Avoid extortionate business costs & messy situations by having an Employee Handbook.

What is an Employee Handbook? Do I need one?

Employee handbooks are effectively employee manuals that are given to new employees outlining the company’s rules & regulations regarding policies. Alongside, setting out what is expected of them as an employee. These should be given to new employees during the very start of their employment.  

While it is not illegal for a company not to have an employee handbook, it is largely irresponsible.

It is your job as an employer to decide if you require an employee handbook and if you do, to  ensure it is kept up to date and your employees always have access to an up-to-date copy.

How often does an Employee Handbook need to be updated? 

Employee handbooks should be updated annually as employment laws are constantly changing to suit modern society. As and when new laws are introduced, you should be updating your employee handbook to correspond with the new regulations. 

What should your Employee Handbook include?

A complete and compliant Employee Handbook should include all of the following categories with a clear and concise explanation of each aspect.

• Equality & Diversity 
• Health, Safety & Wellbeing
• Email & Internet Policy 
• Data Protection Policy 
• Flexible Working & Working From Home
• Absence Policy
• Family-Friendly Policies
• Disciplinary & Grievance Procedure 
• Performance Management
• Dignity at Work – Harassment & Bullying
• Whistleblowing Policy 
• Redundancies

What happens if your Employee Handbook is not up to standard? 

If as a company, you do not keep your employee handbook updated to abide by new regulations or best practices, it can bring unnecessary business costs in the long run. As an employer, it should not be just your Employee Handbook that is regularly updated. You should regularly review all aspects of your HR (policies and procedures) to ensure your company is HR compliant and for the benefit of your employees. 

In particular, it is advised to avoid making mistakes in your contracts of employment, using the same contract of employment over a long period of time does not cut it anymore.

If you are struggling to understand HR compliance or simply don’t have the time to keep on top of your HR policies, why not consider outsourcing your HR? 

If you think your business would benefit from an outsourced HR consultant, Paul Palmer at Coppice HR has a wealth of experience across businesses (SMEs to multinationals, UK and Europe), in addition to relevant qualifications (MCIPD and MA). You can get in touch by calling 07814 008478 or emailing paul@coppicehr.com to discuss your options.