Staff handbooks, contain an organisation’s workplace policies, procedures and rules which supplement and stand in addition to, contracts of employment. These not only set out clear standards of behaviour which the employer expects from its employees and provide a framework for managers dealing with workplace issues, but also contain policies which are required by law, and others which can help the employer avoid a legal liability.

For example, disciplinary and grievance policies are required by law, and an employer would be severely criticised for having no equality and diversity policy in the event of any discrimination litigation.

Usually staff handbooks are non-contractual documents containing discretionary policies and procedures. This means that an employer can change the contents with employees’ agreement and employees have no legal right to enforce matters set out in staff handbooks. Sometimes however, some or all of the contents of staff handbooks are (or, can become over time) incorporated into contracts of employment. This may be particularly important for employees as regards the redundancy policy for example. It is therefore always important to check and clarify the status of your staff handbook. This is not always an easy thing to do and taking advice is recommended.

Further details about staff handbooks, and what to include in them, can be found here.

For details of our fixed price staff handbooks, click here.

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Updates: For employers: Contracts and incentives | Staff handbooks |
Tagged with: Staff handbook |

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