDirect. All of it is essential if we are to
protect our customers, ourselves and the reputation of the bank.
We’re not going to go into every single detail here – you’ll find these on the intranet. For now, we’re just going to
look at the key points.
These rules and regulations may be altered or modified at any time by notice to you or through the UK Intranet*.
Failure to abide by these rules and regulations may result in disciplinary action being taken against you, which could
include dismissal. You must report any known breaches to your entity manager or another appropriate manager as
soon as you become aware of them.
3.1 Security and fraud prevention
The kind of work we do brings with it the need for the tightest possible security. This means the majority of
employees will be issued and carry security passes. We may ask to search bags or vehicles and we may check
your educational and professional background – including running criminal record and/or credit reference checks.
Fraud prevention databases have been established for the purpose of allowing employers to share data on their
employment fraud cases. Should our investigations identify fraud or the commission of any criminal offence by you
[on your part] when applying for, or during the course of your employment with us, we will record the details of this
on the relevant fraud prevention databases. We and other organisations may also access this information to
prevent fraud and money laundering.
In addition, the bank reserves the right to inspect bank accounts and other facilities held by any employees when
investigating potential fraud or theft. Any information or evidence gained from such monitoring may be admitted as
evidence in disciplinary situations. The bank will issue appropriate notification should any further monitoring be
necessary in addition to the above. If there is evidence a crime has been committed against the bank, it will be
reported to the police/appropriate authorities for further investigation and possible prosecution. We will also notify
the Group’s insurers.
3.2 Communications
You must maintain the highest standards of professionalism and integrity in all that you do, including your
communications to colleagues, customers, clients and the public, both inside and outside of your place of work.
This applies to all forms of communication. If sensitive or confidential information needs to be sent by email to
external parties it should be encrypted as unencrypted data could be intercepted and used to commit fraud and/or
damage the bank’s reputation.
For security and administrative purposes we may monitor and/or record your use of bank equipment and systems,
including, Browser Main Menu, external and internal telephone calls, voicemail, text messages, Sametime instant
messaging, e-mails (including attachments) and both personal and business internet usage.
We may also use CCTV recording equipment in and around our premises in the interests of security and your own
personal safety. Photographs and images are also taken and used for security purposes, for example on security
passes.

3.3 Personal finance
The rules and conditions that apply to our customers also apply to our own personal finances. This means, for
example, not becoming overdrawn without prior authority. You should not become financially reliant on the outcome
of a bet or financial speculation. If you are in financial difficulty you must ask Customer Credit Services or your
account holding manager for advice.
The rules and conditions that apply to you will be set out in appropriate application forms and/or will be provided to
you at the time the facilities are granted to you.
You must not borrow from, or lend money to, customers or colleagues except in the course of authorised business.
You must gain approval in writing from your General Manager if you wish to be a personal guarantor for any loan.
3.4 Other employment
We need to know that any other employment you may have doesn’t compromise your ability to do your job with us –
including taking enough rest. So ask a senior manager to agree in writing if you wish to:
 take or continue with an additional job either inside or outside the bank
 become or remain a director of a company
 engage in any other business – including business on the web
 act as an executor, administrator, attorney or trustee (except for near relatives)
 See UK Dual employment policy
3.5 Giving or receiving gifts and benefits
You must not accept from or give to any third party any gift, hospitality or other personal benefit that is likely to
influence (or which other people may reasonably think likely to influence) your judgement or be construed as bribery
or conflict with your duties to any customer or colleague. Certain rules apply if your refusal to accept or give a gift
might be perceived as impolite or the gift is of nominal value.
 See UK Giving or receiving gifts, hospitality and other personal benefits
3.6 Diversity and Inclusion
We value the rich diversity, skills, abilities and creativity that people from differing backgrounds and experiences
bring to the bank. And we know that an inclusive working environment, where everyone can realise their full
potential, is crucial to giving high-quality service to our customers. We aim to recruit, train and promote based on
individual aptitudes and skills.
We recognise that most disabled people do not need special equipment or adaptations. But we will provide these if
they help you to work more effectively. If you become disabled, or an existing disability worsens, we will make every
effort to continue to employ you. You can also seek advice or financial support from 'Access to work', run by the
Employment Service.
We will not tolerate any form of unlawful discrimination, irrespective of sex, race (including ethnic or national origin),
disability, sexual orientation, pregnancy and maternity, marriage or civil partnership, gender reassignment, age,
religion or belief. Nor will we tolerate any harassment, victimisation or bullying at work. Any such behaviour is likely
to lead to disciplinary action and may result in your dismissal for gross misconduct.
If you believe you are the victim of any form of discrimination, harassment, victimisation or bullying, ask your entity
manager for help or contact Open Line, our confidential and free advice and information service. You can also
follow the guidance in the UK Individual grievance policy.
 See UK Employees with a disability, illness or condition policy

