Why Every Business Needs a Good Company Handbook

Whether you have one employee or one hundred employees, having a company handbook, or human resources (HR) manual, could be one of the smartest investments made within your company.

A company handbook isn’t just a collection of company policies. When written and used correctly, it can become a valuable sales tool, culture blueprint, onboarding guide, and communication outlet.

But perhaps most importantly, your manual is your best chance to develop a strategy to enforce company policies and set the standard for acceptable behavior. The specifics in every company manual will be unique to you, but here are a few basics your employees will expect to see:

Company Profile

Start your manual by highlighting your company. Share your mission statement, vision for the future, and any accolades that put you in a positive light.

Often times, your manual will help new hires create early impressions. You want to put your best foot forward in as many ways possible, and using your manual to share what makes you special can help promote your culture and company image.


Attendance can be a tricky avenue to navigate. What are your call-in procedures? How is sick time deducted? What are the consequences for missing too many days of work?

Be as specific as possible so there’s no room for misinterpretation.

Dress Code Requirements

Most people realize what’s appropriate and not appropriate for the workplace. A formal dress code policy makes your expectations clear.

Paid Time Off (PTO)

Be sure to spell out your PTO policies in detail. Include information about paid holidays, the number of paid sick days, maternity or paternity leave, and vacation policies.


Is your company a non-smoking facility? Do you have designated smoking areas? Let people know if and when you allow smoke breaks and when they can take them.

Use of Electronic Devices

It’s becoming increasingly important for companies to have policies regarding electronics usage. If you monitor email accounts or internet usage, you have a responsibility to notify your employees.

Also, let employees know how they’re authorized to use company electronic devices and accounts.


Talking about your available perks and benefits can be an effective retainment tool. It shows you’re invested in your employees and gives them a reason to continue their employment with your company.

All policies related to your benefits should be included in your HR manual.

Fireable Offenses

Are there certain actions that would result in termination? Include specific details as to what could potentially end a worker’s employment with the company.

Simply having human resources manuals isn’t enough to make them effective. It’s important that you hold all employees accountable to your policies.

Interested in learning how you can make your HR manual even more effective? Contact the professionals at GIGA Solutions. Our PEO and HR Outsourcing Brokerage helps business owners gain access to guidance and HR support, assistance with employment law, and employment liability coverage and management.

The team will also craft tailored HR outsourcing plans for businesses that can save time and money by outsourcing their HR and administrative tasks.

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