Does every UK business need all employee handbook sections?

Not every business needs every section. The right handbook content depends on your organisation’s size, sector, working arrangements, and internal policies.

What is the purpose of an employee handbook in the UK?

An employee handbook sets out workplace expectations, staff policies, procedures, and guidance for employees in one accessible document.

Is an employee handbook legally required in the UK?

A handbook is not always legally required, but UK employers must provide certain employment information and should communicate key workplace policies clearly.

Can a UK employee handbook include remote and hybrid working policies?

Yes. A handbook can include policies for hybrid working, remote working, flexible working requests, IT use, confidentiality, and communication standards.

Is an employee handbook different from an employment contract?

Yes. Employment contracts set individual legal terms, while handbooks usually explain workplace policies, procedures, and expected behaviour.

How often should a UK employee handbook be updated?

You should review it regularly and update it when employment law, company procedures, benefits, or workplace practices change.

Can small businesses use this handbook section catalogue?

Yes. The catalogue can help small businesses select essential handbook sections without starting from a blank document.

Are the sections in the catalogue legally compliant?

The catalogue itself is a guide to possible sections. Legal suitability depends on the final wording and your organisation’s circumstances.

Why should employers use a structured employee handbook?

A well-structured handbook helps improve consistency, reduce misunderstandings, and make workplace policies easier for employees to understand.

How do I use this catalogue with the employee handbook generator?

Use the catalogue to review available section ideas, then follow the link to the main employee handbook generator page to create a document.

EN-GB>Employment>Employee Handbook>United Kingdom Employee Handbook Catalogue

United Kingdom Employee Handbook Section Catalogue

Created: 9 Jun 2026

Explore this catalogue to quickly understand key staff handbook sections and how they support compliant, consistent HR documentation. For broader guidance, visit the AI Generated British Staff Handbook category page.

