An employee handbook isn’t just a bunch of rules—it’s your company’s playbook. It sets expectations, helps new hires get their bearings, and gives everyone a reference point when questions come up. But a lot of handbooks miss the mark because they’re either too vague, too legal, or missing some core pieces altogether.

If you’re building a new handbook or cleaning up an old one, here are the policies you definitely want to include.

1. Code of Conduct

Every workplace needs a baseline for behavior. This doesn’t have to be a long list of “don’ts,” but it should clearly outline what respectful, professional behavior looks like at your company. Think things like showing up on time, treating coworkers with respect, handling conflicts professionally, and maintaining a safe and inclusive environment. It sets the tone for how you expect people to treat each other—and your clients.

2. Anti-Harassment and Non-Discrimination

This one’s non-negotiable. Your policy should clearly state that your company does not tolerate harassment or discrimination of any kind—based on race, gender, age, religion, disability, sexual orientation, or any other protected status. It should also include how employees can report concerns and what steps the company will take to address them. More than just a legal safeguard, this shows employees that you take their safety and dignity seriously.

3. Time Off and Leave Policies

Don’t make employees guess how and when they can take time off. Clearly outline your policies for vacation, sick leave, holidays, parental leave, and any other type of time off you offer. Be clear about how to request time off, how it's tracked, and if any of it rolls over. Also include info on things like unpaid leave or jury duty—it’s always better to cover it upfront than scramble later.

4. Attendance and Work Hours

Set expectations around schedules, punctuality, and reporting absences. If you have flexible work hours, remote options, or different expectations for different roles, explain them here. And don’t forget to include how you handle late arrivals or no-shows—consistency starts with clarity.

5. Workplace Safety

This is especially important for physical workplaces or roles that involve equipment, travel, or physical labor. But even office environments need a safety policy. Outline basic procedures for staying safe, what to do in an emergency, how to report accidents, and any training that’s required. If you have a remote team, include guidance on ergonomics and setting up a safe home office.

6. Compensation and Payroll

Employees want to know how and when they’ll be paid—and what to do if something’s off. Include your pay schedule (weekly, bi-weekly, etc.), how overtime is handled, and any relevant info about bonuses, raises, or pay transparency. It’s also smart to include where to go with payroll questions—no one wants to chase down a mystery check.

7. Technology and Device Use

Set expectations around how employees should use company devices, email accounts, and internal systems. If personal devices are allowed for work, cover that too. You don’t have to be overly strict, but you should include basic do’s and don’ts—especially around data security, passwords, and protecting sensitive information.

8. Benefits Overview

This doesn’t need to be a full benefits guide (those often live in a separate document), but your handbook should give a high-level summary of what’s offered—health insurance, retirement plans, wellness programs, employee assistance programs, etc. Let people know how to get more details and who to talk to with questions.

9. Discipline and Performance Management

You don’t need a harsh-sounding section here, but you do need something that explains how your company handles performance concerns and misconduct. Employees should know what to expect if they make a mistake, fall short of expectations, or violate a policy. A clear, fair process helps prevent surprises and builds trust.

10. Acknowledgment Form

This isn’t a policy, but it’s a must-have. You want employees to sign something that says they’ve received the handbook and understand that it’s their responsibility to read it. This helps with accountability and protects your business if issues arise down the line.

Conclusion

A good handbook doesn’t just protect your company—it sets your team up for success. When policies are clear, fair, and aligned with your culture, employees feel more confident and empowered.

If you're not sure where to start—or your handbook feels more like a dusty legal document than a helpful resource—Tru Art HR can help. We create handbooks that are practical, compliant, and actually readable. Let’s build one your employees will actually want to use.

Author: Oksana Day, SHRM-CP