Create Your Handbook

Generate an employee handbook and save as an editable Word document.
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Enter your state

This is step 1

Company Name

Enter your company name

Trial Period

Do you have a trial period for new employees?

No Yes

How many days is the trial period?

Paid Holidays

Do you offer paid holidays?

No Yes

What are your paid company holidays?


Vacation Benefits

Do you offer paid vacation for regular employees?

No Yes

How long does an employee have to work before becoming eligible for vacation?

Can employees carry forward remaining vacation into the next year?

No Yes

Sick Leave

Do you offer paid sick leave for regular employees?

No Yes

How many paid sick days do you offer?

Workers' Compensation

Does your company have a workers' comp policy (it's required in most states)?

No Yes

Health Insurance

Does your company offer health insurance for regular employees?

No Yes

Pay Period

How frequently do you pay?

Direct Deposit

Do you offer direct deposit of payroll?

No Yes

Full Time Hours

How many hours do you have to work to be considered a full time employee?

Performance Review

How often do you have a performance review with employees?

Human Resources and Payroll Manager

Enter the name of the person responsible for Human Resources in your company.



Enter the name of the person responsible for payroll your company.

How many employees do you have?

Select number of employees

How to Create a Great Employee Handbook

Get an updated, high-quality employee handbook for your company.
You can preview your document with no obligation to purchase.

Create a customized employee handbook for your company. A good handbook should reflect your company culture. Your policies should be clear and easy to understand. Having a solid employee handbooks is important.

One size does not fit all. By providing answers to company-specific questions you ensure that your handbook is applicable to the work you're doing. You can always go back and edit your choices as your policies change over time.

Your handbook is assembled when all of your company data has been gathered. It takes only a few minutes to create an updated handbook with clear expectations and guidelines for your team.

Download your handbook as a Microsoft Word Document. You should review your handbook with your trusted advisiors and make any changes you deem necessary. If you need assistance, we're here to help!

Handbooks Features

We deliver high quality employee handbooks, custom made for your business.

Create a detailed employee handbook

Generate an employee handbook specific to your company. Your document is available instantly.

Simple, painless HR manuals

We incorporate best practices. You get a thorough, detailed employee handbook.

Handbooks for Your State

Documentation requirements vary by state and can be difficult to track. We make documentation easy.

Tools to Help

Our tools are designed to make your job easier. We take the pain out of generating HR documents.

Focus on What You Do

You're going to love how easy tracking employee acknowledgments has become.

Trusted Documents

See why companies all over the country trust Handbooks to generate the busines-critical documents.

Frequently Asked Questions

The questions being asked about employee handbooks

How is this process different than hiring an expert to write an employee manual?

Although we recommend you consult with your expert advisors, our hope is that generating your HR documentation is an easy and affordable process. We work hard to deliver documents that are thoroughly vetted, clear and concise. We think you'll notice the difference..

There are plenty of reasons you should have a current, well written employee handbook. Here are a few of our favorites 1) Set the tone in your workplace 2) Communicate what is expected of employees 3) Ensure your policies are clearly communicated 4) Defend yourself against employee claims! 5) Explain your benefits and what sets you apart.

The process begins with a survey of questions. Typically these questions can be answered in less than 5 minutes. The employee handbook is generated immediately after completing the survey. Many of our users are able to complete the entire process in less than 10 minutes.

The free basic handbook is a well written document that can serve as a temporary or partial employee handbook. It contains some important language and is a useful tool, serving as a basic framework for your company.

The Comprehensive handbook is a more exhaustive document and contains useful policies, procedures, standards and ideas. These additional sections offer a complete framework that you can modify to suit your needs. The comprehensive manual has been generated for you and is ready to download when you upgrade your account.

There are about 20 additional sections included:

Welcome Statement, Introductory Period, Performance Reviews, Employment Records, Disciplinary Policy, Employee Conduct and Work Rules, Use of Communication and Computer Systems, Punctuality and Attendance, Personal and Company Owned Communication Devices, Personal Visitors and Telephone Calls, Inspections Smoking Policy, Confidential Company Information, No Solicitation / No Distribution, Conflict of Interest and Business Ethics, Equipment and Property Including Intellectual Property, Health and Safety, Hiring Relatives, Employee Relationships, Business Expense Reimbursement, References, Employee Acknowledgements

In addition to getting the Comprehensive handbook, an upgraded account gives you access to unlimited additional handbooks. This is especially useful if you have another business and would like to generate a handbook for each business. You can also make unlimited revisions to your handbook. Finally, when you upgrade your account, you get access to updated language in the handbook for one year so you can be sure your document is up to date.