 See UK Diversity policy
3.7 Compliance with financial services regulations
You must be fully aware of your responsibility to comply with applicable laws, rules and codes and to abide by all
published compliance and sanctions regulations, including HSBC’s procedures for personal dealing in securities.
If you are a US person, you must also, wherever you are, ensure that you comply with US Department of the
Treasury's Office of Foreign Assets Control (OFAC) in relation to US sanctions imposed against certain countries
on humanitarian or national security grounds.
If you are a branch manager or manager at GCB 5 or above, you also have explicit responsibility (as laid out in your
job description) for containing any compliance risk, with the help of the relevant compliance department.
 See Group compliance policy for UK and OFAC Sanctions
Operational risk
Operational risk is relevant to every aspect of the Bank’s business and covers a wide spectrum of issues. The
objective of the Bank’s operational risk management is to manage and control operational risk in a cost effective
manner within targeted levels of operational risk consistent with the Group’s risk appetite, as defined by the Group
Management Board.
Business management is responsible for maintaining an acceptable level of internal control, commensurate with the
scale and nature of operations within the Bank. Business Managers are therefore responsible for identifying and
assessing risks, designing controls and monitoring effectiveness of these controls. All employees should be aware
of operational risks and the controls required to manage these risks.
You must keep up to date with changes to operating procedures, advised legal and regulatory requirements and the
impact of new technology, as appropriate to your role, including mandatory e-learning.
Should you identify an operational incident, escalate it in accordance with local incident escalation procedures.
If you are a manager, you must also continually reassess the operational risks inherent in the business, taking
account of changing economic or market conditions. You must record any operational risks, incidents and losses in
the Group Operational Risk & Internal Control Database (ORION) accurately and in a timely way in line with FIM
requirements and local procedures, and take appropriate measures to minimise the bank's exposure to these risks
(as laid out in your job description).
This requirement is contained within employee job descriptions and, if appropriate, should be converted into a
suitable performance objective for relevant individuals.
If you report directly to the CEO or COO, or to one of their direct reports, you must complete a formal takeover
process when moving to a new role to ensure an orderly and documented transfer of management responsibility.
You must detail any breaches of procedure or law during the takeover in a report to the appropriate level of
functional management, proposing how to remediate the breach.
Consumer protection
The Financial Services and Markets Act 2000 (FSMA) requires all firms in the UK undertaking “regulated activities”
to be authorised by the regulators* and some individuals to be registered as an “Approved Person”. The regulators
set out detailed rules with which all authorised firms and individuals must comply.
Our office procedures manuals and mandatory reading* reflect regulatory requirements. Observing these will
ensure that we protect our customers and our reputation, and will minimise the risk of non-compliance and any
associated penalties. If you are required to be formally registered as an Approved Person, you must not only abide
by the regulator’s principles and rules but also accept personal responsibility for certain actions under the FSMA.

