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Take inventory of current policies to identify any missing or unnecessary provisions. Think about new and upcoming federal and state employment law changes. Address substantial changes, such as the Family and Medical Leave Insurance Program (FAMLI) in Colorado. Learn more about changes to Colorado law in this article. 

Has the organization experienced any meaningful changes? Handbooks are living documents and need to evolve with your organization’s needs. Ensure your policies reflect the actualities of your organization. If you have differences by job sites, departments, or teams, tailor your handbook similarly.  

Review your final drafted handbook with leadership to ensure it is meeting the expectations of your leaders and the organization.  

Communicate handbook changes to your employees. You will want to have a way to prove employees have received a copy of the handbook. Employees can acknowledge with paper and pen or e-signature through a PDF or HR system. Some states require the acknowledgment of specific laws. Additional signatures can be obtained within or outside of the handbook. A unique opportunity to share handbook information and changes would be during a lunch-and-learn session. These gatherings allow employees to ask questions and seek clarification.  

Another consideration is, “How often should I update my handbook?” A rule of thumb is that unless significant employment law changes exist, updates should occur about every two years.