Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.
Last updated October, 2026
Hawaii Employee Handbook Overview
If you have employees in Hawaii, your handbook should explain the state and federal policies that apply to them. This is especially useful when only part of your workforce is based in Hawaii: those employees still need clear information about their state-specific rights and your company’s practices.
Below are Hawaii policies to consider, along with federal and optional policies that may belong in your handbook.
What should be included in a Hawaii employee handbook?
A useful handbook brings together the federal, Hawaii, and, where applicable, local policies relevant to your workforce. Which provisions you need depends on your business and employees.
- Hawaii Family Leave Policy: Under the Hawaii Family Leave Law, eligible employees who have worked for a covered employer for six consecutive months may take up to four weeks of generally unpaid, job-protected leave per calendar year. The law covers employers with at least 100 employees working in Hawaii for 20 or more weeks in the current or preceding year. Leave may be used for the birth or adoption of a child; to care for a child, spouse, reciprocal beneficiary, sibling, grandchild, or parent with a serious health condition; or, since July 1, 2026, for a qualifying military exigency involving one of those family members. It does not cover the employee’s own medical condition. Employees may use available accrued paid leave, and employers that provide sick leave must generally allow up to 10 accrued and available sick days for family-leave purposes, subject to the law’s conditions.
- Hawaii Leave for Victims of Sexual or Domestic Violence Policy: Employees with at least six consecutive months of service may take unpaid leave when they or their minor child are victims of domestic or sexual violence. Employers with 50 or more employees must allow up to 30 days per calendar year; employers with 49 or fewer employees must allow up to five days. Qualifying reasons include medical care, counseling, victim services, relocation, legal proceedings, and related safety needs. The policy should also explain how employees can request leave confidentially.
- Hawaii Short-Term Disability Benefits Policy: Covered employers must provide Temporary Disability Insurance (TDI) for eligible employees. TDI partially replaces wages when an employee cannot work because of a nonwork-related illness, injury, or pregnancy-related disability. It does not provide medical coverage or, by itself, establish a right to job-protected leave.
- Hawaii Prepaid Health Care Policy: Hawaii’s Prepaid Health Care Act separately requires covered private employers to provide approved medical coverage to eligible employees. This generally applies after four consecutive weeks of employment to employees who work at least 20 hours a week and meet the law’s monthly earnings threshold, subject to applicable exclusions and waivers.
- Hawaii Pregnancy Accommodations Policy: Employers must provide reasonable accommodations for pregnancy, childbirth, and related medical conditions, including medically needed leave for a reasonable period and reinstatement as required by state rules. Hawaii also requires reasonable breaks and a private, non-restroom space for employees to express milk during the first year after birth, with a limited undue-hardship exception for employers with fewer than 20 employees.
- Hawaii Organ, Bone Marrow, and Stem Cell Donor Leave: Private employers with 50 or more employees must provide eligible employees who have at least one year of service with up to seven days per calendar year to donate bone marrow or peripheral blood stem cells, or up to 30 days to donate an organ. Employees must provide written medical verification. The law also addresses continued group health coverage and how this leave interacts with other leave.
- Hawaii Final Paycheck Policy: An employee who resigns without advance notice must receive earned wages by the next regular payday. If the employee gives at least one pay period’s notice, earned wages are due when they leave. An employee who is dismissed must be paid at the time of discharge, or by the next working day if the timing or circumstances prevent immediate payment.
Federal Policies
Federal law affects many handbook provisions, but coverage depends on factors such as employer size and the type of work. These are common core policies and practices to review alongside Hawaii law.
Core policies
- Equal Employment Opportunity and Anti-Discrimination Policy
- Anti-Harassment and Complaint Procedure
- Family and Medical Leave Act (FMLA) Policy, if covered
- Americans with Disabilities Act (ADA) and Reasonable Accommodation Policy
- Military Service Leave (USERRA)
- Wage and Hour Compliance Policy (FLSA and Hawaii law). Hawaii’s minimum wage is $16 per hour in 2026, and overtime is generally required after 40 hours worked in a workweek.
- At-Will Employment Notice
- Additional policies for covered federal contractors or grant recipients, where applicable
Highly recommended policies
- Workplace Violence Prevention Policy
- Code of Conduct Policy
- Nursing Parents Policy
- Conflict of Interest and Business Ethics
- Disciplinary Procedures
- Use of Company Property
- Employee Classification and Pay Practices
- Health and Safety Policy
- Confidential Company Information
- Open Door Policy
- Receipt of Non-Harassment Policy
- Use of Communication and Computer Systems
- Workplace Searches and Inspections
Additional policies to include as applicable
- Industry-specific policies
- Sick Leave, Vacation Leave, and PTO Policy
- Company Vehicles Policy
- Punctuality and Attendance
- Benefits
- Working Schedule
- Employment Records
- Smoking
- Overtime
- Performance Reviews
- Social Media Policy
- Remote Work Policy
- Introductory Period Policy
- References
- Hiring Relatives and Significant Others
- Business Expense Reimbursement
Explore these policies in the free handbook builder.
Poster Requirements
Labor law posters can feel like a puzzle. Employers need to check which federal and Hawaii notices apply to their workplaces and keep the required versions accessible.
Why Should I Care About Displaying Posters?
Required notices tell employees about their workplace rights and benefits. Missing or outdated notices can create compliance problems and may lead to penalties under the laws that require them.
What Are the Requirements for Displaying Labor Law Posters?
Display applicable posters conspicuously at workplaces where the relevant law requires physical posting. If employees work remotely, check the rules for each notice: electronic access may supplement physical posters, and in some circumstances it may satisfy a particular posting requirement. Some notices must also be available to applicants.
What Labor Law Posters Do I Need to Display?
Review the federal and Hawaii requirements for each location where you have employees. Government agencies provide the applicable notices free of charge; you do not need to buy a commercial poster package.
- Federal Poster Requirements: Federal posting duties vary by law, employer size, industry, and other factors. Use the U.S. Department of Labor’s Poster Advisor to identify notices administered by the department, then check any requirements from other relevant federal agencies.
- Hawaii Labor Law Poster Requirements: The Hawaii Department of Labor and Industrial Relations provides free printable notices. Its combined poster PDF is currently pending an update, so use the current individual sections listed on that page. Also check the department’s additional Hawaii notices, including the breastfeeding workplace notice.
How to create a Hawaii Employee Handbook?
An employee handbook is more than a formality. It gives your team a clear place to find company expectations, benefits, and workplace policies. To keep it useful, review it when your practices or applicable laws change.
You can draft a handbook from scratch or start with a template and tailor it to your business. Handbooks.io helps you answer a short set of questions, choose policies, and build an editable document. Start with a free basic handbook, or select a paid plan for tailored Hawaii and applicable local policies.
Get started on building your handbook
Getting started takes just a few minutes. The builder asks questions about your company, such as:
- How many employees do you have?
- Do you have employees in multiple states?
- Do you have an introductory period for new employees?
- Do you offer paid holidays?
- What is your payroll schedule?