 See Operations FIM
 See Business Instruction Manual – Compliance
 See Business Instruction Manual – Data
Dealing rules
Personal dealing in securities (eg stocks and shares) is subject to specific guidelines, laid out in our UK Employee
Dealing Procedures. These ensure that all dealings comply with the Group's policy, our regulator’s principles and
rules and the Criminal Justice Act 1993. You must understand the implications of these regulations and observe
them strictly at all times. We will make a copy of the guidelines available to you when you start work with us. Please
read them carefully.
Note in particular the restrictions that apply if you are in possession of inside information. Dealing when in
possession of such information, passing such information to others or procuring others to deal while in possession
of such information are criminal offences under Part V of the Criminal Justice Act 1993. This is a complex piece of
legislation and it is essential that you seek the advice of your entity manager before dealing if you have any doubt
about the transaction.
We may take disciplinary action, which could include dismissal, if you fail to observe the UK Employee Dealing
Procedures. You may also be subject to criminal prosecution.
There are also special rules for dealing in HSBC Group Securities.
 See Business Instruction Manual – Compliance, UK Employee Dealing Procedures
Lending – conflicts of interest
You must inform your entity manager immediately in writing if you are involved in recommending or approving any
credit facility or counterparty limit for a customer in which you or any connected person* has a significant investment.
A significant investment is an investment in an unlisted company or partnership or any other investment with a
market value of £15,000 or more. Your entity manager will need to be satisfied that the investment does not and will
not influence approval of credit facilities or counterparty limits and keep a note of these details.
Except as otherwise detailed in this section, employees with lending authority must not grant credit or loans to
themselves, their immediate family, partners or friends or to companies in which they, their immediate families,
partners or friends have an interest, financial or otherwise.
We may take disciplinary action against you, including dismissal for gross misconduct, if you fail to comply with any
of these requirements.
 See Business Instruction Manual – Compliance, UK Employee Dealing Procedures
Money laundering deterrence
Money laundering is the process of disguising funds derived from criminal activity to make them appear legitimate.
Laundering is a feature of all forms of crime irrespective of monetary value. Criminals and their associates use the
financial system to hide the source and beneficial ownership of money by a variety of means. The process is also
used in the financing of terrorism although the funds involved may not in themselves be the proceeds of a criminal
act.
Money Laundering is illegal and failure to comply with money laundering laws, regulations and rules may lead to
regulatory censure, prosecution, unlimited fines and reputational damage for the bank, and to disciplinary action,
fines and jail sentences for employees.
It is a legal requirement to have procedures in place to combat money laundering and terrorist financing, including
staff training and awareness. Internal procedures have been developed to comply with local legislation and the
Group’s Money Laundering Deterrence Programme, which must be followed by employees when dealing with
customers or their funds. In particular:

 take care to verify the identity of all new clients and establish the beneficial ownership of all accounts
 be alert to unusual activity or other transactions which appear suspicious
 if you suspect that funds held or transactions undertaken are related to criminal activity, you must report the
matter to the Money Laundering Reporting Officer (MLRO) in accordance with local reporting requirements
 do not reveal in any way to a person (customer, non-customer or employee) that they are the subject of a
report or an investigation
 turning a ‘blind eye’ is not a defence to a charge of money laundering.
You must therefore be constantly alert to your responsibilities and the risks to which you are exposed. And you
must abide by all published money laundering rules, regulations and procedures.
 See Business Instruction Manual – Compliance
 See HSBC Money Laundering Deterrence Programme – Global Policy and Principles
 Call the Money Laundering team on 799 17312 (internal) or 020 79917312 (external)
3.8 Whistle blowing
The Public Interest Disclosure Act 1998 and the US Sarbanes-Oxley Act 2002 provide a procedure for disclosing
genuine concerns about apparent unlawful conduct or financial malpractice, and for protecting employees and
temporary staff from victimisation when making disclosures. Such disclosures are known as ‘protected disclosures’
or, more commonly, 'whistle blowing'.
We are committed to being a fair and objective employer. We’ve therefore developed a procedure, in line with the
above Acts, to help you raise any concerns about wrongdoings at work. Under our procedure, the following are
protected disclosures:
1. Allegations of bribery or corruption, including any bribes/facilitation payments paid by, or received by HSBC
or any of its directors, officers or employees; its affiliates or third party representatives
2. Breaches of legal and regulatory requirements by any Group company, including the committal of a criminal
offence, a miscarriage of justice or a failure to comply with a legal obligation
3. Failure to adopt policies consistent with the Group Standards Manual
4. Fraud or deliberate error in preparing, evaluating, reviewing or auditing any financial statement
5. Fraud or deliberate error in recording and maintaining financial records of any Group company
6. Deficiencies in or non-compliance with any Group company’s internal accounting controls
7. Deviating from full and fair reporting of any Group company’s financial condition
8. Misrepresenting or making false statement to or by a Group executive officer or accountant on a matter
contained in the financial reports or audit of any Group company
9. The health and safety of an individual being endangered or the environment being damaged.
10. Breaches of competition law, including bid-rigging or other agreements between competitors to fix prices,
share markets or limit output.
You can make a protected disclosure by reporting the matter to your entity manager or Human Resources. But you
must also, for legal reasons, report disclosures in categories 3–8 to Group Compliance.
If you feel unable to raise the matter with your entity manager or Human Resources, call the Group Compliance
hotline on 799 12155 (internal) or 020 7991 2155 (external). Or you can send an email to:
[email protected] or make a protected disclosure in writing to the Head of Group Compliance,
HSBC Holdings plc, Level 41, 8 Canada Square, London, E14 5HQ.
If your concern is about your personal position, rather than a concern about malpractice, it will normally be more
appropriate for you to use the individual grievance procedures.
 See UK Whistle-blowing policy

