Employment Handbook: Purpose, What's Included
Jump to Section
Quick Facts — Employment Handbook Lawyers
- Avg cost to draft an Employment Handbook: $730.00
- Avg cost to review an Employment Handbook: $920.00
- Lawyers available: 108 employment lawyers
- Clients helped: 71 recent employment handbook projects
- Avg lawyer rating: 4.98 (16 reviews)
Do you employ people in the modern era?
The civil rights movement gave way to legislation and rules that protect people from discrimination based on race, religion, age, disability, or gender.
Fortunately, companies sought to achieve greater compliance and employee communication as a result. The employment handbook is an excellent solution for ensuring that you accomplish your human resources objectives.
After all, your employees are by far the most important resource you have.
Before typing up an employment agreement, familiarize yourself with the process. The informative article below addresses everything you need to know.
What is an Employment Handbook?
Employment handbooks are a written code of conduct that informs employees about rules and company culture. They can also be used to supplement an employment contract between you and your non-exempt talent. An employment handbook is a right choice when you hire and retain employees.
Purpose of Employment Handbooks
Employment handbooks serve to establish the rules and guidelines that employees must follow when working for your company. It can also help them understand what will happen if they violate any of these guidelines as well. A thorough, straightforward employment handbook can help you communicate these terms clearly.
The main purpose of employments handbooks includes:
- Communicate expectations and guidelines to employees
- Protect employee’s federally protected rights
- Reduce the number of human resources inquiries made
- Encourage compliance among managerial staff members
- Offer a document that documents your company’s values
- Protect your rights as an employer
If you employ people, then you must draft, review, and distribute an employment handbook. However, you should familiarize yourself with the critical components so that you achieve the best possible result. Otherwise, you risk leaving out key provisions that make your document less powerful.
What’s Included in an Employment Handbook
Employment handbooks look different for every company. Some companies choose to use a shorter, less explanatory document, while others will specify as many details as possible. Each option has distinct advantages, meaning you should speak with employment lawyers to analyze your situation.
These are some sections that are often included in an employment handbook:
- Section 1. Nondiscrimination policy
- Section 2. Communication policy
- Section 3. Compensation and benefits policy for new hires
- Section 4. Separation policy
- Section 5. Dress code provisions
- Section 6. Code of ethics policy
- Section 7. Workplace safety guidelines
- Section 8. Attendance policy
- Section 9. Acceptable use policy
- Section 10. Employee termination policy
The sections that you choose to include will depend upon your company specifically. For instance, you may offer a work environment that doesn’t enforce a dress code, which would nullify the need to include it in your employment handbook. Deploy a tried and true legal process when it comes to creating your employment handbooks.
Click here to learn about a Code of Ethics.
How To Create an Employment Handbook
It can be overwhelming to tackle the project of creating an employment handbook. There are several details to remember, which means there’s a prime opportunity to inadvertently omit essential information. Following a step-by-step checklist will help.
Here’s how to create an employment handbook:
Step 1. Decide How You Want to Start
Many companies already have an existing employment handbook that they use. In this case, you have the opportunity to review and revise the current language and design, but you could also decide to start fresh. New companies will need to start their employment handbooks from scratch.
Step 2. Draft an Employment Handbook Outline
Based on the sections that you want to address in your employment handbook, start with an outline. Take each distinct section and break it down into smaller subsections.
You will also need to consider how laws affect employment relationships, including:
- Family Medical Leave Act (FMLA)
- Consolidated Omnibus Budget Reconciliation Act (COBRA)
- Equal Employment Opportunity Commission (EEOC)
- Fair Labor Standards Act (FLSA)
- Relevant state labor laws, including break laws and leave laws
- At-will employment laws
If you choose to not address these laws in your employment handbook, it could result in employee confusion or non-compliance issues. Ensure that you address them in your employment handbooks.
CC verified
Step 3. Summarize Your Policies
Your outline now serves as a basis by which you summarize each of your policies and procedures. Your employment handbook should use simple, straightforward language that doesn’t violate an employee’s civil rights. Take care to emphasize the most essential provisions through an intelligent design approach.
Ensure that you go into detail when it comes to employee rights and obligations, including:
- Eligibility for benefits
- Wage payments
- Paid overtime rules
- Paid time off (PTO) rules
- Vacation pay rules
- Dress code
- Medical leave rules
Employees tend to refer to these rules more than others. By covering them comprehensively, you could effectively reduce the number of inquiries into your human resources department.
Step 4. Review Your Employment Handbook
Once you’ve drafted and summarized each section, your next step is compiling them into a single document. Incorporate any notes and changes as directed by crucial company leaders. Produce the first draft to share with your team for a final review, and take notes of any questions or additional changes.
