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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.

A non-contractual handbook allows much more flexibility policies can be altered and changed without requiring employee consent, and to quickly accommodate any change in the law. Your handbook should explicitly state whether it is or is not contractual.

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.

As a general rule, every policy should be reviewed every one to three years. But most experts recommend reviewing policies annually. Policy review doesn't have to be as daunting a task as it sounds.

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.

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.