3.9 Data protection
Personal and Sensitive data
We process personal information that may include payroll processing, references, family and other contact details
and records relating to your recruitment and career with us (including job applications or details of any grievance
and disciplinary procedures, where relevant and permitted).
We will only process sensitive data with your agreement, unless we need it to meet statutory obligations. The
sensitive data we hold about you may include:
(i) Information about your health, which we would use:
 To ensure we comply with health and safety and occupational health obligations
 when considering any health issues that may affect your ability to work
 if you are disabled
 for administration and management of insurance, pension, sick pay and other similar benefits
(ii) Information about racial or ethnic origin or religious beliefs to fulfil our statutory obligations to ensure equality of
opportunity at work
(iii) Information about your trade union membership to enable deductions or subscriptions from payroll.
If you need time off work or special arrangements to look after a family member or friend, we may keep a record of
such absences.
We may during your recruitment and career undertake appropriate security and credit reference checks. Your
personal information may also be processed for fraud prevention and other regulatory purposes.
In some instances we may be required by law to provide certain information to a third party, such as the HM
Revenue & Customs.
We may also exchange information with other members of the HSBC Group for purposes connected with your
career, for payroll and administration purposes and for audit requirements.or to allow information to be processed
on our behalf by members of the HSBC Group, and/or third parties for the same purpose. We will always ensure
that it is protected by a strict code of security and is only used in accordance with our instructions. If we transfer or
hold your personal data overseas, including outside the European Economic Area (where there may be less
stringent data protection laws) we will ensure your rights as an individual are protected.
 Any product and services information may be included in your pay statements.
Under data protection legislation, you can ask in writing for a copy of certain personal records we hold about you. A
charge of £10 may be made.
Your responsibilities
Please ensure that your personal data is accurate, up-to-date and secure. Unauthorised disclosure of third-party
personal data is a serious offence and can result in prosecution. So you must ensure that you:
 do not disclose any individual’s personal data without authority

 do not treat personal data carelessly
 lock all data (including disks, tapes, paper printouts etc) away when not in use
 do not disclose your computer password to any unauthorised person
 only use personal data for the lawful purposes for which the bank has collected it
 do not write personalised or derogatory comments about a customer, client, colleague or any other third
party.
 See UK Data protection policy

 See 3.2: Communications
3.10 Use of information technology
You must strictly observe our policies and guidelines on the security of information and the use of information
technology.
Use digital recording devices such as floppy discs, CDs, DVDs and USB memory devices to store information only if
there is no alternative. Devices of this type are easily lost and can easily be read or copied. You must have
management approval to write to these types of devices and must use bank supplied methods which ensure that all
information is encrypted.
Mobile recording devices should never hold the only copy of information stored. A back-up copy must always exist
on a bank-owned computer.
Your manager may further restrict use of these devices if necessary to protect ourselves, our customers and our
clients.
Do:
 keep secure all passwords, Personal Identification Numbers, computers, laptops, mobile phones, two-way
pagers, PDAs and BlackBerries
 lock all devices when not in use
 erase all information no longer required to ensure it cannot be recovered maliciously, including physically
destroying any CD and DVD media that cannot be erased
 ensure that guests, visitors and contractors are aware of our policies on the use of our equipment
 be vigilant and report any contravention of our Security Guidelines to senior management or to Information
Security Risk on 790 27969
Don’t:
 install or use unauthorised software* on bank equipment either on or off bank premises
 use unauthorised computer equipment to process the bank's data
 make unauthorised copies of software
 enter systems without proper authority
 access or attempt to access data on any Group computer systems that you are not specifically authorised
to access
 access customer or employee records without a specific demonstrable business or operational need
 view, change or make transactions on your own account or any account with which you are associated
 take photographs or video images on any bank premises, using any kind of equipment (including mobile
phone cameras) without the prior permission of an employee of GCB 3 or above or security management
 connect (physically or by any type of wireless system) any unauthorised device to our computer systems or
networks. You must not attach any personal data storage device to the bank’s systems without prior
management approval and without ensuring that you apply the appropriate security controls for data
storage
 take photographs that infringe personal privacy or customer or client confidentiality (for example on special
occasions, at award ceremonies etc), or that compromise the security of employees, customers, clients,
premises and equipment
 use mobile phones in areas such as computer rooms, network rooms and trading floors where their use
may cause distraction or a breach of security or compliance regulations
If you fail to comply with any of these requirements and, in particular, the use of unauthorised software* on Group
equipment, you are violating your terms and conditions of employment. This is likely to lead to disciplinary action
and may result in your dismissal for gross misconduct.
 See Group ISR Standards (within Operations FIM section B.10.1)
 See UK Internet, email and company mobile phones policy

