What to include in your employee handbook

Most handbooks have several common sections that cover standard rules and expectations. You can add additional sections, depending on the structure of your business:

1. Introduction and overview

This section introduces employees to your company and explains what the handbook will cover. Consider using it to position the handbook as a useful resource, and encourage employees to refer to the contents as often as necessary.

Consider adding the following to your introduction:

• Purpose of the handbook: Explain that the handbook serves as a guide to company policies and workplace standards.
• Welcome message: Include a warm welcome from the CEO or leadership. Let employees know that you’re proud to have them as part of the team. This is a good place to make a personal connection to the company’s goals, vision and values.
• About the company: Provide an overview of your company’s history, mission and core philosophy. You can talk about why the company started, discuss goals and explain how you put the company’s values into action.
• Policy updates: State how often the handbook is updated, and encourage employees to always use the most recent version.

2. Workplace policies

Discuss key company policies, making sure to explain who they apply to and why they’re important. By explaining the rules in detail, you can help create a fair, inclusive and productive work environment.

Include legal and inclusive policies such as:

• Equal Employment Opportunity Policy: Include an Equal Employment Opportunity (EEO) policy statement if applicable. This formalizes your company’s commitment to fair employment practices across hiring, promotion, pay and all other major career decisions.
• Accommodation policy: Outline how your organization supports employees who request workplace adjustments. Providing a clear process and a designated point of contact gives your management team a consistent, reliable standard to follow.
• Non-discrimination and anti-harassment policy: Clearly define the specific types of conduct your company prohibits, including discrimination, harassment and retaliation. Establishing a transparent reporting and review process reinforces expectations for professional conduct and keeps the workplace respectful.

Daily operational standards can include:

• Non-solicitation policy: Solicitation involves requesting money, support or participation for activities unrelated to the company. Define your guidelines clearly, including when solicitation is restricted or whether any exceptions apply, to minimize workplace disruptions during working time.
• Data security and privacy policy: Provide practical, transparent guidance on handling sensitive company data, customer information, passwords, devices and confidential records responsibly.
• Social media policy: Clarify expectations for using company branding, sharing confidential information and discussing workplace matters on personal accounts. This ensures online activity does not inadvertently impact the business.
• Health and safety policy: Outline essential safety procedures, emergency protocols and location-specific rules. This helps employees understand their individual roles in maintaining a secure, hazard-free environment.
• Corrective action process: Explain how your company responds when an employee falls short of workplace standards. Clear progression steps like coaching and written warnings promote fairness and consistency across all your teams.

3. Employment relationship

This section defines the formal relationship between employees and the company. It outlines different employment classifications and expectations. The goal is to ensure that workers understand their employment status, rights and obligations.

You can cover topics such as:

• Employment types: Define the different employee classifications (exempt or nonexempt, temporary), and discuss schedules, hours and time off work for each type.
• At-will employment: If applicable, include a statement that employment with your company is at-will and can be terminated at any time by either party for lawful reasons.
• Non-compete agreements and NDAs: Mention when employees may be required to sign non-compete or nondisclosure agreements (NDAs). Define how these agreements work and how they may affect employees’ actions in the future.

4. General employment information

This section is a practical guide to the daily logistics of working at your company. Employees can refer to it when they have a question about anything from payroll to working remotely. By clearly outlining these procedures, you can minimize confusion, streamline processes and ensure compliance with applicable laws and regulations.

You might include topics such as:

• Payroll and compensation: State the payroll schedule, and tell employees how to report their hours.
• Expense reimbursement: List reimbursable expenses, and explain the approval and submission process.
• Remote work policy: Describe which employees are eligible for remote work, and set expectations for communication and technology. For example, you might require employees to use a company laptop and encourage them to log into a virtual private network (VPN) when using public WiFi networks.
• Overtime: Summarize overtime policies, ensuring compliance with relevant laws and company standards.

5. Benefits

In this part of the employee handbook, highlight the benefits your organization offers. The goal is to help employees understand what’s available to them and how these perks can be used to support work-life balance and individual well-being.

Address topics such as:

• Insurance: Provide a general overview of available health insurance programs and contacts for more information.
• Leave policies: Include vacation, paid sick leave and other types of time off. Explain eligibility and the process for requesting leave.

Other topics to consider include retirement programs, employee assistance programs (EAPs) and other resources you provide.

6. Code of conduct

This section outlines your company’s expectations for employee behavior. It shows each person how to maintain a respectful, ethical and professional workplace. By defining these standards, you can create a framework that supports productivity and inclusivity.

Include topics such as:

• Attendance: Outline attendance policies and procedures for reporting absences.
• Dress code: If your company requires a specific type of clothing, such as a uniform, explain it clearly and note any exceptions.
• Technology and confidentiality: Provide guidelines for using company technology and protecting sensitive information.
• Conflict of interest: Define conflicts of interest and provide examples of prohibited activities.
• Behavioral expectations: Cover the behaviors you expect, such as respect and tolerance. Then, explain prohibited actions, such as harassment and substance abuse.

For each section, clearly define the rules and the consequences for violating them.

7. Exit policy

Tell employees what to do if they want to resign or retire. Explain who to contact and how to return company property. This section ensures that the process is clear, professional and fair.

You can include details such as:

• Resignation: Request that employees give you advance notice before they leave, and tell them how to start the process.
• Returning company property: Specify how employees are to return equipment or materials. Include steps for remote and on-site workers.
• Exit interviews: Request that departing employees schedule an exit interview, and let them know what to expect.

8. Employee acknowledgment

Include a signature line for employees to acknowledge they’ve read and understood the handbook. This can help confirm their commitment to following the outlined policies. It can also help protect your company in the case of a dispute.

Employee handbook templates for PDF and Word

As you write your company’s employee handbooks, use the following templates as a guide. Each one outlines common business policies and guidelines while allowing you to edit the text to suit your operation.

*Indeed provides these examples as a courtesy to users of this site. Please note that we are not your HR or legal adviser, and none of these documents reflect current labor or employment regulations.