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Published by: Alec Colson

What should be included in a Staff Handbook

Taylor Walton will be holding free employment law workshops at the end of February/ beginning of March in relation to what should be included in a staff handbook and its legal implications.

The workshops are designed for employers who do not have an in-house HR resource.  Employers often purchase “off the shelf” staff handbooks from a variety of organisations, usually at considerable cost, when many of the policies contained in the handbook may have no relevance to the employer.

In our workshops, we will be exploring the types of policies which may be included as part of the staff handbook and identifying which policies are relevant to particular business needs.  For many employers, the handbook may not need to contain detailed policies which may only serve to complicate matters and “trip up” the employer if they overlook a particular aspect of a policy hidden at the back of the handbook. For example, does the employer need have a complicated redundancy policy other than the statutory requirement to follow a fair consultation process. Policies should be as simple as possible and written in plain English so that they can be understood by both the employer and the employee.

There are some essential policies which need to be included in the staff handbook. To read more click here.