3.11 Health, safety and fire
Your health, safety and welfare are of paramount importance to us. And we have a duty, as your employer, to
identify health, safety and fire hazards in advance, and to control the risks. But we need your help to maintain safe
working conditions.
You must take reasonable care for your own health and safety, and that of others, and co-operate with us in
meeting the requirements of the relevant laws. You must familiarise yourself with the bank health, safety and fire
procedures in the Business Instruction Manual. This manual covers what to do in the event of a bank emergency,
including what to do if you have an accident, discover a fire, bomb or other hazard. If you are unsure about what to
do in an emergency, you must speak to your entity manager.
If an incident or potential incident means you have to leave your place of work at short notice, ring the following
numbers to receive updated information and to report your safety:
 Employees based in Headquarters: 0800 032 2722

 Employees based elsewhere: 0800 731 3575
 See http://www.hsbc.com/ for more information.
 See Business Instruction Manual – Health, Safety and Fire
Our Central Safety Committee, consisting of representatives of the bank, Unite and the National Council of
Managers, meets regularly to discuss health, safety and fire issues, and exchange information and resolve
problems.
 See UK Health and safety policy
3.12 Alcohol and Drug Misuse
If you think you might have a drug or alcohol dependency, please seek help through our Occupational Health
Services or Open Line.
In order to help an employee, Occupational Health will usually need to liaise with the employee’s entity manager
who will need to be advised in general terms about the nature of the problem. Clinical details are not disclosed and
remain confidential unless the employee gives their written permission to share this information.
 See My Health and Wellbeing
 See UK Alcohol and substance misuse policy
3.13 Dress and Appearance
You are required to dress in a way that the bank considers appropriate to the business
situation. Account will be taken of religious and cultural norms. Styles that could offend normally accepted
standards will not be permitted.
Dress and appearance requirements may be varied by local arrangement at your place
of work. Any particular requirements will be brought to your attention during your employment.

Section 4 - What we’ll give you in return
We want you to get the most out of your career with us. Not just in terms of job satisfaction and professional growth,
but also in terms of rewards. After all, if you’re going to be giving us the benefits of your expertise, dedication and
hard work, it’s only fair that we give you something in return.
The benefits set out in this section are a summary. Full details and/or further information on specific benefits can be
obtained from HRDirect and the My Reward sites, which are available on the bank’s intranet.
These benefits do not form part of your contract of employment. The introduction of Salary Sacrifice for the flexible
benefit scheme – My Choice – represents a change to your contract of employment. By making pension and/or
flexible benefit scheme choices, you will be deemed to have accepted the change in your contract of employment.
All benefits and facilities are subject to certain rules on eligibility and operation, which may change from time to time.
 See UK Reward policies.
 See My Choice
 See My Discounts
4.1 My Choice
My Choice is the name of the HSBC flexible benefits package we provide to you. My Choice allows you to create a
benefits package to suit you and your lifestyle. There are a number of benefits on offer for you and in some cases
your partner and family members too.
They are designed to help you with your
 savings and retirement

