{"id":1675,"date":"2024-04-02T20:47:03","date_gmt":"2024-04-02T20:47:03","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=1675"},"modified":"2026-02-16T06:21:18","modified_gmt":"2026-02-16T11:21:18","slug":"5-workplace-policies-employee-handbook","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/policies-handbooks\/5-workplace-policies-employee-handbook\/","title":{"rendered":"5 must-have workplace policies for your employee handbook"},"content":{"rendered":"\n
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by\u00a0Brightmine<\/strong><\/p>\n<\/div>\n\n\n\n

Employee handbooks, which contain important workplace policies, are a key resource that can protect the organization, its assets and its people. Employers often use employee handbooks to encourage consistent practices in the workplace and ensure compliance with various laws.<\/p>\n\n\n\n

But employee handbooks can do much more. Employers can a use them to showcase employee benefits, promote the organization\u2019s values, and create excellent employee experience.<\/p>\n\n\n\n

Unfortunately, not every employer gets their employee handbook right. Often, an organization is missing key workplace policies that are fundamental to any handbook. To help combat this problem, below are five key workplace policies to include in your employee handbook.<\/p>\n\n\n\n

1. Employment at-will policy<\/h2>\n\n\n\n

An employee handbook should include an at-will policy. An effective at-will policy leaves no doubt that the employment relationship is at-will. This means it can be terminated by either the employer or the employee at any time and for any reason unless there is a written agreement or a law saying otherwise (e.g., a law prohibiting discrimination on the basis of race, gender, etc.). The employment relationship is presumed to be at-will in all states except Montana.<\/p>\n\n\n\n

Creating a clearly written at-will policy that expressly says that any modification to the at-will status of the employment relationship may only be made in writing by a specific company representative (e.g., the CEO) can provide you with a valuable defense in response to employees’ breach of contract claims.<\/p>\n\n\n\n

To convey its importance, consider bolding the at-will policy language and placing it on the first page of your employee handbook.<\/p>\n\n\n\n

Also, avoid statements in the handbook that are inconsistent with at-will status. For example, references to permanent positions or statements that employees will be rewarded with job security for good performance or loyalty.<\/p>\n\n\n\n

2. Workplace policies required by law<\/h2>\n\n\n\n

Handbooks are not legally required, so you generally have flexibility in what\u2019s included in the employee handbook contents. However, certain laws require that employers include certain employee policies in the employee handbook if they choose to have one.<\/p>\n\n\n\n

For example, employers covered under Maryland\u2019s Reasonable Accommodations for Disabilities Due to Pregnancy Act<\/a> must include a section in any employee handbook concerning an employee’s right to reasonable accommodations and leave for a pregnancy-related disability.<\/p>\n\n\n\n

Some laws go further, requiring either the following:<\/p>\n\n\n\n