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Try to keep your handbook to a maximum of 30 to 40 pages, if possible. If it's too long, it may not get the attention it deserves. If you'd like to learn more about creating airtight policies and procedures for your business, download our free e-book, 7 most frequent HR mistakes and how to avoid them.

5 essential updates to keep your employee handbook currentLocal, state and federal compliance policies. You should always monitor local, state and federal laws to make sure any changes are reflected in your policies.Dress code policy.Social media policy.Cell phone policy.Drug policy.Get started.

Are Employee Handbooks Enforceable? Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and its employees.In most cases, courts consider an employee handbook to be an extension of the employee contract.

Employee handbooks should be reviewed and updated at least on an annual basis, and an employer may want to consider reviewing the handbook every six months.

An employer should update their handbook at least annually. As employment law is an ever-changing area, it is important to keep up to date with all the changes to employment regulations. These changes should be reflected in a company's employee handbook to safeguard both the employer and employee.

Ideally, the actual policy or the handbook specifically states that the employer may change or modify the policy at any time. If it does not, consider adding such a statement. Check collective bargaining agreements for restrictions on changing policies.

This is a one-time issue. Once you launch your Handbook and get sign-off from existing Staff, all new hires will sign-off before they start as part of their engagement contract.