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How to Update Your 2021 Employee Handbook in 3 StepsStep 1 Reviewing Employee Handbook Contents. Begin updating your employee handbook by assessing if the current version covers all necessary topics.Step 2 Find New Applicable Laws and Regulations.Step 3 Communicating Policy Changes to Employees.

An employee handbook should include your business's policies, your expectations of your employees, and what your employees can expect from your business. It should lay out your legal obligations as an employer and your employees' rights.

In general, there should be no problems with changing the policies in a handbook if your employees are at will, which means employers can change the terms and conditions of employment at any time. (If some of your employees have contracts, however, you can't unilaterally change the conditions of their employment.)

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.

Three Step for Reviewing and Revising Your Policy ManualDetermine Responsibilities. In many companies, human resources staff are responsible for reviewing policies and updating them.Review for Accuracy and Recency. Review all policies to ensure they are still relevant and up to date.Revise and Re-Distribute.Jan 2, 2020

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.

Here are the 10 must-have items to include in your employee handbook.An introduction.Company history and values.Employment policies.Paid time off and leave policies (especially regarding remote work)COVID-19-related procedures and protocols (even if they're temporary)Company-specific policies.Employee benefits.More items...?Dec 2, 2020