A good employee handbook is one of the most important tools you can have in your human resource toolbox.

It contains all the important information needed to help your employees understand what’s expected from them, what they’re entitled to and what policies they need to know about.

Beyond this, when done well, your employee handbook helps embed your company culture in the minds of your employees and makes sure everyone is aligned with your vision, mission and values. 

Here are some tips for getting it right.

Cover the entire employee journey

An employee handbook helps guide your employees through every stage of their time in your business, from the day they walk through the door to the day they leave and every day in between.

It’s especially useful for new recruits. We all know that starting a new job can be overwhelming, with trying to navigate everything from the dress code (if there is one) to how to request annual leave. 

When a new employee reads the handbook, it should give them answers to any questions or concerns they might be having. Use it as part of your standard HR onboarding process, and you can be sure that everyone has received the same information to get off to the best start. 

Not only does it make practical sense, it also creates a great first impression!

Even when settled into their job, the handbook should be a useful manual for employees who may need clarity on something, like your maternity or sick-leave policies.

And if the time comes when an employee chooses to leave your company, all the processes they need to follow should be laid out for both them and their manager to follow.

Promote your workplace culture and values

An employee handbook can do so much more than simply communicate information to your employees. It can be the starting point for creating an empowered and passionate workforce who share the same values – doesn’t everyone want this?

To get the most out of your handbook, you should always include your company’s mission statement. What is your vision for the future? What are your long- and short-term goals? What are your company values? 

Let people know what their role is in achieving the company’s mission and give examples of the types of behaviours that represent your values. 

Providing these valuable insights helps create a positive work culture where everyone is motivated to achieve their individual goals and it gives people a framework for decision-making.

It’s worth noting, however, that everything included in your employee handbook should reflect the reality of what it’s like to work in your business. Otherwise it can lose its authenticity and impact.

Make it engaging

When you’re busy running a business it can be difficult to keep up with ever-changing statutory

Although your employee handbook is a serious document, it should be presented in an accessible and friendly way that’s in line with your brand image and company values.

We advise keeping the structure simple. A table of contents and a concise writing style will make it easier to digest and refer back to. Language is important too – a conversational tone can add some interest to longer policy documents. 

Likewise, a beautiful design can help infuse the handbook with your company’s character and make it more engaging. You could even add some real workplace examples, case studies and quotes from management to bring it to life.

Your internal communications are just as important as what you communicate externally to the public, so the style and design should be consistent with your brand image.

Your handbook is unique to your business, so don’t be afraid to show your company’s personality!

Ensure it’s legally AND factually up to date

The working environment is always changing and, even in a small business, it makes sense to set aside time to review the contents and check if anything needs to be added, updated or removed. 

For example, many companies will have recently created new policies for home working or hybrid working as a result of the pandemic. You might need to introduce policies related to the internet and social media too.

Although an employee handbook isn’t required by law, some of the policies within it will be a legal requirement. Keeping these up to date is essential for ensuring you are legally compliant. You can always ask us for help and advice with this!

Making sure that it’s always kept up to date means that everyone in the business can rely on it for the right information whenever they need it.

It should always be accessible 

Undoubtedly one of the great benefits of a carefully planned handbook is that it just makes things run more efficiently and smoothly.

Employees can look up information themselves, rather than having to ask their manager about small issues like how much annual leave they can carry over.

And when a manager has to make decisions, all of the information should be there in an easily accessible place. It becomes a go-to reference manual for both everyday queries and more serious situations. 

Make sure it protects both the employer and the employee

Having an up-to-date employee handbook allows your business to be clear and honest in all its communications. 

If everyone fully understands the workplace ethics and behaviour expectations, there will be fewer disputes to deal with. But if the situation ever arises where you need to prove yourself in a legal situation, having a good handbook can help strengthen your defence.

A good handbook also makes your employees feel secure, by outlining policies on important issues like discrimination based on race, religion, gender and sexual orientation. It also shows you are meeting all the legal requirements around health and safety. If you have policies around mental health and wellbeing, that adds to the sense of security.

Getting it right fosters a healthy and trusting working relationship between you and your employees.

If you need help with your company’s employee handbook, we’d be happy to help you create something that’s tailored to your unique business needs – feel free to get in touch for a chat.