10 Policies Every Employee Handbook Should Include

Is your employee handbook covering the essentials?

An employee handbook is more than a collection of workplace rules. It’s an important resource for communicating expectations, supporting compliance, and providing managers and employees with consistent guidance. However, not all handbooks are created equal. Some contain outdated policies, while others are missing important provisions that could help protect the organization.

Whether you’re creating your first handbook or reviewing an existing one, there are several foundational policies every employer should consider.

What’s in Your Employee Handbook?

We’ve created a checklist highlighting 10 essential policy areas that should be addressed in your handbook. Get out a copy of your handbook and review it along with thius checklist to see if you have what you need.

One Size Doesn’t Fit All

While these policies provide a strong foundation, your handbook should be customized to your organization. Your industry, workforce size, geographic locations, and workplace practices all influence which policies you need. Federal, state, and local employment laws may also require additional provisions.

A generic handbook template may not address these requirements or accurately reflect how your business operates. That’s why we recommend reviewing your handbook at least annually and whenever significant employment laws or organizational practices change.

Is Your Handbook Due for a Review?

Not sure whether your handbook is current or adequately protecting your business? Blueprint HRM can review your existing handbook, identify potential compliance gaps, and help you update policies to reflect your organization’s needs and workplace culture.

Don’t let an outdated handbook create unnecessary risk. Contact Blueprint HRM to schedule an Employee Handbook Review.