Handbook Resources

Put the Right Framework in Place — for Confidence and Clarity

Structure Your Handbook to Reduce Uncertainty — and Risk

Employee handbooks often evolve over time as workplace laws, regulations, and practices change. This page houses educational resources designed to highlight common handbook issues and trends employers may encounter.

The materials provided here are for general informational purposes only and are not legal advice.

FAQs

How do I know if my current employee handbook is legally compliant?

If your handbook hasn’t been professionally reviewed and updated in the last 12-18 months, it’s almost certainly out of compliance. New federal regulations and state-specific laws are constantly changing, and even minor outdated language can expose your company to significant legal risk.

What's the real cost of having an outdated employee handbook?

Beyond the obvious lawsuit settlements (which can be $150,000+ for employment violations), you’re facing legal fees, productivity losses, damaged reputation, and potential EEOC investigations. Many companies spend more defending one preventable lawsuit than they would on five years of proper handbook maintenance.

How often should we update our employee handbook?

At minimum, annually. But major changes in federal or state employment law, significant company policy shifts, or expansion into new states may require immediate updates. The key is staying ahead of changes, not reacting after you’re already exposed.

Can't we just use a template or update our handbook ourselves?

Generic templates are legal disasters waiting to happen. They don’t account for your specific state laws, industry requirements, or company structure. DIY updates often create more problems than they solve because employment law requires precise language—one wrong phrase can invalidate your entire defense.

Handbook Mistakes That Get Employers Sued in 2026

This slide deck highlights common handbook mistakes employers continue to encounter as workplace expectations and legal standards evolve. It is intended to help employers better understand areas where outdated language or inconsistent practices can create unnecessary risk.

A Quick Handbook Self-Check

(For Awareness Only)

Our handbook was gifted to us
Our handbook hasn’t been reviewed by an attorney in the last three years
We have one handbook for people in every state
Leadership has concerns about whether handbook language aligns with broader risk and liability considerations
Our handbook is more culture-focused than compliance-focused
No one drafting our handbooks has attended a full-day handbook seminar this year
Our handbook is revised each time an employee causes a problem

Policies have been added over time, but older language remains unchanged
Managers do not regularly use the handbook as guidance
We’ve relied on templates or inherited language from prior versions
We received our handbook from a national organization
We’re not always confident which version of the handbook is current
Managers follow informal practices alongside written policies
Employees don’t consistently acknowledge handbook updates
We’re unsure how recent legal or workplace changes affect our handbook

If several of these sound familiar, a high-level handbook review may be worth considering.

Handbook Diagnostic Review

For employers who would like a brief, high-level review of their existing handbook, we offer a Handbook Diagnostic Review, conducted by an attorney under a separate engagement.

The Diagnostic Review is a high-level issue-spotting review designed to flag potential risk signals or outdated language. It does not include edits, recommendations, compliance determinations, or legal advice. Its sole purpose is to help employers decide whether a more detailed handbook review or update may be warranted.

Any handbook advice or updates would be handled under a separate engagement.