Do we need a company handbook?

Organisations are multi-faceted. There are people, processes, products to manage and take care of. And of course there are strict legal, financial and regulatory requirements to meet.

A considered and cohesive approach to operations is a key feature of every successful business. Processes and procedures need to be established and communicated clearly so that everyone in the organisation understands what is expected of them and what they can expect from their employer. They know where to turn and what to do in given situations. And they can get on board with the company’s values – the things it stands for and the things it doesn’t.

A company handbook is the collection of these policies. A bit like a rule book, it typically contains policies on equal opportunities, disciplinary and grievance, data protection, flexible working, whistleblowing, and absence (among many others). Having these policies, some of which are a legal requirement, in one place makes a handbook a great point of reference for employees to check the procedure for calling in sick, or make a complaint of bullying, for example.

As well as informing employees about steps to take, a company handbook is an important protection mechanism for employers. First and foremost, it can help reduce risk because a handbook (if communicated well and followed by everyone in the organisation) should lead to everything running smoothly. Of course, things don’t always pan out like that. However, having a well-drafted handbook in place shows the employer’s commitment to legal compliance and to the fair treatment of its workforce. This can be useful evidence in employment tribunal cases, but only where the employer has followed its own procedures and acted in the spirit of its policies.

Our team prepares company handbooks for a wide range of businesses, from the small, family-owned, to plcs. We advise on the ‘essential’ policies and those that could prove useful to a particular organisation. And there are two other key pieces of advice we offer: the first is that it isn’t enough for a business to merely upload its handbook to the intranet; staff should be directed to it and, ideally, receive training. The second piece of advice is: make sure your handbook is kept up-to-date. Employment law is fast paced. It’s so important to maintain a close eye on developments and ensure your documents keep up.

If you are looking to put a company handbook in place, or are concerned that your policies may need updating, call our team on info@bsandi.co.uk or call now on 01264 353411.