What should go in an employee handbook?
A handbook is where the day to day rules live, so your contract does not have to carry everything. Done well it makes managing people easier. Done badly it becomes a document nobody reads.
The handbook supports the contract
Keep binding terms in the contract and put the practical, everyday guidance in the handbook. That way you can update working practices without reopening everyone’s contract each time. Be clear about which parts are contractual and which are guidance.
Core policies most handbooks include
The right list depends on your business, but most handbooks cover the same essentials.
- Absence and holiday.
- Disciplinary and grievance procedures.
- Equality, dignity at work and anti harassment.
- Health and safety basics.
- IT, social media and confidentiality.
Only include what you need
A handbook stuffed with policies you will never use is harder to follow and harder to keep accurate. Include the policies that match how your business actually runs, and leave out the rest until you genuinely need them.
Keep it readable and current
Write in plain language so people can actually use it, and review it when your practices change. A short, current handbook beats a long, out of date one every time.
Common mistakes to avoid
- Copying a generic handbook that does not fit.
- Blurring the line between contract and guidance.
- Including policies you never apply.
- Never reviewing it after it is written.
When to get HR support
You can build a simple handbook yourself, but help pays off in some cases.
- You are writing your first handbook.
- You operate in a sector with specific risks.
- You are unsure what should be contractual.
- Your existing handbook is out of date or inconsistent.
Last reviewed: 19 June 2026.
This article is general guidance for employers. It is not a substitute for tailored HR or legal advice for your particular situation.
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Common questions
A handbook itself is not strictly required, but having clear policies, such as disciplinary and grievance procedures, is important and expected. A handbook is the usual way to bring them together.
Usually most of it is non contractual guidance, so you can update it more easily, with certain key procedures referenced in the contract. Be explicit about which parts bind both sides.
Review it when your working practices change, and otherwise on a sensible regular basis. The aim is to keep it accurate rather than to rewrite it constantly.
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