How it works
Our recommended essential policies ensure your staff handbook meets the minimum legal requirements. You can select additional policies for your needs.
Digital staff handbooks mean no paper copies, large downloads or excuses for employees’ not reading it. Our experts keep policies compliant & up-to-date.Interactive Demo Free Trial
Simply click ‘free trial’ and fill out the form with key information about your organisation
Your customised staff handbook will be ready within one working day* to share with employees
After your free trial is up, you choose whether to keep your online employee handbook
*When ordered before 3pm Monday to Thursday, and 12pm Friday.
11 Reasons you Need an Employee Handbook
You need to do this because a tribunal claim can seriously damage your health and your business prospects! So make sure you take the simple step of having an employee handbook. That alone reduces the risk of a Tribunal claim by 30%.
An employee handbook is, of course, only one way of many. But there will also be occasions when employees seek information and you are not handy. Employee handbooks can provide a ready source of info on what to do in the event of bad weather, if a domestic emergency arises or just what your policy might be on mobile phone usage.
Prestigious customers can make a real difference to your business. Major retailers, for example, frequently engage auditors before, and after, selecting a supplier. An employee handbook can impress them with your good employment practices.
Fund providers often have an agenda, to promote environmental good practice or to counter modern slavery, for example. Make sure you have in place the policies you need to access the funds you are after.
The best employees can be worth many times the value of the average employee. But the best employees are picky. They like to be sure a potential employer is going to be a good employer. A well written and accessible employee handbook will generate credibility and confidence.
You are a good employer, or you would not have read this far. Get that across to your employees with sound practices in equal opportunities, data protection, compassionate leave, etc. and they’ll go the extra mile.
Things go wrong, sometimes. You do not want dysfunctional staff, employees throwing in the towel and taking you to tribunal, or employees exposing failings in the press. Having policies such as grievance procedures, anti-bullying, and whistle blowing provide a safety valve. That way you’ll know if things are going wrong before the point of no return.
Before you contemplate parting company with an employee, for whatever reason, you must see that your “ducks are in a row”. Sound policies and procedures can guide directors and managers. Nothing protects you more from spurious tribunal claims than following transparent procedures.
So you have superb products or services and you are becoming a respected brand – in the market place. But what about your employees? Do they know what a great employer you are?
A well presented employee handbook is your shop window for them.
Holiday pay and maternity leave top our frequently asked questions list. Make sure your employee handbook addresses these issues in a clear fashion and you’ll waste less time on these routine matters.
I guess you don’t want to do this right now but, at some time you probably will. Your sound employment policies and procedures will show due diligence and they will be valuable when you are seeking a good buyer.