 health, such as, dental cover, health assessments.
 protection, such as, Group Income Protection, Critical Illness and Personal Accident cover
 leisure and lifestyle, such as, holiday buy/sell, childcare vouchers and charity donations
By signing up to some of these benefits you will, in effect, be changing the terms and conditions of your
employment.
 My Choice
4.2 My Discounts
You can also take advantage of a range of discounted financial products and services, corporate rates, online and
retail special offers for you and your family.
You have access to a large number of discounts and deals on a wide range of products from Electronics to Fashion
through My Discounts.
 My Discounts
4.3 Loans
We may be able to offer you unsecured personal loans at concessionary rates or interest free season ticket loans,
repayable via payroll deduction.
 See UK Season ticket loan policy
 See My Discounts

4.4 Charities
Give as You Earn
We run this scheme in association with the Charities Aid Foundation to enable you to make tax-free donations to
charities of your choice.
 See UK Charity scheme – Give as you earn (GAYE)
Pound for Pound and Keep the Change!
We will, subject to certain rules, match any charitable funds you raise through the time you give or events you run –
up to a certain limit, per person per event per year.
You can also sign up to ‘Keep the Change!’ to donate the odd pennies from your net salary to six nominated
charities each month. For example, if you earn £900.17, you can donate the 17p to charity. So the maximum you
give each month is 99p. Distribution costs are covered by the earned interest so the charities will receive 100% of
your donation.
 See UK Charity scheme – Pound for Pound (£ for £)
 See UK Charity Scheme – Keep the Change!
4.5 Childcare
If you work in the UK (but not the offshore islands), you are eligible to join the HSBC childcare scheme. You can
buy electronic vouchers that you can use to pay for a variety of childcare for children up to 16 years of age.
The benefits of these ‘virtual’ vouchers are:
 their flexibility, as you can use them to pay for nursery care, childminders, nannies, au pairs, out-of-school
clubs and holiday play schemes
 tax and NI exemption on fees that you pay via salary sacrifice*
You aren't eligible to join the scheme if a relative provides all of your childcare.
 See UK Childcare provisions
4.6 Open Line
If you're in difficulty – either work or personal - you can ring Open Line, a free and confidential counselling service.
Open Line offers practical help and support on bereavement, depression and relationship problems; and also
bullying and harassment, lack of confidence and stress at work – including if you are going through grievance
investigations or proceedings.
Telephone support is available 9am to 5pm, Monday to Friday. The telephone number is 08457 666 999, and the
textphone for deaf employees is 08455 854054.
If you work in an area where calls are routinely monitored (such as Customer Service Centre) you can use a non-
monitored phone or a private phone, to preserve your confidentiality.
To make an appointment to see or speak to a counsellor please call between 9am and 5pm Monday to Friday or
write to Openline. Counselling appointments are available outside these times.
 See My Health and wellbeing

4.7 Sports and social clubs
The Group has two sports and social clubs for you and your family to use: New Beckenham in London and Dore in
Sheffield. There is also a rowing club at Putney, London; sailing centres across the country; and a fully equipped
gym and class studios (The Fifth Dimension) at the bank’s headquarters.
For information and an application form, call 020 7213 4366 (internal, London) or 020 8919 4366 (external,
London); 7055 5681 (internal, Sheffield) or 0114 260 5681 (external, Sheffield).
4.8 Healthcare plan
If you are GCB 6 and above, you may be eligible for company-funded membership of the HSBC Group Healthcare
plan. This provides cover for you and your immediate family (including partner and dependant children up to the end
of the scheme year in which they reach 21) during your employment. We will automatically provide details when you
upload your information into My Choice on the My Reward Centre site.
If you are not eligible for company-funded membership, you can still select this benefit in My Choice and pay for it
through salary sacrifice*.
We may vary or withdraw the scale or level of benefits at any time.
See UK Private medical and healthcare schemes policy
4.9 Health assessments
If you are a manager in certain bands, you may have a company-funded health assessment through one of the
BUPA Health Screening Centres.
If you are not eligible for a company-funded assessment, you can still select this benefit in My Choice and pay for it
through salary sacrifice*.
 See UK Health assessments policy
4.10 Mortgage subsidy and personal accounts
We would like to encourage you to take your mortgage borrowing with us. So we offer a monthly subsidy payment
that we will pay with your salary, subject to the rules of the scheme at the time.
You may also be able to benefit from preferential facilities, including rates of interest, on your personal account with
us.
 See UK Mortgage subsidy scheme policy
 See UK Employee accounts policy
4.11 Corporate card
If you incur business expenses regularly and we have issued you with an HSBC Corporate Card, you must use it to
pay for appropriate business travel, accommodation and entertainment. You can subsequently reclaim such
expenses.
You must not use the card for personal expenditure or to make cash withdrawals other than for foreign currency that
you need for a business trip. Misuse of the corporate card may result in disciplinary action, including dismissal.

