1. Introduction and overview

This section introduces employees to your company and sets expectations for the handbook. The introduction should serve as a welcoming entry point that highlights your company’s values, provides a brief history and outlines how the handbook is intended to be used as a guide for navigating workplace expectations. Consider including:

• 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 team. Share the company’s goals, vision and values in a relatable and personable way.
• About the company: Provide an overview of your company’s history, mission and core philosophy. Use prompts like:
  • “We’ve been in business since [year].”
  • “Our mission is [company mission statement ].”
• Policy updates: State how often the handbook is updated and clarify that the most recent version supersedes previous editions.

2. Workplace policies

This section provides the foundation for a fair, inclusive and productive work environment by outlining key workplace policies. Explain why these policies exist, who they apply to and how they contribute to a safe and inclusive workplace. You can include:

• Equal Employment Opportunity Policy: For companies subject to the U.S. Equal Employment Opportunity Commission (EEOC), include an Equal Employment Opportunity (EEO) policy statement.
• Accommodation Policy: Discuss your company’s approach to accommodations in compliance with the Americans with Disabilities Act (ADA). Provide an overview of the process employees should follow to request reasonable accommodations and identify a point of contact for assistance. Emphasize your commitment to supporting employees’ diverse needs to create an inclusive work environment.
• Non-Solicitation Policy: Solicitation involves requesting money, support or participation in activities unrelated to the company. Define your non-solicitation policy clearly, including any exceptions.

3. Employment relationship

This section defines the more formal relationship between employees and the company to ensure clarity and alignment around employment classifications and expectations. By addressing these key areas, this section helps employees understand their employment status, rights and obligations within your company. You can cover topics like:

• Employment Types: Define classifications (exempt, nonexempt, temporary) and the hours typically worked for each.
• At-Will Employment: If applicable, include a statement that employment is at-will and can be terminated at any time by either party for lawful reasons.
• Non-Compete and NDA Agreements: Mention when employees may be required to sign non-compete or nondisclosure agreements.

4. General employment information

This section can be a practical guide to the day-to-day logistics of working at your company. It can include essential details about how employees are paid, how expenses are reimbursed and how to navigate flexible or remote work arrangements. By clearly outlining these procedures, you can minimize confusion, streamline processes and ensure compliance with applicable laws and regulations. Include:

• Payroll and Compensation: State the payroll schedule and describe timekeeping requirements.
• Expense Reimbursement: List reimbursable expenses and explain the approval and submission process.
• Remote Work Policy: Describe eligibility, expectations for communication and technology requirements for working from home.
• Overtime: Summarize overtime policies, ensuring compliance with relevant laws and company standards.

5. Benefits

This section highlights the benefits your organization offers, helping employees understand how your company supports their well-being and work-life balance. Benefits may include health insurance, leave policies, retirement programs and other forms of support. Address topics like:

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

6. Code of conduct

This section outlines your company’s expectations for employee behavior, emphasizing the importance of maintaining a respectful, ethical and professional workplace. By defining standards for attendance, dress, technology use and confidentiality, you can create a framework that supports productivity and fosters a positive organizational culture. Include topics like:

• Attendance: Outline expectations for attendance and procedures for reporting absences.
• Dress Code: Specify clothing guidelines, noting when exceptions may apply.
• 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.

7. Exit policy

Detail the steps for resignations, retirements and returning company property. This section ensures that the process is clear, professional and fair. Including information about exit interviews and post-employment references can also help maintain positive relationships with former employees. You can include details like:

• Resignation: State the notice period required and procedures for job abandonment .
• Returning Company Property: Specify how employees should return equipment or materials.
• Exit Interviews: Highlight the value of exit interviews and what employees can expect.

8. Employee acknowledgment

Include a section for employees to acknowledge they’ve read and understood the handbook. This can help confirm their commitment to following the outlined policies.

Employee Handbook Templates for PDF & Word

By downloading these templates, you can effortlessly create an employee handbook that not only outlines your business’s policies and guidelines but also ensures a clear understanding among your employees.

Frequently asked questions about employee handbook templates

How do I create an employee handbook for remote employees?

Creating an employee handbook for remote team members is similar to creating one for in-office staff. Most of the content laid out in the employee handbook template may remain the same, as workplace policies, professional standards and compensation information typically apply to all employees. If your team is mostly remote, you may expand the “Working from home” section to accurately reflect your remote work policy.

What’s the difference between an HR policy and an employee handbook?

Employee handbooks apply to all members of a workforce, providing necessary company policy information and communicating organizational values. An HR policy documents how the HR team should function. Though it’s important to implement an HR policy, the document itself is typically referenced by company leaders and HR professionals.

Do small businesses need an employee handbook?

An employee handbook outlines key policies and procedures crucial for employee success, regardless of company size. Having this information early may also support a positive work environment as the business grows. Small businesses can use the sample employee handbook above, adjusting it to reflect company policies.