Employee Handbook Templates
Three employee handbook formats tailored for different company types. Covers startups scaling fast, remote-first teams, and professional services firms — each structured to protect the company and inform employees clearly.
Startup Employee Handbook
Best for: early-stage companies (1-50 employees) that need a lean but complete handbook
Table of Contents (Sample)
[Company Name] Employee Handbook — Version [X.X]
1. Welcome & Our Mission
2. Employment Classification & Work Hours
3. Code of Conduct
4. Compensation & Pay Schedule
5. PTO, Sick Leave & Holidays
6. Benefits Overview
7. Anti-Harassment & Discrimination Policy
8. Confidentiality & IP Agreement
9. Disciplinary Process
10. Acknowledgment & Signature
Remote-First Handbook
Best for: fully distributed or hybrid teams with employees across multiple time zones
Key Remote Policy Sections
Work Hours & Availability
Team members are expected to be available during core hours of [X:00 AM – X:00 PM time zone]. Outside these hours, async work is fully supported. Response time SLA for messages: [X hours].
Home Office Stipend
Each employee receives a one-time home office setup stipend of $[Amount] and a monthly internet allowance of $[Amount]. Receipts must be submitted within [30] days.
Communication Norms
Default to async. Use [Slack / Teams / Dewx Portal] for updates. Video calls are reserved for [decision-making / onboarding / weekly standups]. Cameras [on/optional] during calls.
Professional Services Handbook
Best for: agencies, consultancies, and law/accounting firms with client-facing staff
Additional Policy Sections for Services Firms
Client Confidentiality
All client information is strictly confidential. Employees must not disclose client names, projects, or data to any third party without written consent. Violation constitutes grounds for immediate termination.
Time Tracking & Billing
Billable hours must be recorded in [timekeeping system] same-day. Minimum billing increment: [X minutes]. Rounding up is prohibited. Time entries are reviewed weekly by [manager / Finance team].
Conflict of Interest
Employees may not work for direct competitors or [Company] clients outside of their employment without prior written approval from [CEO / HR].
How to Use These Templates
Choose your edition
Start with the template that matches your company type and size. You can merge sections from multiple templates.
Review with legal counsel
Employment law varies by jurisdiction. Have an employment attorney review your handbook before distributing it to employees.
Collect signed acknowledgments
Every employee must sign an acknowledgment form. Keep signed copies on file for the duration of employment plus 3 years.
Review annually
Schedule a yearly handbook review. Update policies when laws change, benefits change, or company practices evolve.
Customize in Dewx
Inside Dewx, tell Dew: "Draft an employee handbook for a [remote / startup / agency] company with [X] employees." Dew generates a full handbook draft, stores it in OPS Hub, and automates distribution to new hires during onboarding — with e-signature tracking and automatic reminders for unsigned employees.
Related Templates
Frequently Asked Questions
What must be included in an employee handbook?
At minimum, include: employment classification, work hours and attendance policy, code of conduct, anti-harassment and discrimination policy, compensation and benefits, PTO and leave policy, confidentiality and IP agreement, and disciplinary procedures. Many jurisdictions require certain policies by law — consult an employment attorney before publishing.
How often should I update my employee handbook?
Review your handbook at least annually and after any major changes to employment law, company structure, or benefits. Have employees acknowledge updates with a signature. Outdated handbooks can create legal liability if policies no longer reflect actual practices.
Should employees sign the employee handbook?
Yes. Include a signed acknowledgment page stating the employee has received, read, and understood the handbook. This is critical for disciplinary actions. Store signed copies in each employee's HR file. Inside Dewx OPS Hub, acknowledgments are tracked and stored automatically.
How does Dewx help manage employee handbook distribution?
Dewx OPS Hub stores your handbook, sends it to new hires as part of the automated onboarding workflow, tracks e-signature acknowledgments, and notifies HR when employees have not completed sign-off. When you update the handbook, Dew notifies affected employees and collects new acknowledgments.
HR Operations, Automated
Simple, Transparent Pricing
Starting at $29/mo for solopreneurs. $79/mo for teams. All features included.
View pricingOnboard Employees the Right Way
Dew distributes your handbook, collects e-signatures, and tracks acknowledgments — so HR never chases paperwork.
Try Dewx FreeStop Managing HR in Spreadsheets
Dewx OPS Hub gives you a complete HR system: handbook distribution, e-signature collection, onboarding checklists, and employee records — all automated.