UK Businesses Prioritising Employee Handbooks and Contracts Ahead of Employment Rights Bill

A recent survey has highlighted the strong commitment of UK businesses to maintaining clear and legally compliant employment contracts and handbooks.

The findings, from HR and employment law specialist WorkNest, demonstrate that the majority of businesses recognise the importance of handbooks and choose to outline enhanced guidance to employees via such a document. 

Being compliant with the legal requirement to provide every employee with a contract either on or before their first day of work is also adhered to in the majority of companies.

According to the survey:

• 85% of businesses always provide employees with a written contract on or before their first day of work.
• Just under two-thirds (63%) enhance their contracts and handbooks with additional information beyond the legal requirements, demonstrating a commitment to best practice and employee wellbeing.
• Nearly half (47%) review or update their employment contracts and handbooks at least once a year, ensuring compliance with evolving regulations.

Adhering to regulation is the driving force behind being on top on the matter with 72% of HR professionals polled saying legal compliance is their biggest concern surrounding contracts and handbooks. 

With many legal reforms due as a result of the Employment Rights Bill, Debra Battistini, Senior Employment Law Adviser and Solicitor at WorkNest says the emphasis on guidance is more important than ever; “Best practice is to include more than just what is legally required in employee handbooks. Any businesses that don’t already do so should revisit theirs and make improvements. With big change on the horizon, having clear policies and guidance for staff in a handbook gives businesses a fundamental resource that sets clear expectations for everyone. It also serves as protection should an employee dispute arise.”

WorkNest’s top tips for managing handbooks and contracts: 

1. Keep everything in one place – An employee handbook should serve as a single, accessible source for all workplace policies and procedures, eliminating the need for multiple separate documents. 
2. Prevent headaches with a non-contractual handbook –  Having a contractual handbook can create unnecessary complications, as it means any policy changes will require consultation and agreement from staff. 
3. Pinpoint areas where you need protection –  As a business leader, consider what potential risks or ongoing issues you want to address
4. Prioritise substance over style – The running order and formatting of your handbook may seem important; however, the real priority is ensuring the content is up to date and legally compliant.

HRD Connect Curators of the New Business Landscape. HRD Connect produces industry-recognized content for senior HR leaders. Through articles, case studies, Q&As, podcasts, events, and more, we offer truly progressive and cutting-edge insights designed to help people leaders address core HR challenges and add greater value to their business.

Share