Each company has their own rules, regulations and values, both contractual and non-contractual. Whilst an employee may learn the basics when signing their contract or going through induction, it can be difficult to fully understand the overall office culture. This is where a staff handbook can be invaluable.
A staff handbook is a single reference point for all of the business’s rules, expectations and overall structure. It should detail everything that is contractually expected of both staff and employer. However, where the handbook often differs to a standard contract is that it also covers general company guidance and values, for example uniforms, holidays, illness etc. Furthermore, there are often scenarios within the workplace in which it’s difficult to find a resolution- for example conflict between employees. In situations such as these, a staff handbook can be vital in providing guidance.
Some businesses will offer all of their employees a staff handbook while others may have a single copy, just for reference. Staff may be offered a physical copy of the handbook or as is becoming more popular, a digital copy. Either way, if a company does have a staff handbook, it should be available to all employees and easily accessible. However, it’s also worth noting that many companies don’t have a handbook at all.
Protection
Staff handbooks provide a wealth of information and guidance for employees but they can also offer protection for employers. As we have established, contractual agreements are relatively straightforward but the workplace is nuanced. The handbook allows business owners to set out their approach to specific scenarios. Having this written down and accessible to employees means that there is a president. Therefore, if there is conflict within the workplace and it goes as far as tribunal, you have evidence to prove that your actions were legitimate. Of course, not all employees will study the handbook in full detail but as long as it’s available, this provides a level of protection for employers.
Who?
There is no legal obligation for a company to have a staff handbook and many do not. In fact, it’s fair to say that not every business needs to have one. For example, smaller businesses and those with fewer employees may not see the benefit of a staff handbook. However, once a company starts to employ more workers, the need for a handbook becomes greater. Just in the same way that HR becomes much more important as the size of a company increases. This makes sense as they both work hand in hand to create a safe, comfortable and conducive working environment.
Culture
The culture in a workplace is important but difficult to control. However, setting out key ideas such as values, approaches to work and employee benefits can really help to create a positive culture. Again, this is where a staff handbook can be worth its weight in gold. Yes, some may say “show, don’t tell” but this can be hit and miss, particularly in larger businesses. Having this information in print allows you to ensure all of your staff are aware of the company dynamics. Information on wages, bonuses, holidays and benefits can incentivise the workforce and help with retention. In fact, issues such as the businesses approach to the environment can even help in attracting employees.
You may understand the importance of a staff handbook but the prospect of creating one is daunting. This is completely understandable. Fortunately, Salhan Accountants are specialists in this service and have a wealth of experience in designing high quality, bespoke staff handbooks. Click this link for further information. Salhan Accountants HR Consultancy – Accountants Birmingham and Droitwich
