Employee Handbook: why should you have one?
20 February 2023
- Contact Raphaël de Roubin
- Managing Director, Global Expansion US
- [email protected]
- +1 857 285 5955
An Employee Handbook is a best practice for any company with staff, especially those operating internationally.
When designed effectively, an Employee Handbook delivers numerous benefits, helping companies manage HR and benefits consistently across all locations and jurisdictions.
Who benefits from an Employee Handbook?
Employee Handbooks are widely used globally. When they are well designed, they serve both employers and employees equally, supporting clear HR and benefits policies, procedures, and expectations.
Their purpose is to define rights, responsibilities, and rules for both parties, ensuring a degree of protection in the event of a dispute and explaining what should or must be done in specific situations. Such a guide introduces employees to what they can expect from their employer and what is expected of them. For companies operating across multiple jurisdictions, handbooks also help maintain consistency while adapting to local requirements. In addition, by introducing an Employee Handbook to new employees during the onboarding process, employers demonstrate a true level of professionalism and structure. This indicates that the company is organised, in good standing, attentive, and caring towards its employees.
Reasons to have an Employee Handbook
An Employee Handbook is more than a compliance document. It’s a practical tool that supports HR and benefits consistency, sets expectations, and promotes a positive workplace culture. Here’s what a well-designed Employee Handbook can do:
- Introduce new employees to the company’s culture, mission, values, and approach to HR and benefits. This is especially important during international expansion when consistent onboarding unifies teams across borders.
- Provide a framework for consistent HR and benefits administration for international companies, while accommodating local compliance variations across multiple jurisdictions.
- Communicate responsibilities, policies, and procedures clearly so employees understand what is expected of them.
- Set clear expectations on key areas such as professionalism, dress code, workplace violence, drug and alcohol use, and harassment policies, among others.
- Help prevent workplace discrimination and promote equality across all locations.
- Establish reporting guidelines for incidents of discrimination or harassment, ensuring employees know how to escalate issues internally and to appropriate authorities.
- Include dismissal policies which, when followed correctly, strengthen the employer’s position in the event of termination.
- Ensure compliance with statutory minimum local employment legislation and outline any enhanced offerings beyond legal requirements.
- Centralise employment-related policies in one accessible document, reducing confusion and improving consistency.
How to create an Employee Handbook
Creating and maintaining an Employee Handbook that complies with local laws can be challenging. However, without one, companies risk confusion, compliance issues, and unnecessary costs. Effective handbooks require understanding local employment law in each market, documenting both global policies and jurisdiction-specific requirements, and establishing a review process to ensure adherence as regulations evolve.
In countries where they are common, ZEDRA’s HR and benefits team can help you limit the risk of litigation by developing an effective Employee Handbook and keeping it compliant with ever-changing local employment regulations.
To find out how we can help with HR and benefits support in any jurisdiction, contact Raphaël De Roubin.
Frequently Asked Questions
Employee handbooks detail clear HR and benefits policies, procedures, and rules that serve both employers and employees. They provide protection in the event of disputes and help companies stay compliant with statutory minimum local employment legislation. For international companies, handbooks maintain consistency while adapting to local requirements across jurisdictions and demonstrate professionalism and structure during employee onboarding.
Employee handbooks introduce company culture, mission, and values. They communicate responsibilities, policies, and procedures including workplace professionalism, dress codes, and conduct standards. Handbooks establish guidelines for reporting discrimination or harassment, include dismissal policies, and centralise employment-related policies in one place. They cover statutory minimum local employment legislation as well as any enhanced offerings above legal requirements.
Employee handbooks help prevent discrimination and promote equality in the workplace by providing clear and consistent expectations for professional conduct. They establish clear guidelines for employees on how to report incidents of discrimination or harassment to the employer and appropriate authorities. When followed correctly, handbook policies can strengthen the employer’s position in the event of a termination.
Creating employee handbooks and keeping them up to date and in compliance with relevant laws can be challenging, particularly across multiple jurisdictions. Without a handbook in place, confusion and costs are likely. HR and benefits specialists can help companies develop effective employee handbooks and keep them compliant with ever-changing local employment regulation in countries where handbooks are common practice.
