6 Reasons to Own an Employee Handbook in 2021

Why do I need an employee handbook when I already communicated our policies at the time of hire? Why is an employee handbook necessary in 2021?

All great questions! It would help if you had an employee handbook to keep your business safe from lawsuits. Other essential factors of handbook ownership are as follows:

  • A current employee handbook is essential to any business to ensure consistency, clear communications, and protect your business to ensure compliance within your organization.
  • They are one of the necessary documents that any small or large company should have. One of the main benefits is that they help in establishing uniform and well-defined employment policies.
  • The manual also helps employees treat their employees the right way. Here the manuals define and codify the employer’s standards, and through the rules, the employers can treat their employees consistently fair.
  • The Handbook is a convenient aid that helps the communication between employers and employees. Companies can encompass all of their policies in a great format that makes it easy to understand and makes communication easy between employers and employees.
  • Keeps your company safe – it can avoid lawsuits made by employees—this aids in ensuring that the company keeps on operating smoothly without any interruptions.
  • Your company’s employee handbook is a living document. To stay compliant with labor laws, it needs to be updated annually and adjusted as new legislation is announced and your company policies updated.

HR Service, Inc. Employee Handbook Services Include:

We ensure your handbook is unique to your business and thoroughly reviewed to align with your company’s federal and state employment laws. At the same time, we help you effectively communicate your expectations to your employees. Unlike other handbooks that can be technically impossible to understand, we ensure our content is straightforward and emphasizes an approachable tone.  Meaning, we want your employees to retain the information, therefore, making it a breeze to read and comprehend.

How do I know if my Company Needs a Handbook?


Just answer the questions below to determine the need for a new handbook.

  • Even if I knew the law, how would I find time to create the employee handbook and keep it up to date?
  • How do I ensure that all my employees have read the handbook, understood it, and registered their acceptance?
  • How do I ensure that I refresh the memories of my employees at an appropriate frequency?
  • Do I know all new laws for the current and upcoming year and implemented within our handbook?
  • Can I ensure that an employee is referring to the latest version of a specific policy or process?
  • How can I ensure the employee has a reference point to our company benefits package?
  • Do I have a backup in writing regarding office policies I have already communicated to our employees?

What should I include in an Employee Handbook?

Your Employee Handbook should contain the following components (we include state and federal law components as well).

  • Cannabis Policy
  • Compensation/benefits
  • Vacation Policy
  • Leave of Absence
  • Terms of employment
  • Discipline Procedures
  • Paid Time Off (PTO)
  • Payroll deductions
  • Business travel
  • Overtime
  • 6. Confidentiality / Non-Disclosure Agreement / Conflict of Interest
  • Non Compete Agreement
  • Anti-Discrimination and Anti-Harassment Laws
  • Conflict of interest
  • COVID-19related infection prevention measures
  • Intellectual property
  • Retaliation
  • Telecommuting
  • Code of conduct
  • Social Media rules
  • Time and Attendance
  • Dress code
  • Safety
  • Mobile device policy
  • Meal and rest breaks
  • Leaves of absence
  • Performance review procedures
  • Safety and security procedures

*May vary based upon State Laws.

Save the time and take the guesswork out of designing an employee handbook and take advantage of our solutions.

Perfect Solutions, the first time - Contact us


Call or email us for a free, no-obligation consultation toll-free: 385.237.5680 x 1 or  833.685.8400 x 1 | email: solutions@hrserviceinc.com

Scroll to Top