If correctly developed employee handbooks are powerful tools that help establish and develop the employment relationship by communicating what the employer’s expectations are, and, in return, what the employee can expect. For example they can:
Introduce an organisations ethos and values to its employees;
Set out the expectations of the employment relationship;
Provide people with the information they need to deal with situations;
Detail the benefits an organisation offers its employees;
Consistency and fairness are maintained;
Protect the organisation, and;
Showcase an organisations culture.
Should it be contractual or non-contractual? There’s an argument for both sides but if the handbook is split, labelled and clearly categorises contractual and non-contractual terms and policies and procedures there’s no need to be concerned.
What do you think a handbook should contain? There are staples that must be in there to make sure the handbooks effective and fit for purpose, like sickness, disciplinary, grievance, health and safety, equal opportunity and social media but there are many more that should be considered and many bespoke to an organisation and the industry(ies) they work in.
Email email@example.com for a free no-obligation chat about your existing handbook.