I’ve already got a handbook, can you just update that?

This is definitely an option. We can start by doing a complimentary review of the employee handbook you’re already using.

The review will give you some ideas as to what we would recommend changing. We’ll also let you know how much it would cost for us to make those changes.

Sometimes, when we look at a handbook, we’ll have to tell the client that it will be more cost effective for them to use our template rather than update what they are using. This is particularly true if there are a lot of missing policies. Additionally, it can be needed if the handbook has been written by a lawyer and the language is a little impenetrable!

What is including in an employee handbook?

Our employee handbooks are tailored to your business and contain two key sections: Guidance and Policies.

Guidance: designed to be highly accessible, this section highlights information that’s specific to your business. It answers common employee questions like ‘What should I do if I’m ill?’ and ‘How do I book holiday?’.

Policies: contains everything you need to meet your legal obligations. It covers key employee events such as absence and family leave. Additionally, it contains key employment policies such as disciplinary and grievance policies.

What process will you go through to create our employee handbook?

The first step is to ask you to complete a questionnaire that gives us the information that we need to create the handbook. We’ll then go ahead and create the first draft. After we share this with you, we’ll arrange a convenient time to go through the draft. In this meeting, we’ll answer any questions you have and seek any additional input that we need.

We’ll then go away and make the changes and provide you with the finished document.

We advise clients not to have an Employee Handbook that is contractual as that creates a lot of unnecessary work in the future. If an handbook is contractual, you’ll need to consult with employees every time you want to make a change. Given that the handbook won’t be contractual, the roll-out process is quite easy. You’ll issue the handbook to your team, invite their comments and questions and that’s that!

We do suggest that you ask employees to sign to say that they have received and read the handbook. Then, we suggest that you review the handbook on an annual basis to make sure that it continues to reflect your business practices and any changes in employment law.

There are lots of template handbooks on the internet. Can’t I just use one of those?

Of course you can but we’d recommend that you don’t.

The challenge with template documents is that they aren’t tailored for your business. You’ll likely see policies in the template that you don’t know whether you need or not – can you just delete them? It could be that you want to make changes to that template but how will you know that the changes you make don’t breach employment law?

When it comes to an employee handbook, we really do think it’s worth speaking to an expert, getting a handbook that’s created for you and one that you really understand and would be happy to stand behind. Your employee handbook will set out the rules that you will enforce across your workforce and it’s likely to be a key document if you do end up dealing with employee disputes.

Do I have to have an employee handbook?

There’s no legal requirement to have an employee handbook. You do need to provide written confirmation on key elements of employment to your employees. The handbook can help you achieve this but there are other options.

Running a business without an employee handbook can be a little tricky, particularly as your business grows. You may find you spend a lot of your time answering the same questions. Or arguing with employees about something they thought was OK but you disagree.

We think putting an employee handbook in place is an investment that could save you both time and money in the long run.