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GLOSSARY

Employee handbook definition

Published by a LexisNexis Employment expert

What does Employee handbook mean?

A document that sets out the work practices and policies of the employer.

The Employee Handbook is typically used to set out the work practice and rules of the employer and covers matters such as holiday leave, disciplinary and grievance procedures, statutory rights such as maternity and paternity leave etc. The Handbook is often used to set out the employee's entitlement to benefits. The Handbook can be part of the contractual terms and conditions of the employee, but it is also common for an employer to make it a non-contractual document in order to allow it to amend or change its policies on a regular basis. It is now very common for the Employee Handbook to be set up on the employer's Intranet in electronic form.

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New to role—in-house lawyers—your first week—checklist

New to role—in-house lawyers—your first week—checklist This Checklist sets out practical steps to take in your first week in a new role as an in-house lawyer. It signposts relevant Precedents you can use or adapt to help with these steps. There is a section for you to mark whether you have completed the action and also to insert comments. It should be read in conjunction with Practice Note: Finding your feet in-house—your first week. Day 1 Your first day is going to be dominated by practical matters. Start by thinking about your own needs, eg your health, safety and security, your contract, travel to the office, office access: Practical step Further details Comment/action ☐ Meet with your line manager This meeting should be fairly informal, but mention the need to set up a more structured meeting soon—perhaps in your second week with the organisation—see: New to role—meeting with your line manager—checklist.Explain that you will also be wanting to set up meetings with various key players in the organisation, eg...

Discover our 1 Checklists on Employee handbook

Employee handbooks

Certain aspects of the employment relationship have to be covered by a written statement of particulars of employment that is given to the employee (see Practice Note: Written statements of employment particulars). The particulars are often incorporated within the employee's contract of employment.Other terms must be put in writing, but only need to be 'reasonably accessible' to the employee. The employer can choose whether to have them as separate documents, or as a group of policy documents, or to put them into an employee handbook. They are:•disciplinary and grievance rules•holiday pay, and•sickness absence and payThere is no requirement to have an employee handbook but the advantage of using one is that it can deal with a wide variety of aspects of the company's rules and culture, rather than simply focusing on the contractual rights of the individual employee. It can also present rules and policies in a less legalistic way which may be easier to understand.Employee handbook precedentsOur automated Smart Precedent employee handbook enables users to select which policies and...

Establishing employment status—from a tax and NICs perspective

Establishing employment status—from a tax and NICs perspective This Practice Note has been written by Anne Redston, Barrister. It is her personal view; she is not authorised to speak for the Tribunals Service or the judiciary. This Practice Note explains how to work out whether a person is employed or self-employed. It considers the National Insurance contributions (NICs) deeming rules, the contractual relationship between the parties, HMRC status determinations, together with how these can be challenged, and HMRC’s Check Employment Status for Tax (CEST) tool. This Practice Note should be read with Practice Note: Employment status tests—from a tax and NICs perspective. The reasons why status is important is explained in Practice Note: Employment status—why it matters. Remember that this Practice Note, and the other Practice Notes on employment status, are only a summary of the applicable law and do not cover all situations. HMRC may also take a different approach to workers in the entertainment industry, including film, theatre, TV and radio and musicians, and that...

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Policy—regulatory references

Policy—regulatory references 1 Introduction 1.1 The Financial Conduct Authority (FCA) and the Prudential Regulation authority (PRA) (together the Regulators) require firms that are authorised by the Regulators (and subject to the Senior Managers and Certification Regime (SM&CR)) to request regulatory references if they are considering:. 1.1.1 permitting or appointing someone to perform a senior management function; 1.1.2 issuing a certificate under the certification regime; and/or 1.1.3 appointing a non-executive board director. 1.2 These regulatory references are designed to assist prospective employers to assess whether an individual applying for an applicable regulated function is fit and proper to hold that role. 1.3 To enable a prospective employer to assess the fitness and propriety of a candidate for a regulated function, organisations that fall within the SM&CR must provide upon request a regulatory reference that covers the individual for the preceding six years (and, in certain circumstances, longer). It is essential that we comply with our regulatory obligations in obtaining and in responding to such requests, as the failure to...

Policy—tips, gratuities and service charges

Policy—tips, gratuities and service charges 1 Introduction 1.1 This policy sets out the Company’s policy on allocating tips, gratuities and service charges (referred to in this policy as ‘tips’, for convenience), in accordance with the Employment (Allocation of Tips) Act 2023 (Tipping Act 2023) and the statutory Code of Practice. It sets out how tips will be allocated between staff, the process that we will follow and when tips will be paid. 1.2 This policy covers: 1.2.1 cash tips left by customers; 1.2.2 [ [discretionary ]service charges added to the customer’s bill and paid by the customer;] 1.2.3 tips paid by card, or via an alternative electronic method eg mobile phone app. 1.3 This policy applies to all employees, workers and agency workers working for us [in our restaurant(s)]. It will be made available to all our staff [on the Company intranet OR in the Employee Handbook]. Agency workers will be provided with a copy [by us at the start of their engagement OR by their temping...

Dive into our 30 Precedents related to Employee handbook

2 Statement of initial particulars: supplementary

(1) If, in the case of a statement under section 1, there are no particulars to be entered under any of the heads of paragraph (d) or (k) of subsection (4) of that section, or under any of the other paragraphs of subsection (3) or (4) of that section, that fact shall be stated.(2) A statement under section 1 may refer the [worker] for particulars of any of the matters specified in [subsection (4)(d)(ii)to (iii) and (l)] of that section to the provisions of some other document which is reasonably accessible to the

3 Note about disciplinary procedures and pensions

(1) A statement under section 1 shall include a note—(a) specifying any disciplinary rules applicable to [the worker] or referring [the worker] to the provisions of a document specifying such rules which is reasonably accessible to [the worker],[(aa) specifying any procedure applicable to the taking of disciplinary decisions relating to [the worker], or to a decision to dismiss [the worker], or referring [the worker] to the provisions of a document specifying such a procedure which is reasonably accessible to [the worker],](b) specifying (by description or otherwise)—(i) a person to whom

Employee handbook is referenced 2 in UK Parliament Acts