Section Name	Section Purpose	Policy Area	Applicability	Drafting Consideration
Core
Employment Status And Contractual Relationship	Explains employment status, contractual documents and how handbook rules relate to contracts.	Employment terms	All employers	State whether handbook terms are contractual and align with employment contracts.
Written Statement Of Employment Particulars	Summarises key required employment particulars and where employees can find them.	Employment terms	All employers	Ensure consistency with section 1 Employment Rights Act 1996 particulars.
Recommended
Probationary Period	Sets expectations, review process, extension rules and notice during probation.	Employment terms	Most employers	Align with contract notice clauses and performance review process.
Core
Working Hours	Explains normal hours, breaks, overtime, time recording and working time limits.	Employment terms	All employers	Reflect Working Time Regulations rules, opt-outs and rest break entitlements.
Recommended
Overtime And Time Off In Lieu	Sets approval rules, payment or TOIL treatment and recording requirements.	Pay and benefits	Most employers	Ensure pay does not fall below National Minimum Wage after hours worked.
Core
Flexible Working Requests	Explains how employees can request changes to hours, times or workplace.	Employment terms	All employers	Reflect statutory request procedure and decision timescales.
Recommended
Remote And Hybrid Working	Sets rules for homeworking, attendance, equipment, security and performance expectations.	Employment terms	Workplace-dependent	Cover health and safety, confidentiality, data security and contractual workplace terms.
Place Of Work And Mobility	Explains normal workplace, travel expectations and any mobility requirements.	Employment terms	Most employers	Align with contract location clauses and avoid unreasonable unilateral changes.
Core
Pay Arrangements	Explains pay frequency, payslips, deductions, errors and salary review process.	Pay and benefits	All employers	Comply with payslip, unlawful deduction and minimum wage rules.
National Minimum Wage Compliance	Confirms commitment to paying at least the applicable minimum wage rate.	Pay and benefits	All employers	Account for working time, deductions, uniforms, apprentices and salaried hours.
Workplace Pension	Explains auto-enrolment, contributions, opt-out rights and pension provider information.	Pay and benefits	All employers	Reflect automatic enrolment duties and avoid giving financial advice.
Recommended
Employee Benefits	Summarises discretionary and contractual benefits, eligibility and change rules.	Pay and benefits	Most employers	State which benefits are discretionary and subject to insurer or scheme rules.
Optional
Bonus And Commission	Explains eligibility, targets, payment timing and discretionary conditions.	Pay and benefits	Role-dependent	Clarify discretion, leaver treatment and interaction with contracts and plans.
Recommended
Expenses	Sets rules for claiming business expenses, evidence, approval and repayment.	Pay and benefits	Most employers	Align with HMRC rules and internal approval limits.
Core
Annual Leave	Explains holiday entitlement, booking, refusal, carry-over and holiday pay.	Time off	All employers	Reflect statutory holiday rules under the Working Time Regulations.
Bank And Public Holidays	Explains whether bank holidays are included in or added to holiday entitlement.	Time off	All employers	State treatment for part-time staff and sectors operating on bank holidays.
Sickness Absence	Sets reporting, certification, sick pay, contact and return-to-work requirements.	Time off	All employers	Reflect SSP rules, fit notes, disability duties and contractual sick pay.
Recommended
Medical And Dental Appointments	Explains attendance expectations, evidence and whether time off is paid.	Time off	Most employers	Preserve statutory rights for antenatal appointments and disability-related adjustments.
Core
Maternity Leave And Pay	Explains maternity leave, pay, notice, health protection and return rights.	Time off	All employers	Reflect statutory maternity rights and pregnancy discrimination protections.
Paternity Leave And Pay	Explains eligibility, notice, leave timing and statutory paternity pay.	Time off	All employers	Reflect current statutory paternity leave and pay rules.
Adoption Leave And Pay	Explains adoption leave, statutory pay, notice and return arrangements.	Time off	All employers	Reflect statutory adoption rights and any enhanced scheme rules.
Shared Parental Leave	Explains shared parental leave, pay, notices, curtailment and booking rules.	Time off	All employers	Reflect statutory SPL notices, eligibility and discontinuous leave handling.
Unpaid Parental Leave	Explains unpaid parental leave entitlement, notice, postponement and limits.	Time off	All employers	Reflect statutory unpaid parental leave rights and service requirements.
Carer's Leave	Explains unpaid leave for employees with caring responsibilities.	Time off	All employers	Reflect Carer's Leave Act and regulations, including day-one rights.
Time Off For Dependants	Explains emergency unpaid time off to deal with dependant incidents.	Time off	All employers	Reflect Employment Rights Act dependant leave rights and reasonableness.
Parental Bereavement Leave	Explains leave and pay following the death of a child or stillbirth.	Time off	All employers	Reflect statutory bereavement leave and pay eligibility rules.
Recommended
Compassionate Leave	Explains discretionary leave for bereavement, serious illness or personal emergencies.	Time off	Most employers	Distinguish from statutory dependant, carer and parental bereavement rights.
Jury Service And Public Duties	Explains notification, evidence, pay treatment and time off for civic duties.	Time off	All employers	Reflect statutory protection from dismissal for jury service.
Optional
Volunteering Leave	Explains any employer-supported paid or unpaid volunteering time.	Time off	Workplace-dependent	Set eligibility, approval process, insurance and safeguarding requirements.
Core
Disciplinary Procedure	Explains misconduct handling, investigations, hearings, sanctions and appeals.	Procedures	All employers	Follow the Acas Code and state whether the procedure is contractual.
Grievance Procedure	Explains how employees raise workplace concerns and how they are handled.	Procedures	All employers	Follow the Acas Code, including investigation, meeting and appeal stages.
Capability And Performance Management	Explains handling of underperformance, support, warnings and review periods.	Procedures	All employers	Include fair process, support, reasonable adjustments and dismissal safeguards.
Recommended
Absence Management	Explains monitoring, triggers, meetings and support for repeated or long absence.	Procedures	Most employers	Address disability discrimination risks and medical evidence handling.
