What’s So Necessary About an Employee Handbook Anyway?

A satirical look at the single most overlooked employer component from an HR standpoint.

Let’s be honest. When most people hear the words “employee handbook” they imagine a dusty, three-ring binder shoved to the back of a filing cabinet—read only once (maybe) during orientation, then forgotten forever. It’s not exactly the stuff of Netflix documentaries or riveting beach reads.

So why does every HR professional, compliance officer, and workplace lawyer practically beg you to have one? As we approach one of the most important year end tasks, let’s take a tongue-in-cheek look at why this boring little book may be the unsung hero of your workplace.

1. It’s the Ultimate “Because I Said So” Document

Remember when your parents shut down your teenage arguments with “because I said so”? That’s essentially what a handbook is for employers. Only instead of mom’s word, you’ve got “See page 17, subsection B.” It gives you the magical ability to back up your decisions with something more official than a shrug.

Just imagine the satisfaction encountered when you have an employee who is challenging the disciplinary notice you are issuing, and you provide them with a signature page stating they have read or had explained to them the policy that is in question.  It is very difficult for them to stand on their “I didn’t know defense.”

2. It Prevents the Wild, Wild West Workplace

No handbook? Congratulations, you’re now running a lawless frontier town. Dress code? Open to interpretation. Vacation? Negotiated like hostage releases. Lunch breaks? Taken whenever someone feels “hungry.”  Clock out for lunch?  I thought that was only required if I left the facility?!  All excuses that we have heard when a handbook and policies do not exist.  If I only had $5 for every time an employer has approached the request of a handbook after realizing they had too many people taking advantage of them, I would be able to purchase a nice gold pocket watch!  Just kidding, more like a Timex I am sure…but you understand where I am going.  As it pertains to employee handbooks, your best defense is a good offense, so a handbook can turn chaos into, well, slightly more organized chaos—but at least it’s chaos with rules.

3. It’s a Legal Life Raft

Think of your handbook like an inflatable life vest on an airplane. Sure, you’ll probably never need it… but when turbulence hits in the form of a dispute, complaint, or audit, suddenly that bright orange vest is the most beautiful thing you’ve ever seen. Lawyers love them. Judges love them. You’ll love them when you realize it just saved you a six-figure headache or an increase in your unemployment rate for the upcoming new year.

4. It Levels the Playing Field (and Saves You from Playing Favorites)

Without a handbook, policies get applied based on memory, mood, or how much coffee someone had that morning. Cue resentment, accusations of favoritism, and endless “But you let Karen do it!” conversations. With a handbook, Karen doesn’t get special treatment—unless it’s in writing. (Sorry, Karen.) 

It is a way to build protection for yourself.  Especially when your little brother’s wife, who also works for you, is asking to take the 27^th day off to tend to your sick nieces and nephews.  You now have something in writing that can help you justify your response aside from just being a big bad “in-law,” as we often see in small family-owned operations.

5. It Actually Protects Your Culture

Surprise: handbooks aren’t just about rules and red tape. They can showcase your values, your quirks, and your company’s personality. Whether you’re a strait-laced financial firm or a start-up with an office goat named Ellen (true story, yes, I’m sure – it’s an EA insider only story), your handbook tells people, “This is who we are, and this is how we do things around here.”  It sets the tone for how your employee comes into the organization.  It helps them to decide where they are going to fit in and what is making them excited to be with your team. 

It sets expectations of how, when, and why things happen the way that they do.  This can save you so many headaches in the on-boarding session and the first 90 days of an employee’s orientation period.  However, it can also indicate a lackadaisical culture if you have policies that you are not following.  So be careful when putting pen to paper and do not overregulate what you are willing to enforce.

Save yourself some time and energy by getting these things in writing, doing them the way they are written, and then encouraging your team to read and follow them.  People who are informed can make great things happen and if they are doing that for your organization, it is a win!

6. It’s Cheaper Than Therapy

Confused employees are frustrated employees. Frustrated employees ask endless questions. Endless questions create burned-out managers. Burned-out managers… you guessed it, need therapy. So, everyone winds up coming to Human Resources to decipher the systems.  We install a sofa or chair in our office for the visitors to be comfortable and proceed to lend an ear, while we lose in the game of efficiency and must work longer hours to get our daily tasks complete.

 A handbook won’t solve every problem, but it will stop you from answering “How do I request PTO?” four hundred times in one week.

Final Thought: The “Necessary Boring Friend”

Sure, the employee handbook isn’t flashy. It’s not going viral on TikTok anytime soon. But it’s like that boring friend who always brings snacks on a road trip, remembers everyone’s birthday, and keeps the group chat alive. You may overlook it, but when things get messy, you’ll be glad it’s there.

So, what’s so necessary about an employee handbook? Everything. Even if no one ever reads it cover to cover (spoiler: they won’t). 

In closing, here is our lighthearted call to action:

If your handbook hasn’t been touched since the Bush administration (the first one), or worse—doesn’t exist at all—don’t panic. That’s what we’re here for. We’ll help you create a handbook that’s compliant, practical, and maybe even a little fun to read.  Because let’s face it: Your handbook should be more than fine print—it should be your company’s playbook for success.

Hopefully by now, this little roast of the employee handbook has you thinking, “Fine, maybe it’s time we deal with ours.” And if it does, you’re right. Remember though, the best time to start is before year-end chaos swoops in with budgets, open enrollments, audits, and holiday parties. Whether you’re dusting off an old handbook or creating a shiny new one, give yourself enough runway to do it right.  Then, stick to updating once per year or as laws change.  Please, please don’t wait until December when everyone’s juggling deadlines and holiday lists—you’ll thank yourself for starting now and kicking off the new year on the right page (literally).