Your first line of defense against workplace chaos is your employee handbook.  But it won’t defend you if it’s more than a year old. Every year, new employment laws and regulations are enacted, often with guidance from agencies on how to implement them. Having an up-to-date employee handbook can save you from legal headaches and help you set the right tone for your employees. 

Here are some key areas to focus on when updating your employee handbook: 

1. DEI policies: Make sure your diversity, equity, and inclusion policies comply with federal civil rights laws and avoid prioritizing race or sex over individual merit and aptitude.

2. Minimum wage adjustments: Review and update your pay rates to reflect your state’s new minimum wage laws.

3. Remote work policies: Keep your hybrid and remote work guidelines clear, current, and aligned with company expectations.

4. Leave policies: Update your handbook to reflect evolving federal and state laws on paid sick leave, family leave, and pregnancy leave.

5. Pay transparency: Review and revise your pay scale, bonus, and benefits policies to comply with state transparency requirements.

6. Anti-harassment and nondiscrimination policies: Update your reporting procedures to meet current legal standards and reflect best practices.

7. Social media guidelines: Address how employee online behavior affects your business and ensure your policies provide clear expectations.

Not sure where to start? 

We have a Peace of Mind Package for employers that provides you with: 

• Expert guidance to help you update your employee handbook and other employment-related documents like offer letters, employment agreements, severance agreements, and non-competes. 

• Monthly check-in calls to address issues that arise in your workplace and ensure compliance with changing laws. 

• Preferred rates for additional services to keep your business protected. 

With one monthly fee, you’ll gain peace of mind knowing your workplace is running smoothly and staying ahead of legal risks. 

Ready to get started? Check out our Peace of Mind Package page to learn more about how we can help you stay compliant.

This blog is for informational purposes only. It is not offered as legal advice, nor is it intended to create an attorney-client relationship with any reader. Consult with competent local employment counsel to determine how the matters addressed here may affect you.

Are your non-compete agreements enforceable?