A solid employee handbook is the foundational to establishing trust and expectations.
Download a sample handbook

What our customers say

Feedback from our fans

I wanted an employee handbook that I wasn't sheepish about my employees signing. Handbooks is different. Thank!

We just wanted a simple, straightforward employee handbook. This was perfect.

I really don't have the expertise to put together an employee handbook. This was a great solution.

Our current employee handbook was 15 years old. It was time for an update.

Our blog

Read more stories from our blog

12june

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28feb

Troublesome Policies May Be Lurking In Your Handbook

Old language and outdated HR Manuals can spell trouble for your company. Take a look at a few of the most common policies...

The 5 Things Every Handbook Needs

Your employees are one of your most valuable workplace assets and each comes with his or her own share of personality, work ethic and style of communication. Employees can be complicated! Clearly communicating your workplace goals, expectations and standards doesn’t have to be. Whether you are looking to create a comprehensive document that closely addresses a range of specific policies or you are looking for a bare bones document that simply covers your bases, here are the five most important statements every handbook needs:

  • Who you are- The Mission Statement
    As a company, your mission statement is an imperative piece of information that you owe your employees. That’s right. You owe your employees a statement about your company’s purpose in order to give them an honest opportunity to embrace your unique vision. The ability to spell out what your company represents and where it wants to go is the first step in creating an atmosphere of clear, transparent communication in your workplace. While job duties differ, everyone you employ should be working toward the same goals. By following your company’s guiding principles, everyone should be using the same standards to fulfill your company’s mission. By communicating your values, tone, culture and direction, you give your employees the key to how to succeed.
  • Your expectations- Statement of Policies
    The minimum expectation of your employees is the line you draw clearly in the sand with your handbook. This section should cover your policies and your code of conduct, which, at a minimum should include harassment and discrimination policies as well as the person employees should contact if an HR issue arises. Federal law prohibits harassment and discrimination based on age, race, religion, gender, sexual orientation, national origin, disability, pregnancy and other protected classes. You must enforce these policies or risk facing a lawsuit you may lose. Employees should have complete understanding that harassment and discrimination are never tolerated. Are your managers tired of feeling stuck on repeat? If attendance, hygiene, dress code, safety, drug testing, internet policy or anything else are issues that management has to address on any kind of regular basis, you might consider putting a policy in the handbook to save everyone some breath.
  • The At-Will Relationship
    By now, you have clearly laid out both who you are as a company and the minimum that you expect from your employees. In a perfect world, this is all you would need. In the real world, employees come and go, and it doesn’t always end well. The bulk of employee lawsuits stem from wrongful termination claims. While your company may be stocked from wall to wall with wonderful people, it only takes one disgruntled employee who feels that he or she has been wronged unfairly to file a suit. Even a lawsuit without merit can cost a company unnecessary dollars, hours, resources and stress. If your company is located in an at-will state (and most are), you need to spell out that your company can terminate any employee at any time for any reason. Otherwise, you need to lay out a clear termination policy that you can literally follow “by the (hand)book” when dismissing an employee.
  • Oh, by the way- A Disclaimer for all of your disclaimers
    A Handbook is considered a living document. It can change as your company grows, however, you might not want to update your handbook every year. Fortunately, with a good disclaimer, you shouldn’t have to. Your mission statement, policies and procedures aren’t likely to change drastically or often. Even so, it’s impossible to cover every unforeseeable event in your workplace, nor should your handbook try to do so. You must have a statement that says your handbook is neither exhaustive nor comprehensive, that policies may change at any time and that the handbook does not serve as a contractual offer or promise of employment. This disclaimer gives management the versatility it needs to act as it sees fit when your company is faced with a range of issues.
  • Acknowledgment- The “I understand” signature statement
    Having a handbook does you absolutely no good if you can’t prove your employees read and understood the contents. Be sure your employees sign and date the acknowledgment page, then file it in the employee’s personal file. Then congratulate yourself for both protecting your company and communicating so effectively with your employees, your company’s most valuable assets.


    If you have any questions, we're happy to help! Send us an e-mail to hello@handbooks.io