A recent study has revealed the commitment of UK companies to maintain clear and legally compliant employee contracts and handbooks.
WorkNest’s findings show that most businesses are aware of the importance of employee handbooks, and they choose to provide enhanced guidance through such a document.
The majority of companies adhere to the requirement of providing every employee with a written contract on or before the first day of their employment.
According the survey:
-
About 85% of employers provide a contract to their employees on or before the first day of employment.
-
Less than two thirds (63%) of employers add information to their employee handbooks and contracts beyond the legal requirements. This shows a commitment towards best practices and employee well-being.
-
Nearly 50% of employers (47%) update or review their employee handbooks and contracts at least once per year to ensure compliance with changing regulations.
According to 72% of HR professionals surveyed, legal compliance is their top concern when it comes to contracts and handbooks.
Debra Battistini Senior Employment Law Advisor and Solicitor, WorkNest, says that with many legal reforms coming as a result the Employment Rights Bill the importance of guidance is greater than ever. “Best practices are to include more in employee handbooks than what is legally required. Businesses that have not yet done so should review their employee handbooks and make any necessary improvements. A handbook with clear policies and guidelines for staff is a great resource for businesses, especially as big changes are on the way. It sets expectations for all. This handbook is also a safeguard in the event of an employee dispute .”
WorkNest’s Top Tips for Managing Contracts and Handbooks:
- Keep all policies and procedures in one document – A handbook for employees should be a source of information for all workplace policies. This will eliminate the need for separate documents.
- Avoid headaches by using a non-contractual manual – A contractual handbook will create unnecessary complications as any changes to policy will need the agreement of staff.
- Determine the areas that you need to protect As a leader in your business, think about what issues or risks you would like to address
- Put substance before style – While the running order and format of your manual may seem important, the most important thing is that the content is current and compliant with the law.
For more tips and resources on employee contracts and handbooks visit – https://worknest.com/resources/
The first time HR News published the article UK businesses prioritise employee handbooks and contracts ahead of Employment Rights Bill.