 See Expenses policy
4.12 Professional and technical qualifications
We may be able to help you if you would like to study for a specific professional or technical qualification.
 See UK Professional qualifications policy
4.13 Maternity and family leave
We encourage you to return and continue your career with us after your maternity, adoption or additional paternity
leave and will keep in regular touch with you during your leave. You can find full details of maternity, adoption and
additional paternity leave arrangements on the intranet, but here are a few of the measures we've introduced to
help you:
 childcare support to help you return to work

 a priority returners scheme, which gives you preference for re-entry to the bank if you apply before leaving
and are eligible for the scheme
 family leave provisions of up to five days' paid family leave, in an emergency, in any one year
 a flexible working policy that exceeds statutory requirements
Our childcare scheme and family leave provisions are available to all employees with parental responsibility for
children.
 See UK Maternity rights, leave and pay policy

 See UK Adoption rights, leave and pay policy
 See UK Paternity rights, leave and pay policy
 See UK Special leave policy
 See UK Flexible working policy
 See UK Childcare provisions
 See UK Priority returner scheme policy
4.14 Special leave

We may grant you special paid leave for reasons such as public duties, Duke of Edinburgh's Award Scheme
Adventure Training, bank sports activities, certain HM Forces or Auxiliary Forces activities, on compassionate
grounds or in exceptional circumstances. This leave will not normally be for more than ten days in any one calendar
year.
 See UK Special leave policy
4.15 Redundancy
We aim to seek alternative employment for you if your role becomes redundant owing to changing business
circumstances. But this will not always be possible. Our Security of Employment Policy (SEP) sets out how we
handle job reductions and redundancies, including redundancy pay. Any redundancy payment we make includes
and extinguishes any statutory redundancy entitlement.
If you are made redundant, you will be entitled to any period of notice that may apply at the time of the redundancy
under any security of employment agreement with any trade union or other such representative body.
 See UK Security of employment policy

If you would like to appeal against any redundancy decision, lodge this by raising a case within three weeks of
receiving the letter formally advising you of the redundancy decision.

Section 5 - Making things clear
benefits in kind: refers to items such as private health insurance, cars and beneficial rate loans.
connected person: see UK Business Instruction Manual – Compliance, UK Employee Dealing Procedures for the
definition of a ‘connected person’.
core leave: during core leave, you must be physically away from your workplace and should not work remotely – by
accessing your Blackberry, for example. Your entity manager must not place you under duress to respond to work-
related matters during core leave. You may attend training courses, conferences or conventions during core leave
as long as the events are not held on HSBC Group premises. These events must not account for more than half of
the core leave period.
Global Career Bands (GCBs): GCBs were introduced from 2008 to put in place a common language for job
grades across HSBC Group. GCBs promote transparency, comparability and mobility across our different borders
and business areas. All positions within the bank are allocated a GCB.
key-time employee: Key time employees have a contract of employment to work less than the standard 35 hours
each week. Also referred to as ‘part-time’.
HSBC Group or the Group: refers to HSBC Holdings plc and any holding company, subsidiary or subsidiary of a
holding company of HSBC Holdings plc (as defined in sections 736 and 736A Companies Act 1985) and/or an
associated employer of HSBC Holdings plc (as defined in section 231 of the Employment Rights Act 1996).
HRDirect: the HR intranet portal which holds all HR content including HR policies and procedures indicated in this
handbook. They do not form part of your contract of employment unless we expressly state that they do.
mandatory reading: mandatory reading notices are published daily through the UK intranet under ‘Mandatory
Reading’.
offer letter/contract: refers to any letter or document (other than this guide) that we have issued to you as an
expressly stated part of your terms and conditions of employment and/or employment contract. Note that 'offer
letter/contract' includes any subsequent amendments we may have made or may make.
red-circled: Red circled terms mean that you have an agreed enhanced employment condition in the role that you
are currently undertaking, where the role does not normally attract this enhanced condition.
Regulators/regulated roles: Before 1 April 2013 the Bank was regulated by the Financial Services Authority (FSA),
which has been demised and replaced with two separate regulatory authorities:
 the Prudential Regulation Authority (PRA) has been set up to ensure the financial stability of larger financial
services firms.
 the Financial Conduct Authority (FCA) will take on the responsibilities for business and market conduct,
competition and consumer protection issues.
References to ‘regulators’ or ‘regulated roles’ contained in this handbook are meaning the Financial Conduct
Authority (FCA) and Prudential Regulation Authority (PRA).
salary sacrifice: salary sacrifice is not a tax term but a contractual arrangement between an employer and
employee, whereby the employee gives up the right to receive part of the cash pay due under the employment
contract. The sacrifice is made in return for the employer’s agreement to provide the employee with some form of
non-cash benefit, such as childcare vouchers or contributions to a pension scheme.
this handbook: the Life at HSBC handbook replaces all earlier versions of the employee handbook, including 'Let's
work together'. It does not apply to employees in other parts of the HSBC Group within the UK, eg HSBC Treasury
and Capital Markets, first direct and those employees working on the Channel Islands or the Isle of Man, nor to
employees of the parent company of the Group, HSBC Holdings plc.