Image via Pexels by Craig Adderly
Step 5. Contact Employment Lawyers for a Final Review
Employment lawyers will review your employment handbook for enforceability and compliance. This step is critical, which means that you should not skip it. Keep in mind that disgruntled employees can use your employment handbook as evidence against you in a legal claim.
Your employment lawyers will take the time to determine what risk you are taking by leaving the document as-is and what improvements you can make to ensure that you remain protected. Always follow through on your lawyer’s recommendations based on statutory guidelines.
Step 6. Print or Publish Your Employment Handbook
After finalizing your employment handbook with employment lawyers, it is time to publish or print your employment handbook. Many companies today favor electronic delivery since it saves a tremendous amount of money on printing costs. In today’s world, a digital format makes the most sense, but it is also nice to receive a handbook if you can afford it.
Step 7. Distribute Employment Handbooks to Employees
The next step is to distribute the employment handbooks to your employees. Make an announcement about the distribution regarding where they can locate digital copies or receive physical ones. You should also post your employment handbooks on company intranets to which employees have routine access.
Step 8. Update As Needed
Get your managerial team on the same page when it comes to updating your employee handbooks. Consider an idea bank or repository where notes can be made and stored until it is time to update the employment handbook, as necessary. Following through on updates is essential to managerial participation in updating employment handbooks.
Getting Help with an Employment Handbook
Getting help with an employment handbook starts by working with experienced employment lawyers. Your employment handbook can be a blessing or a curse. Hire employment lawyers to ensure that they actually help your company save time and potentially money from future disputes.
Employment handbooks reflect the company’s internal values and can make or break employee engagement for new hires. Get them excited and geared up about working for your organization by clearly stating your purpose and letting employees know how they fit into the bigger picture of your business. Employment lawyers will protect your rights and help you achieve a favorable outcome.
See Real Employment Handbook Projects
Massachusetts Updating company's policy Drafting
- Massachusetts
- 2 lawyer bids
- $1,000 - $1,250
New York Review Employment Handbook for small business Review
- New York
- 9 lawyer bids
- $400 - $1,750
Ohio I have an existing EE Handbook originally drafted in Canada, I believe it is updated to reflect Ohio and US Federal law *now* but would like to have a review and recommendations offered as needed. Review
- Ohio
- 3 lawyer bids
- $995 - $1,999
Texas Review Employment Handbook and Develop Employee Contract Review
- Texas
- 5 lawyer bids
- $700 - $4,000
See all Employment Handbook projects
ContractsCounsel is not a law firm, and this post should not be considered and does not contain legal advice. To ensure the information and advice in this post are correct, sufficient, and appropriate for your situation, please consult a licensed attorney. Also, using or accessing ContractsCounsel's site does not create an attorney-client relationship between you and ContractsCounsel.
Need help with an Employment Handbook?
Meet some of our Employment Handbook Lawyers
Anna C.
I am a business attorney focused on practical, efficient contract drafting, review, and negotiation for healthcare organizations and growth-stage and established businesses. My work includes commercial agreements such as NDAs, MSAs/SOWs, leases, vendor and services agreements, SaaS, and employment and severance agreements. I partner closely with clients to identify key legal and business risks, deliver clear, business-minded redlines with concise issue summaries, and keep transactions moving. Clients value my responsive turnaround, judgment, and ability to balance risk with commercial objectives.
"As always, extremely professional, knowledgeable and glad to have Anna as part of my legal counsel."
Valerie L.
Valerie is a passionate attorney specializing in Employment Law, Family Law, Personal Injury, and Business. With a strong foundation in the legal field, she is committed to helping individuals navigate the intricacies of their legal agreements. Valerie prioritizes open communication, ensuring her clients feel seen, understood, and confident as they make important decisions for their future. She is committed to empowering clients to become the best version of themselves while addressing their unique needs throughout the process.
"I had an excellent experience working with Valerie on my prenup. She was knowledgeable and thorough. She took time to answer my questions and explain items in detail. I felt completely supported throughout the entire process. Thank you for your professionalism and for making an otherwise stressful task feel more manageable. Highly recommend!"
Abbi N.
I provide efficient, business-focused contract counsel services to companies and law firms, drawing on my experience as a Supervising Attorney and former Assistant Attorney General handling complex litigation, contracts, and regulatory matters across multiple jurisdictions. I deliver practical, strategic solutions—whether drafting and negotiating agreements, advising on employment and business issues, or managing risk before disputes arise. Clients hire me because I step in quickly, provide clear guidance, and produce high-quality work without unnecessary overhead.
