What is an employee handbook? What is the point of it? What can be arranged by such a handbook? And how do you make sure that the employee handbook applies to all your employees?
An employee handbook contains (house) regulations and employment related rules and conditions that apply within a company. In addition, the core values of the company can be included in an employee handbook. An employee handbook applies to all employees and can be considered as an addition to their employment contracts. The employee handbook is also referred to as staff regulations, office manual, code of conduct, staff policy, or company regulations.
There are a number of reasons why you, as an employer, should use an employee handbook, such as:
An employee handbook contains arrangements applying to all employees. In principle, you are free to determine what will be included in the handbook. In such a handbook you can, for instance, regulate the following matters:
It is advisable to have employees sign for approval the employee handbook upon employment and to refer to the handbook in their employment contracts.
If your business has more than 50 employees, for establishing or changing certain matters in an employee handbook the consent of the works council is required.
Do you need help in drafting, changing or checking an employee handbook? We will gladly assist you! Please contact:
Employers can determine rules on clothing and appearance in company regulations. What do employers have to keep in mind when setting such rules?
Can you dismiss your employee with immediate effect after a minor offence, such as the theft of a (very) low-value product? Yes, you can! However, a recently published decision shows it does not go without a risk!
Employees have a right to privacy in their private lives. This also applies to sick employees. However, they must also comply with their reintegration obligations and provide accurate information about their illness. What options does the employer have to check whether they are actually doing this?
Statutory directors enjoy less protection against dismissal, but there must still be reasonable grounds for the dismissal. Otherwise, the employer must pay fair compensation. This can be substantial, as a recent ruling has shown. Why was the employer required to pay this compensation?
The European AI Act requires employers to ensure that employees have sufficient knowledge of AI systems. This can be achieved through training, but also through an AI policy tailored to the company. What should you include in such a policy? What role does the works council play in the implementation of the AI policy?
Reinier W.L. Russell, LL.M. has published an article on The benefits of a works council for entrepreneurs in the “Off the record” section of Primerus Weekly on March 3, 2026. Below you will find the text of this article.
