Employee Handbooks

Do all new businesses need a handbook or when should they be created?

 Ideally, an employee handbook should be created when hiring your first employee to establish clear workplace policies and expectations. However, it is never too late to implement one. We assist many businesses in developing their first handbook even after years of operation and team expansion.

Employee handbooks are not legally required in Massachusetts or most states, but they are highly recommended to provide employees with clear guidance on workplace policies. If a company chooses to implement a handbook, some states—such as California—have specific legal requirements regarding mandatory policies.

For multi-state employers, we recommend:

✔ Creating a core handbook with policies that apply to all employees.
✔ Adding state-specific addendums for any policies required in states where employees work.
✔ Evaluating state and total employee headcount to ensure compliance with relevant labor laws.

An outdated handbook can pose legal risks and compliance issues for employers. A well-maintained handbook helps:

✔ Ensure compliance with changing employment laws and regulations.
✔ Reflect company growth, including changes in employee headcount and worksite locations.
✔ Clearly communicate workplace policies to employees, reducing misunderstandings and disputes.

We recommend annual handbook reviews to stay current with legal updates and company policy changes.

Most employee handbooks we create range from 40 to 50 pages. However, the length varies based on factors such as:

✔ Company size
✔ Industry requirements
✔ State-specific policies
✔ Additional policies (e.g., travel and expense reimbursement)

Our handbooks are developed by experienced HR consultants using legally reviewed policies. While they are not drafted directly by an attorney, the policies have been reviewed by employment law professionals to ensure compliance and are then customized for each client’s needs.