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Company handbooks / staff handbook

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Company handbooks / staff handbook

A company handbook (or staff handbook) is a document in which many employers set out those ‘rules’, policies and procedures which do not appear in the contract of employment. They are a good way of passing on all sorts of important information to staff about their rights, obligations and their employers expectations of them. We are able to offer the following policies at £50 plus VAT per policy, or £999 plus VAT for a complete set of policies.

If your business requires further policies not included below, please contact our employment team on 0114 249 59 69 for a quote.

Examples of the types of policies / procedures contained in company handbooks – and which we highly recommend you have are:

  1. Expenses Policy
  2. Equal Opportunities Policy
  3. Anti-harassment and Bullying Policy
  4. Anti-corruption and Bribery Policy
  5. Sickness Absence Policy
  6. Capability Procedure
  7. Disciplinary Rules
  8. Disciplinary Procedure
  9. Grievance Procedure
  10. Whistleblowing Policy
  11. Maternity Policy
  12. Paternity Policy
  13. Adoption Policy
  14. Parental Leave Policy
  15. Time Off for Dependants Policy
  16. Compassionate Leave
  17. Bereavement Leave
  18. Flexible Working Policy
  19. Homeworking Policy
  20. Career Break Policy
  21. Time Off for Training Policy
  22. Time Off for Public Duties
  23. Adverse Weather and Travel Disruption Policy
  24. Health and Safety Policy
  25. No-smoking Policy
  26. Stress at Work Policy
  27. Substance Misuse Policy
  28. Data Protection Policy
  29. Information and Communications Systems Policy
  30. Social Media Policy
  31. Redundancy Policy
  32. Retirement Policy

Company handbooks and policies / procedures contained within them may be contractual or non-contractual, depending upon how they are worded and whether they confer any rights onto the employees.

If a document is “contractual” then it forms part of the employment contract and cannot easily be changed.

From an employer’s point of view, it is preferable that the handbook is non-contractual, because they are able to withdraw or amend particular parts of the handbook as and when they see fit. On the other hand, if the policies / procedures are contractual and confer rights on the employees, the employer will not be able to amend or withdraw the policies / procedures without the consent of the employees. This can prove very restrictive in practice.

It may be possible to phase out contractual handbooks, policies or procedures and replace them with non-contractual ones. However, this is very risky for employers and advice should be sought before any action is taken.

Contact Ironmonger Curtis with Bell & Buxton employment solicitors in Sheffield today

Speak to a member of our team today by contacting us on 0114 249 59 69 or completing our online contact form here.

For business law advice call 0114 249 59 69


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