through the UK Intranet: this will either be through Mandatory reading notices published daily through the UK
Intranet under ‘Mandatory Reading’ or UK intranet stories published daily on the home page of the UK Intranet.
unauthorised software: any software not on the Group's IT list of approved software or which the Purchasing
Department (or future equivalent) has not procured. This includes any unsolicited software or demonstration
software that Group IT Security has not previously checked and any software delivered in such a way that it may
have been tampered with.

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Employee Handbook (HBEU)

Date: 5 February 2014

Life at HSBC ................................................................................................................................. 3

Section 1 – How we work and how we want you to work .............................................................. 5

Section 2: Your job ....................................................................................................................... 8

2.1 Job title and duties 8

2.2 Global Career Bands 8

2.4 Hours of work 10

2.6 Absence from work 13

2.7 Place of work and mobility 15

2.8 Car Schemes 16

2.10 Retirement and pensions 16

2.11 Standards of Conduct 18

2.13 Inventions and other intellectual property 18

2.14 Employee records 19

2.15 Termination of employment 19

2.16 Return of property 21

2.17 Competition obligations 21

2.19 Grievance procedure 22

Section 3 – What we’ll ask of you ............................................................................................... 24

3.1 Security and fraud prevention 24

3.3 Personal finance 25

3.4 Other employment 25

3.5 Giving or receiving gifts and benefits 25

3.6 Diversity and Inclusion 25

3.7 Compliance with financial services regulations 26

3.8 Whistle blowing 28

3.9 Data protection 29

3.10 Use of information technology 30

3.11 Health, safety and fire 31

3.12 Alcohol and Drug Misuse 31

3.13 Dress and Appearance 31

Section 4 - What we’ll give you in return ..................................................................................... 32

4.6 Open Line 33

4.7 Sports and social clubs 34

4.8 Healthcare plan 34

PUBLIC 5 February 2014 1

4.10 Mortgage subsidy and personal accounts 34

4.11 Corporate card 34

4.12 Professional and technical qualifications 35

4.13 Maternity and family leave 35

4.14 Special leave 35

Section 5 - Making things clear ................................................................................................... 37

PUBLIC 5 February 2014 2

Welcome to HSBC, and welcome to this handbook.

PUBLIC 5 February 2014 3

Section 1 – How we work and how we want you to work

Section 2 – Your job

Section 3 – What we’ll ask of you

Section 4 – What we’ll give you in return

Section 5 - Making things clear

Where to look further?

* See Making things clear for explanations of all asterisked terms

PUBLIC 5 February 2014 4

 dependable and doing the right thing

 open to different ideas and cultures

 connected to our customers, community, regulators and each other

PUBLIC 5 February 2014 5

We can do this by: