Staff Handbooks | Policies | Contracts

Bespoke employee handbooks, policies and procedures

Section 1 Written Statement of Particulars of employment

Section 1 of the Employment Rights Act 1996 states that, where a worker begins employment with an employer, the employer shall give to the worker a written statement of particulars of employment

The EPR Law guide to employee handbooks, policies and procedures. 

Top 5 reasons for a staff handbook

What is a staff handbook?

A staff handbook, which may also be known as an employee handbook, is an extremely important internal communication tool that brings together, an organisation’s workplace policies, processes, rules and procedures. Read more here

Why have a staff handbook EPR Law specialist employment law solicitors

Why have a staff handbook?

We are often asked this question. There are many reasons why even the smallest business should have a staff handbook. The handbook is a quick and efficient way of introducing new employees to the culture, mission and values of a business. Read more here

Is a handbook a legal requirement? EPR Law employment law solicitors

Is a handbook a legal requirement?

No, employers are not required by law to have a staff handbook but it is important to state that there are certain policies that an employer is required to put in writing and make accessible to employees.
Read more here

     

    Contract and handbooks working together

    How does the staff handbook work?

    The staff handbook works in conjunction with the employee’s contract of employment.  A well-drafted staff handbook adds additional structure and clarity to the working relationship by ensuring that everyone knows which procedure to follow in any given situation.

    is the staff handbook contractual

    Is the staff handbook contractual?

    We advise that the staff handbook is non-contractual. This allows the handbook to be a living document that can be updated in line with business objectives and changes in legislation and case law. It also avoids potential breaches of contract if an internal policy needs to be departed from.

    Top five reasons why you need a staff handbook

    Top 5 reasons why every business needs a staff handbook.

    1. To introduce employees to the culture and objectives of the organisation
    2. To ensure information and answers to the common questions employees are most likely to raise in relation to their employment is easily accessible
      Read more here

    Three Core Policies

    Equality in the workplace EPR Law

    Equal Opportunities Policy

    An equal opportunities policy is, without doubt, one of the most important policies in the handbook. Employers with an equal opportunities policy show commitment to tackling discrimination within their workplace. A well-drafted policy ensures that employees and managers are informed about equal opportunities, diversity and inclusion and understand the consequences of non-compliance with the policy.

    Disciplinary & Capability Procedure

    Disciplinary & Capability Procedure

    All employers are required to outline their disciplinary rules and procedures as part of the contractual terms they offer their employees.

    A disciplinary and capability procedure also helps to maintain standards of conduct and performance, ensuring fairness and consistency of treatment and in establishing the fairness of any dismissal.

    EPR Law Grievance Procedure

    Grievance Procedure

    Similarly, all employers are required to set out details of how concerns at work can be addressed. This is not only an important safeguard for employees but also allows employers to deal with concerns at an early stage when they are often more easy to resolve.

    Top Tips For Staff Handbooks

      1. Keep the handbook easy to read
      2. Ensure the handbook is accessible
      3. Appropriate tone of voice – ensure the style and content of your policies reflect the culture of your business
      4. When considering a new handbook or policies consider engaging your employees first
      5. Let employees know that policies are non-contractual and subject to change
      6. Follow your own policies, be consistent and try not to deviate from it unless there are exceptional circumstances 
      7. Recommend that employees read and understand the contents
      8. Review the handbook regularly to ensure that it is up to date with the law
      9. Draft your handbook with your employees in mind
      10. Make the purpose of each policy clear so that they can be followed easily

      Recommended

      Staff Handbook Policies

      Adoption Leave Policy

      Anti Bribery & Corruption Policy

      Anti Harassment & Bullying Policy

      Disciplinary & Dismissal Policy

      Dress Code Policy

      Email & Internet Policy

      Equal Opportunities Policy

      Expenses Policy

      Grievance Procedure

      Health & Safety Policy

      Holiday Policy

      Hybrid Working Policy

      Maternity Leave Policy

      Paternity Leave Policy

      Shared Parental Leave Policy

      Sickness and Absence Policy

      Social Media Policy

      Working From Home Policy

      For more information about employment contracts and handbooks contact EPR Law today

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