Redundancy Procedure	Outlines consultation, selection, alternative roles and redundancy payments.	Procedures	Most employers	Reflect statutory consultation, fair selection and collective redundancy duties.
Core
Whistleblowing	Explains protected disclosures, reporting channels and protection from retaliation.	Procedures	All employers	Reflect Public Interest Disclosure Act protection and escalation routes.
Recommended
Raising Concerns Informally	Encourages early informal resolution before formal grievance where appropriate.	Procedures	Most employers	Do not restrict statutory grievances, whistleblowing or harassment reporting.
Core
Standards Of Conduct	Sets general behaviour, professionalism, attendance and cooperation expectations.	Conduct and standards	All employers	Link breaches to disciplinary procedure and give examples of misconduct.
Gross Misconduct	Lists serious misconduct examples that may justify summary dismissal.	Conduct and standards	All employers	Avoid automatic dismissal wording and require fair investigation and hearing.
Attendance And Punctuality	Sets expectations for attendance, lateness reporting and unauthorised absence.	Conduct and standards	All employers	Coordinate with sickness absence, disability adjustments and disciplinary rules.
Optional
Dress Code And Appearance	Explains clothing, appearance, PPE and customer-facing presentation expectations.	Conduct and standards	Workplace-dependent	Avoid discriminatory rules and accommodate religion, disability and gender expression.
Recommended
Alcohol And Drugs	Sets rules on impairment, possession, testing and support routes.	Conduct and standards	Workplace-dependent	Testing needs consent, proportionality, safety justification and data protection basis.
Smoking And Vaping	Explains smoke-free workplace rules and any vaping restrictions.	Health and safety	Workplace-dependent	Reflect smoke-free legal duties and site-specific designated areas.
Company Property And Equipment	Sets rules for care, permitted use, return and loss of employer property.	Conduct and standards	Most employers	Align deductions, monitoring, insurance and return-on-termination rules.
Core
IT And Communications Acceptable Use	Sets rules for email, internet, devices, systems and permitted personal use.	Data and confidentiality	Most employers	Coordinate with monitoring, cybersecurity, data protection and disciplinary policies.
Recommended
Social Media Use	Explains work-related and personal social media conduct expectations.	Conduct and standards	Most employers	Balance reputation, confidentiality, harassment, privacy and lawful expression issues.
Conflicts Of Interest	Requires disclosure and management of personal, financial or professional conflicts.	Conduct and standards	Most employers	Link to outside work, gifts, procurement and fiduciary obligations.
Gifts And Hospitality	Sets approval, recording and limits for gifts, hospitality and inducements.	Conduct and standards	Most employers	Reflect bribery prevention procedures and sector-specific compliance obligations.
Anti-Bribery And Corruption	Prohibits bribery, facilitation payments, kickbacks and improper advantages.	Conduct and standards	Most employers	Tailor adequate procedures to bribery risks and reporting channels.
Core
Equality, Diversity And Inclusion	Confirms equal treatment commitments and prohibited discrimination standards.	Equality and inclusion	All employers	Reflect protected characteristics, recruitment, promotion, pay and training practices.
Anti-Harassment And Bullying	Prohibits bullying, harassment, victimisation and inappropriate workplace conduct.	Equality and inclusion	All employers	Include reporting routes, investigation process and Equality Act harassment risks.
Sexual Harassment Prevention	Explains prevention, reporting and response to sexual harassment at work.	Equality and inclusion	All employers	Address employer duty to take reasonable steps to prevent sexual harassment.
Reasonable Adjustments	Explains how disabled employees can request workplace adjustments and support.	Equality and inclusion	All employers	Reflect Equality Act duty and individual assessment requirements.
Recommended
Pregnancy And New Parent Support	Explains risk assessment, antenatal rights, breastfeeding support and return support.	Equality and inclusion	All employers	Reflect maternity protections, health and safety duties and discrimination risks.
Menopause Support	Explains support, adjustments and respectful handling of menopause-related issues.	Equality and inclusion	Most employers	Consider sex, age and disability discrimination risks and confidentiality.
Core
Health And Safety	Sets general safety duties, reporting, training and employee responsibilities.	Health and safety	All employers	Reflect employer and employee duties under health and safety legislation.
Recommended
Risk Assessments	Explains how workplace risks are assessed, controlled and reviewed.	Health and safety	Workplace-dependent	Document significant findings where required and tailor to workplace hazards.
Core
Accident And Incident Reporting	Explains reporting, recording and investigation of accidents, incidents and near misses.	Health and safety	All employers	Reflect RIDDOR reporting and accident book requirements where applicable.
Fire Safety And Evacuation	Explains fire prevention, alarms, evacuation, assembly points and drills.	Health and safety	Workplace-dependent	Tailor to premises fire risk assessment and appointed fire wardens.
First Aid	Identifies first aid arrangements, trained first aiders and emergency procedures.	Health and safety	All employers	Reflect workplace first aid assessment and appointed persons.
Recommended
Mental Health And Wellbeing	Explains support resources, stress risk management and wellbeing expectations.	Health and safety	Most employers	Address work-related stress risk assessments and disability-related support.
Optional
Lone Working	Sets procedures for employees working alone or without close supervision.	Health and safety	Role-dependent	Base controls on risk assessment, communication and emergency arrangements.
Manual Handling	Explains safe lifting, training, equipment use and injury prevention.	Health and safety	Role-dependent	Reflect Manual Handling Operations Regulations and role-specific assessments.
Recommended
Display Screen Equipment	Explains workstation assessments, breaks and eye test arrangements for DSE users.	Health and safety	Role-dependent	Reflect DSE Regulations for regular users and home workers.
Optional
Personal Protective Equipment	Explains PPE provision, use, storage, replacement and employee obligations.	Health and safety	Role-dependent	Reflect PPE duties and prohibit charging employees for required PPE.
