Writing a comprehensive employee handbook is a daunting task for an employer without an HR background. That’s why many documents end up including only the bare minimum, even when it's crucial that you go beyond the basic requirements.

Having a comprehensive document that your employees can refer back to will not only properly inform your team, but also protect you (the employer) from legal issues.

It’s the best way to ensure that everyone is on the same page.


Aside from the obvious inclusions (vacation allowance, benefits, mission & values) what are some key points that are often overlooked in the employee handbook?

Sexual harassment policy

With the holidays just around the corner, and likely a company party, having a sexual harassment policy is key. Although under federal law you are not legally required to have one – You should

Include a clear explanation of prohibited conduct, assurance that employees who makes complaints will be protected, and a clear description of the complaint process

A carefully defined work week

Recent workplace trends show that employees are working flexible schedules more often than ever.

Ensure that your employee handbook clearly outlines what the ‘work week’ is exactly, and what, if anything, will constitute overtime. The standard for full-time employment has typically been 40 hours, but many employers now also consider employees full-time when they work 35 hours.

Are employees expected to work 9-5 or is there flexibility to both come in and leave earlier?

Remember also that you should detail break and lunch times, as well as overtime policies and restrictions. 

Digital distractions

Things aren’t like they were 10 years ago. Smartphones are like computers, and in the 21^st century workplace, employees must manage additional digital distractions.

It’s normal for a lot of us to habitually check our Facebook, Twitter, even our Instagram at work.

Employers must adjust to the rise in social media and create a clear policy for digital engagement during work. ‘Use your best judgment’ won’t always work in this situation.

Other important things to consider:

Your employee handbook is a living document and should be updated in a regular basis, ideally every year.

As well, you should always have a lawyer evaluate your handbook. Some policies are legally required and leaving them out could have serious repercussions.

Lastly, introducing your employee handbook to new hires is one of the most significant steps in the onboarding process – Do not skip it.

Once you have reviewed your employee handbook with new hires, there should be an online copy where employees can reference it when they need to.

Need help covering all your bases and making sure your employee handbook is a comprehensive document? Check out one of our free resources below!