2023 Updated Version

Michigan Employee Handbook

imageIncludes state and city-specific policies
imageLearn about Michigan policies
imageFree - no credit card required
Michigan State Flag
Michigan City
Michigan handbook policies

Michigan employee handbook overview

When creating an employee handbook for Michigan, it’s essential to incorporate policies that are specific to the state and federal guidelines. Regardless of the number of employees in Michigan or elsewhere, it’s necessary to provide a Michigan-specific handbook that outlines the policies and rights that employees are entitled to under state law. 

The necessary state policies for Michigan, federal policies, and additional optional policies are listed below.



What should be included in a Michigan employee handbook?

Every handbook should include Federal, State, and (if applicable) City-specific policies.  Below are Michigan-specific policies that should be included in your handbook. 

  • Michigan Final Paycheck Policy: Employers are required to provide the employee with their final paycheck in accordance with the timeline of when they would receive it had they remained employed.
  • Michigan Crime Leave Policy: Employers are required to provide unpaid leave to employees that are crime victims or representatives of a crime victim.
  • Michigan Emergency Response Leave Policy: Employers are required to include a policy that provides protections for employees who need to leave for Civil Air Patrol duties.
  • Michigan Sick Leave Policy: Large employers are required to provide employees with paid sick leave.  

Create your Michigan employee handbook now


Federal Policies
Federal handbook policies



Don’t forget about Federal Policies

There are policies required by federal law in all 50 states, and so they must be included in your handbook no matter what state your employees are based in.  Some of the most important policies are outlined here, however, all federal policies should be included in your handbook.

  • Equal Employment and Anti-Discrimination Policy
  • Sexual Harassment Policy
  • Family Medical Leave Act (FMLA) Policy (required for companies with 50 or more employees)
  • Military Service Leave
  • Get the full list of federal policies from the free handbook template builder


Additional Policies

Other Policies to Include in Your Michigan Employee Handbook


  • Workplace Violence
  • Employee Conduct and Work Rules
  • Conflict of Interest and Business Ethics
  • Receipt of Non-Harassment Policy
  • Receipt of Sexual Harassment Policy
  • Health and Safety
  • Confidential Company Information
  • Insurance
  • Workers’s Compensation
  • Open Door Policy
  • Equipment and Property Including Intellectual Property
  • Sick Days
  • No Solicitation / No Distribution
  • Benefits Overview
  • Use of Communication and Computer Systems
  • Punctuality and Attendance
  • Holidays
  • Vacation Benefits
  • Benefits
  • Working Schedule
  • Employment Records
  • Inspections
  • Smoking
  • Pay Day
  • Overtime
  • Timekeeping
  • Employee Categories
  • Performance Reviews
  • Lactation Breaks
  • Direct Deposit
  • Company Vehicles
  • Personal and Company Owned Communication Devices
  • Personal Visitors and Telephone Calls
  • Hiring Relatives
  • Business Expense Reimbursement
  • Social Media Policy
  • Introductory Period
  • General Handbook Acknowledgment
  • References

Employee handbook requirements by state

Click on a state to learn more about policies and recommendations.


Let’s build this thing!


What’s included with the handbook builder

Creating a new handbook only takes a few minutes. And it’s easy. You can get started by answering a few interactive questions about your company. A few examples:

  • 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?
image

Company culture

Communicating your company culture

In all businesses, building a strong company culture can be essential to boosting morale and aligning employees. Arguably, it is even more key for small businesses. With a small team, the impact of a strong culture is made more apparent. Here are some important things to remember when building a strong company culture.

Evaluate Your Current Culture

Since company culture is primarily determined at the top, here are some key questions to ask your leadership team to evaluate where your culture currently stands:

  • Are we open about how things work at our company?
  • Do our employees know what is expected of them?
  • Do we value our employee’s feedback?
  • How do we demonstrate that our employees are valued? 
  • What are our company values?
  • Do we clearly express these values? 

Set Your Goals

From your answers to the previous questions, pinpoint what is lacking and make goals to improve on those areas. This could mean having clearer communication for employee expectations, defining company values, or creating monthly team-building activities to build morale. 

Respecting Employee’s Work-Life Balance

A large part of communicating that your company values its employees is demonstrating respect for their lives outside of work. A strong employee handbook can allow this to be done in a clear, effective way. Company leaders should detail expectations, but also be open about their own work-life balance to build transparency. Trust is key in a great company, and when leaders show genuine empathy for employee responsibilities at home, a foundation for transparency and cooperation is built. 

The Link Between Culture and Happiness

Many surveys and analyses of employee feedback indicate that the majority of employees care as much about the culture of the company they work for as their salary.  In small companies, culture is frequently undervalued. In order to reduce turnovers and increase recruitment, companies need to understand that there is a link between strong culture and the one important question employees think about regularly: “Am I happy working here?”.

Understanding and Communicating Your Company’s Culture

In order to effectively communicate your company’s culture, you need to understand it. By asking your team the right questions, setting goals, and valuing employees, you can be sure to be on the right track. 

Communicating this culture is an essential next step toward aligning with your employees. Not every culture is a good fit for every employee, and being honest upfront is important for making sure you are hiring employees best aligned not only with the skills a company requires, but the culture of the workplace. Research shows that when looking for a job, 77% of people polled would consider a company’s culture and work atmosphere before applying. By clearly communicating your company culture up front, you can ensure that more candidates who align with your team values will apply for a position.


Creating an editable handbook


How to create your new small business handbook

  • Get an up-to-date handbook
  • Edit online or download Word Doc
  • Includes essential policies
  • EEOC, harassment and discrimination policies
  • Customizable optional policies

Our Blog

Employee Handbook Resources

Best practices, guidance and information for companies