Employment Handbook: Purpose, What's Included
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Quick Facts — Employment Handbook Lawyers
- Avg cost to draft an Employment Handbook: $710.00
- Avg cost to review an Employment Handbook: $950.00
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- Clients helped: 57 recent employment handbook projects
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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.
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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.
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Mark D.
Partnering with business clients to keep their greatest asset - their employees - from becoming their biggest liability. Mark accomplishes this by working with in-house counsel and human resource professionals of several Fortune 50 companies, as well as many smaller public and privately held profit and not for profit organizations, to provide advice and counsel on the day to day employment and workforce practice issues encountered by those organizations. For over fifteen years Mark has been Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization. He is licensed and practices in both Texas and Colorado and has focused his practice for the last 20 plus years on defending companies in employment and labor related matters. During this time Mark has had extensive experience in handling and responding to a wide range of local, state and federal employment issues that impact the management and operations of businesses in a wide range of industries. Mark's experience includes appearances before state and federal agencies and regulatory boards, litigation in both state and federal courts, defense of class actions and appearances before courts of appeal. While Mark regularly handles matters in litigation, he has a high regard for handling every issue with the best interest of the client’s business. Mark is a published author and regular speaks on labor, employment and workplace practice topics. Whether it be an investigation by the Occupational Safety and Health Administration (OSHA), the Wage & Hour division of the U.S. Department of Labor, or other state agency; an Equal Employment Opportunity Commission (EEOC) or state agency charge claiming a violation of local, state or federal employment or labor laws; or the need for direction on a hiring, termination or business operational issue involving employees, Mark has extensive experience in handling these and many other employment and labor issues.
"opened by mistake. but i have kept all your contact info and will be in touch for anything we need in the future!"
Nicholas M.
Nicholas Matlach is a cybersecurity expert (CISSP) and an attorney who is dedicated to helping small businesses succeed. He is a client-focused professional who has a deep understanding of the challenges that small businesses face in the digital age. He also provides legal counsel to small businesses on a variety of issues, including formation, intellectual property, contracts, and employment law.
"Enjoyed his demeanor. Professional yet down to earth. The document created for me was very explicit and easy to read. I would recommend :)"
Heather B.
Heather B.
Delivering proactive and strategic guidance to health and fitness professionals and entities as they scale.
"Heather was outstanding. She carefully reviewed my appeal letter and evidentiary dossier, signed it on her firm letterhead, and delivered a polished PDF within a day. Professional, responsive, and measured in her work. The appeal succeeded and my account was restored. Highly recommend."
Ramanathan C.
Triple Qualified New York Attorney, Australian Lawyer & Enrolled NZ Barrister & Solicitor
"Rama was timely and responsive to all my needs & questions. From day one, he presented a tailored proposal for my project that felt personalized and thoughtful. He is pleasant to work with and professional with his legal advice. I'd be happy to work with him again."
Darryl S.
Darryl S.
I offer flat/fixed fees rather than hourly work to help lower your legal costs and align our interests. I specialize in contract law and focus on making sure your contract is clear, protects your interests and meets your needs. You can expect fast, straightforward communication from me, making sure you understand every step. With my experience, you'll get a detailed review of your contract at a fair, fixed price, without any surprises. I have over 30 years of business and legal experience that I bring to your project. I graduated from The University of Texas School of Law with High Honors in 1993 and practiced at Texas' largest law firm. I have founded companies and so understand how to be helpful as both a lawyer and business owner.
"Had a great experience working with Darryl. He was thoughtful, direct, responsive, and most importantly able to quickly understand a complex business and regulatory structure without overcomplicating things. Really appreciated his practical approach and ability to explain things clearly. Highly recommend."
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Laura C.
Serving the Greater New Orleans Westbank, Laura brings a unique blend of legal expertise and technical regulatory experience to individuals and small businesses navigating complex legal challenges. With a Juris Doctorate from Loyola College of Law’s Civil Law Night Program (2017) and a Bachelor of Science in Civil Engineering from the University of New Orleans (2011), Laura offers grounded, strategic legal support rooted in real-world problem-solving. Prior to practicing law, Laura spent over a decade at the U.S. Department of the Interior, focusing on environmental and safety regulatory enforcement for offshore oil and gas operations. There, she led compliance reviews, developed policy, mediated between federal experts and industry representatives, and presented at major professional conferences on exploration, development, and environmental planning. This experience has instilled a deep understanding of complex regulatory frameworks and strong negotiation skills—assets to any client. Laura also served as Vice President of her union local, where she advocated for federal employees in disciplinary matters, negotiated workplace policy changes, and secured ADA accommodations—experience that informs her empathetic, client-centered approach to employment and family law.
