7 employee handbook policies to revisit
Your employee handbook isn’t something you write once and file away. It’s a living guide that helps set expectations and protect your organization. But if it’s been a few years since you last looked at it, chances are it’s missing key updates— whether due to changes in the law or shifts within your organization.
With employment laws evolving fast and employee expectations evolving, now is a good time to take a fresh look at your handbook. It should do more than check a box; it should reflect both compliance and how you care for your team.
Here are seven policy areas every HR leader should review and update in 2025:
1. Replace “permanent employment” with “regular full-time employment”
Language matters. Referring to employees as “permanent” can unintentionally create the impression of guaranteed or indefinite employment. This undermines the concept of at-will employment, which is the legal standard in most states.
Instead, use the term “regular full-time employment” and clearly state that employment is for no definite period and can be ended at any time by either the employee or employer, with or without cause. This clarity supports legal compliance and helps manage expectations from the start.
2. Rethink probationary periods and promises of job security
Probationary periods often suggest that once the trial period is over, job security is guaranteed. That’s not only misleading—it’s a legal risk.
Start by asking whether a probationary period is necessary at all. If the process for terminating an employee is the same on day 10 as it is on day 310, there’s little benefit—and some risk—in labeling the first few months as “probationary.” The term can unintentionally suggest a shift in employment rights after the period ends, which may conflict with your at-will employment policy.
If your organization decides to keep a probationary period, be intentional about how it’s structured and communicated. Define specific performance goals and behavior expectations that apply during this time. Share these expectations with new hires up front and provide regular feedback to help them succeed.
Make sure to document all feedback, particularly if performance falls short. This helps support your decision-making and reduces legal risk if termination becomes necessary before or after the probationary period ends.
And when the period concludes, avoid language that suggests guaranteed job security. Don’t imply that the employee has passed a trial and is now safe from termination. Reaffirm that employment remains at will and can be ended at any time, by either party, with or without cause.
Handled well, a structured onboarding and evaluation period can be helpful—but only if it’s supported by clear communication, thoughtful documentation, and consistent adherence to at-will principles.
3. Review policies for compliance with employee rights under the NLRA
Many organizations unintentionally include policies that infringe on employees’ rights to engage in protected concerted activity under the National Labor Relations Act (NLRA)—even in nonunion workplaces.
For example, overly broad rules around confidentiality, social media use, or speaking to coworkers about working conditions can violate NLRA protections.
Audit your handbook to ensure it doesn’t restrict employees from discussing wages, schedules, or working conditions, and avoid vague language like “maintain a positive work environment” if it could be interpreted as discouraging protected activity.
4. Update nepotism and relationship policies
Outdated “no spouse” or “anti-nepotism” policies can open your organization to claims of discrimination, especially if they treat married couples or family members differently based on gender or family status.
In 2025, these policies should be crafted with care. They must comply with federal and state anti-discrimination laws, including protections related to marital status.
A better approach is to focus on conflict of interest or supervisory reporting relationships—not the relationship itself. Make it clear that close personal relationships must be disclosed to HR to ensure there is no undue influence or favoritism, without automatically excluding individuals from employment.
5. Modernize dress code policies for inclusivity and safety
A modern dress code should reflect your culture, respect diversity, and prioritize safety. Avoid policies that enforce gender-specific standards, as they can be discriminatory under Title VII and state laws.
Also, ensure your dress code does not prohibit religious or cultural attire, such as head coverings or hairstyles, unless there’s a clear and documented business necessity (like a safety requirement).
Most importantly, apply the policy consistently across all departments and roles. A fair, inclusive dress code promotes respect and equity in the workplace.
6. Avoid overreaching into off-duty conduct
Outside of work, employees generally have the right to engage in lawful off-duty conduct—and many states now protect that right explicitly. For example, it’s unlawful in several states to take adverse action against employees for legal recreational activities, political participation, or tobacco use off the clock.
Review your policies to ensure they focus on work-related conduct only, unless off-duty behavior clearly impacts the workplace or violates other policies, such as harassment or conflicts of interest.
Keep your policies narrow and job-related to avoid legal exposure and show respect for employee privacy.
7. Be cautious with resignation notice requirements
Some handbooks still state that employees “must” provide two weeks’ notice and that failure to do so will result in penalties like loss of accrued PTO. But courts have increasingly viewed such provisions as attempts to create implied contracts of employment, which conflict with at-will status.
Instead, frame notice periods as requests, not requirements. For example: “We ask employees to provide at least two weeks’ notice to allow for a smooth transition.” Avoid imposing penalties for failure to do so, especially if your organization retains the right to terminate at any time.
A smarter, simpler way to build your handbook
A well-written, compliant handbook not only protects your organization—it reinforces your values, builds trust, and supports a positive employee experience.
BLR’s Employee Handbook Builder gives HR leaders exactly what they need: a reliable, flexible solution that keeps handbooks compliant, consistent, and easy to manage—no matter how complex your organization becomes. Whether you’re creating your first handbook or maintaining dozens across multiple states, this tool walks you through every step with clarity and confidence.
Need to update your handbook across multiple states? No problem. Want to roll out changes to employees in real time? You can. BLR can help you stay compliant, connected, and ready—no matter what changes come your way.