Daniel K.
Since 2003, I have served as outside General Counsel and Litigation Counsel. Each client receives strategic representation laser focused on advancing the client's position. Clients include venture capital firms, closely held companies, business owners, founders, entrepreneurs, investors, international firms, staffing firms, professional athletes, federal government agencies, financial institutions, real estate companies, professionals, brokers, not for profit foundations, art galleries, art collectors, and creatives. I am an AV Preeminent peer review rated attorney, which is the highest possible rating in both legal ability and ethical standards. I have also been selected by Super Lawyers as a Rising Star in the area of business litigation - featured in The NY Times. I was a Name Partner at an AV rated midtown law firm before launching an independent law practice offering legal services at the highest levels.
"Daniel was extremely responsive and quick with attention to detail. I was incredibly appreciative of his work on my Massachusetts employment contracts and employee handbook. He approximated that it would take 1 day to complete, however he did it in a matter of hours. 10/10!"
Sara S.
With over eleven years of intellectual property experience, I’m happy to work on your contract problem. I am very diligent and enjoy meeting tight deadlines. Drafting memoranda, business transactional documents, termination notices, demand letters, licenses and letter agreements are all in my wheelhouse! Working in a variety of fields, from construction to pharmaceutical, I enjoy resolving any disputes that come across my desk. I will prioritize your project, big or small. Please be ready and prepared with all relevant documentation so we can get started as soon as you click HIRE! Hourly rate projects will be billed hourly in accordance with the timesheet. Flat rate projects will be billed in segments. Choosing an hourly or flat rate is up to you. Absolutely no refunds.
"Sara was responsive and knowledgeable about prenup specifics. Thank you so much!"
Daliah S.
Daliah Saper operates a cutting-edge internet and social media law practice that regularly leads local and national media outlets to solicit her commentary on emerging internet law issues involving cyberbullying, sexting, catfishing, revenge porn, anonymous online defamation, domain name and user-name squatting, privacy, and the latest business decisions made by social media platforms such as Facebook, Twitter and YouTube. As a litigator Daliah represents companies bringing or defending business and intellectual property disputes. (She has argued cases in a number of jurisdictions including taking a case all the way to the Illinois Supreme Court.) As a transactional lawyer she helps clients choose the right business entity, drafts contracts and licensing agreements, advises on sweepstakes and contest rules, and ensures website terms of use and privacy policies are compliant, and provides comprehensive trademark and copyright counseling. Since founding Saper Law Offices in 2005, Daliah has been named a 40 Under 40 by Law Bulletin Publishing Co., a top Media & Advertising attorney by Super Lawyers Magazine 14 years in a row, and has been repeatedly recognized as a leading media and entertainment lawyer by Chambers and Partners. For the past eleven years, she also has taught entertainment and social media law at Loyola University Chicago School of Law.
"Excellent! I couldn't be more satisfied with their professionalism and prompt service."
Alex M.
Mr. Mehdipour attended the University of California San Diego where he received his degree in political science. After graduating from UCSD, Mr. Mehdipour attended Southwestern University School of Law where he received his JD. Upon passing the bar, Mr. Mehdipour gained invaluable experience both in a law firm and business setting. Mr. Mehdipour uses his prior business and legal experiences to negotiate the most advantageous results for his clients.
Find the best lawyer for your project
Browse Lawyers NowLawyer Reviews for Employment Handbook Projects
Multi-State Handbook Review
"Dolan was wonderful to work with. He was very responsive, with answers to any questions we had and he turned around the required work in very short order. I would definitely work with him again."
ContractsCounsel User
Employee Handbook Review
"Elizabeth did an excellent job on our employee handbook. She had a quick turnaround, caught and corrected critical items/policies that were initially missed, and ensured the handbook remains fully compliant. Her attention to detail and responsiveness made the process smooth and efficient."
ContractsCounsel User
Review updated employee handbook
"It was excellent to work with Danny. After the project started he was very quick to reach out and connect with my team member leading the project on our side. He was very thorough with his review, and quick with getting us the feedback we requested. I would not hesitate to work with Danny again for any future projects. Hire with confidence!"
Reply From Danny J.
Thank you, Maaanv! It was a pleasure working with you and your team as well and I would be thrilled to work with you all again too.
View More
ContractsCounsel User
Review Employee Handbook
"Very fast turnaround time, thank you !"
ContractsCounsel User
Employment
Employment Handbook
Florida
Do salary employees pay for time off if office is closed?