JOSEPH R.
June 20, 2025
JOSEPH R.
Since starting as a Wall Street lawyer in 2004, I have led and closed 100's of transactions ranging from small business acquisitions to multi-billion-dollar domestic and international deals as well as private capital raises large and small. With over 20 years of experience in corporate, M&A, and securities law, I provide strategic legal counsel tailored to high-stakes business initiatives as well as critical advice to startups and companies raising capital. 🔴CORE PRACTICE AREAS: Capital Raising: Structuring and preparing Private Placement Memorandums (PPMs), SAFE Notes, Convertible Notes, Promissory Notes, Bridge Notes, Warrants, Reg A, Reg CF, Reg D, and Reg S offerings. Business Transactions: Representing buyers and sellers in domestic and cross-border M&A. Startups and Growth-Stage Businesses: Formation, structuring, scaling, and preparing businesses for investment or acquisition. Exit Planning: Legal strategy and execution for business sales and investor exits. Strategic Advisory: Advising boards of directors, C-suite executives and founders on overall business strategy and business acquisition/disposition matters. 🔴LEGAL EXPERTISE: Structuring and negotiating complex M&A and capital markets transactions. Drafting core transactional documents: purchase agreements, subscription agreements, operating/shareholder agreements, and corporate governance materials. Advising on securities compliance, including Reg A, Reg D, and Reg S offerings, Blue Sky compliance, and SEC filings. Fund formation and structured finance: extensive experience with CDOs, CMBS/RMBS, and Investment Company Act issues. Partnering with senior management and boards to align legal strategies with business objectives. Collaborating with international counsel and multidisciplinary teams on multijurisdictional deals. 🔴TRACK RECORD: Former Senior Associate Attorney at international Corporate M&A powerhouse Clifford Chance and top Corporate & Structured Finance law firm Thacher Proffitt & Wood both in Manhattan (New York City), where I represented investment banks, public and private companies, private equity sponsors, startups and hedge funds on strategic transactions. Closed and supported multi-billion-dollar deals across industries and jurisdictions. Delivered practical legal solutions to drive successful outcomes for clients ranging from startups to global financial institutions. I am licensed to practice law in New York and Texas. Corporate & Securities Attorney | Strategic Deal Advisor | M&A and Capital Raising Specialist
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Browse Lawyers NowLawyer Reviews for Employment Handbook Projects
Employee Handbook
"Lori was excellent to work with and very responsive"
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."
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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.
"Thanks for getting this done before end of year!"
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Intellectual Property
Employment Handbook
Florida
Employment handbook intellectual property policy?
I recently started a new job and was provided with an employee handbook that outlines company policies and procedures. I am concerned about the intellectual property policy outlined in the handbook, as it is not clear to me whether I have any ownership rights over the work I am creating for the company. I would like to understand my rights with respect to the intellectual property I am creating for the company, and what I can do to ensure that I am protected.
Daniel D.
Without seeing the handbook it would be difficult to answer your question. Generally, what an employee creates for the Company is Company property, unless you have an agreement with them that states otherwise. It would also be helpful to know if you are an employee or independent contractor. Sometimes Company's give employee handbooks to independent contractors but the classification of whether you are an employee or independent contractor is important to this analysis.
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 change the policies in the employment handbook without notifying the employees?
I recently discovered that my employer made significant changes to the employment handbook, including policies regarding vacation time, sick leave, and disciplinary procedures, without notifying the employees or providing us with an updated version of the handbook. I am concerned about the legality of these changes and whether my employer can enforce them without proper notification and acknowledgment from the employees.
Dolan W.
Hello! I'm so sorry this is happening to you. Generally, if you have a contract (the handbook or policy), then you are bound to those terms. If the employer changes the terms, they are allowed to; however, they need to give you some notice of the change in those specific terms in advance. This means that they should give you notice equal to the time between pay periods (e.g. two weeks). If they make a change, then it's not technically enforceable until you get proper notice. The notice does not need to be in writing. Good luck! Dolan
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
New York
Employment handbook family leave policy?
I recently accepted a position at a new company and I was given an employee handbook to review prior to my start date. I noticed that the handbook does not include any information on family leave policies. I am wondering what the company's policies are related to family leave and how they may affect my employment. I would like to understand my rights and responsibilities as an employee when it comes to family leave.
Gregory F.
Generally, employers must have at least 50 employees at your location or within a 75-mile radius of your location to be covered under the FMLA. Further, employees of covered employers are not eligible for FMLA leave until they have been employed for at least 1 year and have worked at least 1,250 hours within the past 12 months.
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