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An employee handbook should include your business's policies, your expectations of your employees, and what your employees can expect from your business.

An employee handbook is sometimes called an employee field guide or a staff manual.

Some tips for organizing an employee handbook effectively include starting with a table of contents, grouping related policies together, using headings and subheadings for easy navigation, providing a logical flow of information, using bullet points or numbered lists for clarity, and considering an online or digital ...

Remember to always make sure your policies are clear and don't assume that everyone will read their handbook cover to cover. Try to keep your handbook to a maximum of 30 to 40 pages, if possible. If it's too long, it may not get the attention it deserves.

The handbook sets the tone for your organization by outlining your policies and expectations. At the same time, the HR manual sets out procedures to make sure those policies and expectations are handled consistently and in compliance with employment laws from the very start.

What should not be included in an employee handbook? Legalese. ... Company procedures, work processes, and job descriptions should not be included so that you will not need to update the entire handbook each time one of these changes. ... Health and welfare benefits details.

Generally speaking, an employee handbook is not a legally binding contract unless it explicitly states that it is. However, certain statements in the handbook can be interpreted as contractual promises if they are specific enough and imply mutual obligations between employer and employee.