An employee handbook serves as the foundation for establishing clear workplace policies, setting expectations, and ensuring legal compliance. Yet, many employers overlook the importance of regularly reviewing and updating their handbooks. An outdated or non-compliant handbook can lead to misunderstandings, legal risks, and employee dissatisfaction.

Below are a few sample questions to consider in determining if it is time to review and update your handbook:

• Have there been changes in federal or state employment laws that affect our business?
• Are our wage and hour policies (including overtime, meal breaks, minimum wage, and employee classification) compliant with current legal requirements?
• Does our handbook address remote or hybrid work policies, considering the growing trend in flexible work arrangements?
• Have we updated our anti-discrimination, harassment, and retaliation policies to reflect the latest legal standards?
• Does our handbook address recent developments in family and medical leave laws (e.g., FMLA, state-specific paid leave policies)?
• Have we reviewed and updated our benefits, vacation, and paid time off (PTO) policies to reflect current practices?
• Does our handbook include clear guidelines for social media usage and technology in the workplace?
• Do we have an updated code of conduct outlining expected behavior and corrective action procedures?

How did you do? Answering the questions above can be eye opening for many employers.

Regularly reviewing and updating your handbook is not just a best practice but a necessary step in maintaining a legally compliant and well-functioning workplace. By asking the right questions, employers can ensure their handbooks align with current laws, company policies, and industry trends, ultimately protecting both the business and its employees.