You should review and update your employee handbook at least every one to two years, but updates may be needed more frequently based on legal, industry, or company changes.
Key Times to Update Your Employee Handbook:
✅ Annually (Recommended Best Practice)
- A yearly review ensures policies stay relevant and compliant with new laws.
✅ When Laws & Regulations Change
- If federal, state, or local labor laws change (e.g., new wage laws, harassment policies, or leave policies).
- Stay compliant with OSHA, FLSA, ADA, FMLA, EEO, and other regulations.
✅ When Company Policies Change
- If you introduce remote work, new benefits, or PTO policies.
- If there are updates to disciplinary procedures or workplace conduct expectations.
✅ When Technology & Workplace Practices Evolve
- Updates to social media, cybersecurity, or AI-use policies.
- Changes in communication tools or remote work platforms.
✅ After Major Organizational Changes
- Company mergers, leadership shifts, or restructuring.
- Introduction of new mission statements, diversity initiatives, or branding changes.
✅ If Employee Feedback Indicates Confusion
- If employees frequently ask about policies that are unclear or outdated.
- If issues arise due to ambiguity in existing policies.
Best Practice:
📌 Schedule a formal review every 12 months.
📌 Monitor legal updates quarterly.
📌 Make immediate updates when urgent policy or compliance changes occur.
Would you like help with drafting an updated version of your employee handbook? We can help.
