Yes. However, each employee doesn’t necessarily need to receive a hard copy of their handbook. Each employee should sign to acknowledge that they have received, read and understood the contents of the employee handbook.

The employee handbook should contain both mandatory policies and procedures such as grievance and disciplinary and policies outlining how other staff matters will be handled by the organisation – these include employee absence, social media use, codes of conduct etc.

A robust employee handbook can help defend costly tribunal claims and is also a point of reference for employees regarding policies and procedures.

Employee handbook is not mandatory however it is highly recommended and best practice.

Yes. If an employee has been working for a period of time with no contract of employment it is important to ensure when they are issued with a contract that the terms of the contract do not differ from their

The key terms of the employee’s employment which are legally required to be given to the employee by the employer in writing.

Yes. Each employee needs to receive and sign a hard copy of their contract of employment.

Yes. It is a legal requirement that an employee receives written terms and conditions of their employment.

Typically a ‘live’ warning should only be live for a set period. For example, a period of 6 months is suitable for a first written warning, with 12 months being more appropriate for a final written warning.

Typically it is best to ‘use the carrot and not the stick’, meaning to encourage your employees rather than to be overly harsh or authoritarian. Being too harsh with employees often leads to them becoming disillusioned and disgruntled, and this