Employee Handbooks
Myth or truth? Legally I must have an employee handbook? The short answer is it is a Myth. This comes up time and again when we start working with new clients who thought they had to have one and spent hours creating a 50-odd page document that no-one really looks at.
In true HR style, my ‘long’ answer is ‘it depends’. You don’t have a legal obligation to have one, but you do legally need a handful of policies. So, it depends on your culture, the company size and how you want to inform your staff of your expectations.
Another option (instead of a handbook) would be to have the legally required set of policies together with a set of Rules (or whatever you choose to call it).
If you choose to go with a handbook, this could provide:
Clear communication of expectations: It outlines company policies, procedures, and expectations, helping employees understand what’s required of them and what they can expect from the company.
Legal protection: A well-written handbook helps protect the company from legal claims by documenting compliance with employment legislation.
Consistency in policy enforcement: It ensures that rules are applied consistently across the organisation, which helps maintain fairness and reduces misunderstandings or favouritism.
Onboarding and training tool: New employees can quickly get up to speed with the company culture, values, and procedures, streamlining the onboarding process.
Company culture and values: It communicates the company’s mission, vision, and core values, helping to reinforce organisational culture.
Conflict resolution: It provides a reference point for resolving workplace disputes, misconduct, or disciplinary issues.
We take the pain away from clients, freeing them up to do what they know best, and reviewing policies and handbooks is part of what we do. If you would like to speak to us about yours, please contact us – we’d love to hear from you.