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Employee Handbooks – Does Your Organisation’s Need Updating in 2018?

Andrea Corr

Andrea Corr, Solicitor in our Employment Law team, explains why the New Year is a good time for organisations to review and update their Employee handbooks.

With the New Year underway, it’s a good time for organisations to ask themselves a few questions:

  • Do your employment policies allow you to manage HR situations effectively?
  • Are your policies fit for purpose?
  • Do they reflect your organisation, its values and the sector in which it operates? 
  • Are you confident that they support the necessary organisational changes planned in 2018?  

Employment policies help you to run, protect and develop your business effectively and efficiently and to get the best from your workforce. However they are also ‘live’ procedures which should not only be tailored to your organisation and its current needs but should be reviewed regularly to ensure that they are fit for purpose, as well as legally compliant. 

Employment law and good HR practice constantly develop and to get the best from your employment policies, they need to evolve too. When it’s busy it’s easy to forget that employment policies underpin the organisation. It is almost certain that an organisation’s employment policies relating to its workforce will be out of date, unless they have been reviewed within the last 12 months and the worst time to find this out is when you need to rely on them. 

Changes in 2017 and 2018 that may need to be taken into consideration include:

  • General Data Protection Regulation (GDPR)
  • Developments regarding employee, worker and self-employed status 
  • The treatment of regular overtime and commission when calculating holiday pay Payment of accrued annual leave to those on long term sick leave 
  • Associative disability discrimination 
  • Tests for a public interest disclosure

Blandy & Blandy LLP’s Employment Law team can assist organisations in reviewing their existing employee handbook, and/or updating your policies or the creation of both. The team is happy to discuss the options (without obligation) to identify a cost-effective and appropriate way forward.

For more information, please contact Andrea Corr or a member of our team

This blog article was produced with support from Laura Binnie.

This article is intended for the use of clients and other interested parties. The information contained in it is believed to be correct at the date of publication, but it is necessarily of a brief and general nature and should not be relied upon as a substitute for specific professional advice.