Employee Handbooks outline the policies and procedures that all employees are expected to adhere to. While they come in many shapes and sizes (dependent on the nature and size of the workplace), the Handbook should be the go-to information source for employees.
Within your Company Handbook, it is important to identify the areas that are contractually binding and the sections that are guidelines. In general, rights are considered binding terms, while guidelines are not usually considered binding. That being said, a Tribunal can look at ‘custom and practice’ and decide that a non-contractual term is contractual or vice-versa. This is why it is vital that employers obtain legal advice when drafting or updating their Company Handbooks. It is also important to consult with Union Representatives and any individuals who may be in charge of sections or areas covered in the Handbook.
A Handbook will include information on all aspects of the business and workplace, including Health & Safety, uniform, equal opportunities, holiday procedures, email and communication policies (including social media policies) and anything else that is relevant to the smooth running and safety of the business and its staff. It may also include department specific policies and procedures.
Jarmans’ team of Employment solicitors are available to assist with the drafting or checking of any Employee Handbooks. We are also available to rewrite, edit and update staff and department policies and recommend that employers regularly check and update all policies with the assistance of a legal representative.
Hi Jay, just wanted to say thank you for the help that Jarmans have given my friend L G who I referred to you. You have been so helpful and supportive.
Another great job thank you!