Driving For Work	Sets rules for licences, insurance, vehicle checks, mobile phones and safety.	Health and safety	Role-dependent	Include company and grey fleet rules, insurance and road traffic obligations.
Company Car And Vehicle Use	Explains allocation, permitted use, maintenance, fines, insurance and return rules.	Pay and benefits	Role-dependent	Align with tax treatment, benefit status and contract entitlement wording.
Core
Data Protection	Explains employee data handling, privacy notices, rights and responsibilities.	Data and confidentiality	All employers	Align with UK GDPR, Data Protection Act and employee privacy notices.
Recommended
Employee Monitoring	Explains monitoring of systems, communications, CCTV or location data.	Data and confidentiality	Workplace-dependent	Use clear transparency notices, lawful basis, proportionality and DPIAs where needed.
Core
Confidentiality	Protects business information, client data, trade secrets and internal materials.	Data and confidentiality	All employers	Align with contracts, whistleblowing carve-outs and post-termination obligations.
Information Security	Sets password, access, device, phishing and secure working requirements.	Data and confidentiality	Most employers	Coordinate with data breach procedures, IT controls and disciplinary rules.
Recommended
Intellectual Property	Explains ownership and protection of work-created IP and inventions.	Data and confidentiality	Role-dependent	Align with contract IP assignment clauses and role-specific creations.
Core
Right To Work	Explains right to work checks, ongoing obligations and reporting changes.	Employment terms	All employers	Reflect prevention of illegal working checks and data protection requirements.
Recommended
Recruitment And Selection	Explains fair hiring, selection, checks, references and equal opportunities.	Procedures	Most employers	Reflect equality duties, right to work checks and data minimisation.
References	Explains how employment references are requested, given and authorised.	Procedures	Most employers	Ensure references are true, fair, consistent and data-protection compliant.
Training And Development	Explains mandatory training, role development, study support and repayment rules.	Employment terms	Most employers	Align repayment clauses with contracts and avoid unreasonable penalties.
Optional
Apprenticeships	Explains apprenticeship arrangements, training time, pay and supervision.	Employment terms	Role-dependent	Reflect apprenticeship agreement, off-the-job training and minimum wage rules.
Safeguarding	Sets reporting and conduct rules for protecting children or vulnerable adults.	Procedures	Role-dependent	Tailor to regulated activity, DBS checks and sector safeguarding rules.
DBS Checks	Explains criminal record checks, eligibility, handling results and updates.	Procedures	Role-dependent	Only request eligible checks and handle criminal offence data lawfully.
Recommended
Workplace Investigations	Explains investigation steps, evidence gathering, confidentiality and suspension.	Procedures	All employers	Keep investigators impartial and avoid treating suspension as automatic.
Suspension From Work	Explains when suspension may be used during investigation or risk management.	Procedures	All employers	Use only where reasonable, paid unless contract allows otherwise, and reviewed.
Core
Appeals	Explains appeal rights after disciplinary, grievance or capability outcomes.	Procedures	All employers	Align appeal deadlines and independence with Acas procedural expectations.
Notice And Termination	Explains notice periods, resignation, dismissal, garden leave and final pay.	Employment terms	All employers	Align with contract notice, statutory minimum notice and final holiday pay.
Optional
Retirement	Explains retirement discussions, notice and age-neutral workforce planning.	Employment terms	Most employers	Avoid default retirement age unless objectively justified.
Adverse Weather And Travel Disruption	Explains attendance, remote work, unpaid leave and communication during disruption.	Time off	Workplace-dependent	Clarify pay treatment and homeworking options consistently.
Recommended
Emergency And Business Continuity	Explains communication, alternative working and continuity during major disruption.	Procedures	Workplace-dependent	Coordinate with health and safety, data security and remote working plans.
Visitors And Site Security	Sets visitor sign-in, identification, escorting and site access rules.	Health and safety	Workplace-dependent	Align with premises security, fire evacuation and data protection procedures.
Optional
Bring Your Own Device	Sets rules for using personal devices for work purposes.	Data and confidentiality	Workplace-dependent	Cover security controls, access removal, monitoring and employee privacy.
Core
Data Breach Reporting	Explains how employees report suspected personal data breaches quickly.	Data and confidentiality	All employers	Enable prompt assessment against ICO notification deadlines.
Optional
Mediation	Explains voluntary mediation for resolving workplace conflict.	Procedures	Most employers	Keep mediation voluntary, confidential and separate from formal procedures.
Recommended
Trade Union And Employee Representation	Explains representation rights, union membership and workplace consultation channels.	Procedures	Workplace-dependent	Respect union membership rights and statutory accompaniment rights.
Core
Right To Be Accompanied	Explains accompaniment at disciplinary and grievance hearings.	Procedures	All employers	Reflect statutory companion categories and reasonable postponement rights.
Recommended
Modern Slavery And Human Trafficking	Explains reporting concerns and commitment to preventing labour exploitation.	Conduct and standards	Workplace-dependent	Consider supply chain duties and annual statement threshold if applicable.
Optional
Environmental And Sustainability Standards	Sets workplace expectations on waste, energy use, travel and sustainability.	Conduct and standards	Workplace-dependent	Tailor to actual workplace practices and any regulated environmental duties.
Recommended
Customer And Client Conduct	Sets standards for dealing with customers, clients, suppliers and service users.	Conduct and standards	Role-dependent	Include abuse reporting, service standards, confidentiality and safeguarding if relevant.
Optional
Personal Relationships At Work	Explains disclosure and management of relationships creating workplace risks.	Conduct and standards	Workplace-dependent	Focus on conflicts, supervision, favouritism, confidentiality and harassment risks.
Recommended
Outside Work And Secondary Employment	Sets disclosure and approval rules for additional work or business interests.	Employment terms	Most employers	Avoid unreasonable restrictions and consider working time and conflict risks.