My daughter is currently working for a Chiropractic Office in Jacksonville. She is still within her 90 days, she was hired as a salaried employee, if she works extra the pay is the same. However, due to an upcoming holiday, she was discussing her time off with another employee and how they would have several days off to equate to a long weekend. She was told that while they are closed that Friday if she wants to get paid she will have to use her accrued PTO or her pay will be deducted and she was told not to discuss pay, hours, or any such thing with her fellow employees to go straight to HR. From HR she was then told that they do not offer sick days so they must use their PTO for sick days and that it cannot be used for days off which does not make any sense to what was said before. So for days they are not open she is going to be getting money deducted even though it is beyond her control. She is 23, working her first real job and maybe I am wrong but something does not seem right. Is there anything wrong or am I just being a worried mother.
Forest H.
There is a lot going on here. A couple of high points: 1) It is against federal labor law to prohibit employees from discussing their salary. 2) Salaried employees can be required to use PTO but their pay cannot be reduced to cover holidays if they don't have any PTO available. 3) 90 days is irrelevant, many employers will have a "probationary" period but that does not affect what laws apply to the employee.
Employment
Employment Handbook
Florida
Employment handbook harassment policy?
I am a manager at a company that recently updated its employee handbook. I noticed that the new handbook does not include a policy for harassment, and I am concerned about how to handle such issues in my work environment. I am looking for an attorney to provide advice on the best way to implement a harassment policy and ensure that the policy is compliant with all applicable laws.
Diane D.
You need to find an attorney that does employment law and HR law. If you want, you can contact me, and I can help. I am very familiar with harassment policies and the applicable laws, and have participated in creating handbooks for employees.
Employment
Employment Handbook
California
Employment handbook confidentiality?
I am an employee of a large company and I recently received a copy of the company's Employment Handbook. I am concerned about the confidentiality of the information contained in the handbook. I want to know what legal obligations I have to keep the information in the handbook confidential, and what the legal consequences are if I do not keep the information confidential.
Myrna L.
According to the National Labor Relations Board, Employee Handbooks are not confidential. According to the NLRB, policies that treat Employees Handbooks confidential precludes employees from discussing working conditions, pay and benefits with unions or third parties; this is a violation of Section 7 of the National Labor Relations Act.
Employee Rights
Employment Handbook
California
Can my employer legally enforce a new policy in the employment handbook without notifying or obtaining consent from employees?
I recently received an updated copy of the employment handbook at my workplace, which included a new policy that significantly changes the dress code requirements. However, I was not notified about this change beforehand, nor was I asked to provide any consent or agreement to the new policy. I am wondering if my employer has the legal right to enforce this policy without proper notification or obtaining consent from the employees.
Patrick W.
Yes. If you are in an at will state and your employment is not for a period of time, your continued employment and aware of the new policy is adequate grounds for enforcing a new policy as a basis for employment termination or employment discipline.
Employment
Employment Handbook
Florida
Employment handbook disciplinary policy?
I am an employee at a large company and I recently received a disciplinary action for an incident that occurred in the workplace. I was given a copy of the company's Employee Handbook, but I am not sure what the disciplinary policy is or what the consequences are for violating the policy. I would like to understand the disciplinary policy so that I can better understand the disciplinary action taken against me.
Diane D.
You would have to submit the policy to an attorney so that it can be explained to you. You can submit a work order through ContractsCounsel.
Quick, user friendly and one of the better ways I've come across to get ahold of lawyers willing to take new clients.
View Trustpilot ReviewNeed help with an Employment Handbook?
Employment lawyers by top cities
- Austin Employment Lawyers
- Boston Employment Lawyers
- Chicago Employment Lawyers
- Dallas Employment Lawyers
- Denver Employment Lawyers
- Houston Employment Lawyers
- Los Angeles Employment Lawyers
- New York Employment Lawyers
- Phoenix Employment Lawyers
- San Diego Employment Lawyers
- Tampa Employment Lawyers
Employment Handbook lawyers by city
- Austin Employment Handbook Lawyers
- Boston Employment Handbook Lawyers
- Chicago Employment Handbook Lawyers
- Dallas Employment Handbook Lawyers
- Denver Employment Handbook Lawyers
- Houston Employment Handbook Lawyers
- Los Angeles Employment Handbook Lawyers
- New York Employment Handbook Lawyers
- Phoenix Employment Handbook Lawyers
- San Diego Employment Handbook Lawyers
- Tampa Employment Handbook Lawyers
ContractsCounsel User
Review of 26-page Employee Handbook for health & wellness start up
Location: Nevada
Turnaround: Less than a week
Service: Drafting
Doc Type: Employment Handbook
Number of Bids: 4
Bid Range: $200 - $850
User Feedback:
ContractsCounsel User