How can an HR consultant help?

We help you create compliant employee handbooks

Remain impartial and compliant 

Seeking HR consultancy or outsourcing your company’s HR procedures remain impartial and compliant with statutory guidance.

Rest assured that you’re doing the right thing

Enabling a third party, such as Lamont Jones, to handle any HR-related issues can alleviate the pressure and stress of managing things in-house. Plus, with over 30 years’ experience, we’re qualified and well-versed in the sensitivities of handling grievance and disciplinary cases, so you can rest assured that we’re doing the right thing.

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Our HR Consultants can help your employees focus on what they need to achieve to support the company in reaching its collective goals and objectives. And don’t worry, we will always make sure your handbook complies with any employment law changes.

Company employee handbook

What is an employee handbook?

An employee handbook is a document that outlines the company’s policies and procedures. It is important for employees to be familiar with the contents of the handbook, as it can help them understand their rights and responsibilities within the small business.

The employee manual can also help prevent disputes from arising, as everyone knows exactly what is expected of them. It serves as a reference point for employees who have questions about company policy.

What are company policies and procedures?

Policies and procedures are the rules and guidelines that a company uses to oversee employee behaviour. They are typically outlined in a company handbook given to new and existing employees. This helps to maintain a consistent standard of conduct within the workplace – from dress code and attendance to work hours and vacation policy. 


Employee handbooks can also include information on your company’s culture and values and specific instructions on how to perform certain tasks or handle customer inquiries.

Policies and procedures are subject to change over time, as the needs of the company or the workforce may change. That’s why we tend to leave them out of the employment contract so you can protect yourself against a breach of contract if you fail to comply with a policy.  

The entire company needs to stay up-to-date on any changes made to the handbook, so they can continue to comply with them.

Your employee handbook contents

Your handbook should be tailored specifically to your business - from the size to the content. Here are a few key things you can include in your employee handbook template:
  •  Company background
  • Information on company culture and approach to business
  • Hours and conditions of work
  • Details of pay reviews, e.g. schedules
  • How to request holidays and report absences and compassionate leave
  • Employee benefits
  • Training and development
  • Process for performance and appraisals
  • Data protection policy
  • Drug and alcohol policy
  • Equal opportunities policy
  • Flexible working procedure 
  • Bullying and harassment policy
  • Maternity, paternity and adoption leave
  • Dress code

Benefits of employee handbooks

An employee handbook can be a valuable tool for both employers and employees. It can help to set expectations and provide guidance on company policies and procedures. A well-written handbook can also help to foster a positive work environment and improve communication between managers and employees.

These are just five benefits of having an employee handbook…
  • Lets employees access company policies and procedures
  • Sets expectations for employee behaviour
  • Improves communication between managers and employees
  • Helps to create a positive work environment
  • Reduces the risk of legal disputes

Learn more about grievances


Is an employee handbook a legal requirement?

There is no legal requirement for employers to have an employee handbook in the UK. However, having one can be extremely helpful in setting expectations and providing employees with guidance on company policies and procedures. 

A well-written and up-to-date employee handbook can also help avoid misunderstandings and disputes as your business grows further down the line. 

If you do decide to create an employee handbook, there are three key things that you will need to include…  
  • Information relating to your company's values and culture. This will help new employees to understand what is important to your organisation and how they can best fit in
  • Relevant company policies and procedures, like those relating to equal opportunities, health and safety, and data protection
  • Information on employee’s rights and responsibilities

Contact us for help with formal grievances

Can I write my own employee handbook?

You can write your own employee handbook with your key policies and company values. Check out a few employee handbook examples and make sure it’s all legally compliant with employment law. Think about your company culture and consider how different procedures will make your business run smoothly. For example, you need to consider how your employees should call in sick or request parental leave.

Many businesses find it easier to outsource HR services to ensure their employee handbooks are up to scratch.

Typically, disciplinary procedures will follow these six steps…
  1. Following a fair procedure
  2. Carrying out an investigation
  3. A disciplinary hearing
  4. Making a decision 
  5. Communicating the decision to other staff members 
  6. Recording
  Depending on how the employee in question receives the outcome of the grievance and disciplinary procedures, they may seek to escalate the claim to an employment tribunal.

Depending on how the employee in question receives the outcome of the grievance and disciplinary procedures, they may seek to escalate the claim to an employment tribunal.

What makes a good workplace policy?

A good policy should be clear, concise, and easy to understand and not leave anything open to interpretation. Policies should spell out what is expected of employees and the consequences of not following the policy; as well as summarising the company’s and employee’s responsibilities with regard to statutory guidance and relevant legislation.

A well-written policy will help prevent misunderstandings and disputes between employees and management, and ensure the safety and wellbeing of the workforce.

When drafting or updating a workplace policy, it is important to consider the needs of all employees. The policy should be fair and respectful of everyone's rights. It should not discriminate against any group of people.