It often ends up as a key
document at a tribunal. Critically the law lets you cross refer
certain content from the contract (Terms & Conditions Statement) to
another source. These include Discipline & Dismissal,
Grievances, arrangements for managing sickness absence, and pension
great advantage is that these guidelines then need not be
"contractual" - they should not be.
Communications - helping
Where and how do you
communicate guidelines on use of internet, mobile 'phones, what to do
about (alleged) harassment, how to book holidays .... And easily
update this information.
In summary, it can be
written in a positive, employee-friendly manner, but there is no doubt
that as well as achieving good communications, it is an excellent way to
protect the employer.
We have produced many.
They are all different, reflecting the unique policies and style of the
In drafting handbooks we are
using all our employment law and employee communications knowledge.
They are professional HR documents. It takes time, but because of
our experience we can produce a bespoke product at very reasonable cost,
based on your policies, contracts or just your instructions.
Of course the exercise can
be part of an overall review of policies, but it need not be.
Typically (but not
necessarily) delivery is now via client intranet - which greatly eases
the problem of updating. We can provide in html (web pages), Word,
pdf's, whatever you require.
If you would like to see an
example content list, click
How much will it cost for an
employee handbook? Well, it
depends on where you are with HR policies, and how much detail you need.
If all the essential policies are clear, and you do not need additional
guidance, it will take little time. If you want a review of all
policies, new policies recommended based on law and best practice,
proposals/options reviewed with your senior management and perhaps a
recognised trade union, the agreed drafts converted to an intranet site
.... then that is substantial time and cost. But well worth it -
such an exercise is only needed once every 5-10 years (providing it is
maintained) and has very significant legal and communications benefits.
If you know you have a need
- start from scratch or an update for new law and best practice - but
cannot find the time, why not call and talk through what we could do to