Employee Handbook Replace Arrow For Free

An employee handbook introduces new employees to the policies, practices, and culture of their new workplace.It provides a foundation for handling employee performance management issues. And, it serves as legal evidence that your company's policies are consistent with and encourage adherence to employment laws.

This is a one-time issue. Once you launch your Handbook and get sign-off from existing Staff, all new hires will sign-off before they start as part of their engagement contract.

A non-contractual handbook allows much more flexibility policies can be altered and changed without requiring employee consent, and to quickly accommodate any change in the law. Your handbook should explicitly state whether it is or is not contractual.

An employee handbook should include your business's policies, your expectations of your employees, and what your employees can expect from your business. It should lay out your legal obligations as an employer and your employees' rights.

The bottom line is that most company policies can be changed. With clear communication, proper consideration of any required notice period, and evaluation of how the previous policy was applied, such changes need not cause undue morale and/or liability issues.

Experts recommend that you review your handbook every six months for outdated or irrelevant information with a plan to distribute an updated version annually. When you update your handbook may also depend on the size of your company as different rules may apply for larger companies.

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. If you'd like to learn more about creating airtight policies and procedures for your business, download our free e-book, 7 most frequent HR mistakes and how to avoid them.