What Should A UK Employee Handbook Usually Include?

A robust UK employee handbook should usually prioritise core sections on employment terms, pay, working time, annual leave, sickness absence, disciplinary rules, grievance procedures, equality, health and safety, data protection, confidentiality and family-related leave. These areas are closely linked to statutory rights or common employment disputes, so they should be aligned with contracts and internal procedures.

Which Handbook Sections Need The Most Legal Care?

Working time, holidays, pay and leave: these should reflect UK statutory minimums and avoid contradicting employment contracts.
Disciplinary and grievance procedures: these should be consistent with the Acas Code because unreasonable failure to follow it can affect tribunal compensation.
Equality, harassment and reasonable adjustments: these should reflect Equality Act duties and current workplace practices.
Data protection, monitoring and confidentiality: these should be specific enough to support UK GDPR transparency and business protection requirements.

How Should Employers Use Optional Handbook Sections?

Optional sections such as dress code, company car, expenses, remote working, social media, adverse weather and menopause policies are useful where they match the employer\'s actual workplace risks or benefits. They should not create contractual promises unintentionally unless the employer intends them to be binding.

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FAQs

What is the United Kingdom Employee Handbook Section Catalogue?

It is a reference page listing common sections that can be included in a UK employee handbook, helping employers choose relevant policies for their organisation.

Who is this employee handbook section catalogue for?

What sections are usually included in a UK employee handbook?

Is this catalogue designed for UK employers?

How does this catalogue help me create an employee handbook?

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