Nebraska employee handbook

Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.

Last updated October, 2026

Nebraska Employee Handbook Overview

Including applicable state-specific and federal policies in your Nebraska employee handbook is essential. Whether your employees are all in Nebraska or just a few, your handbook should explain the policies and rights that apply to employees working in the state.

Check out important state policies for Nebraska, federal policies, and other optional policies below.

What should be included in a Nebraska employee handbook?

Every handbook should address applicable federal, state, and, if relevant, city-specific policies. Below are Nebraska-specific policies to consider for your handbook.

• Nebraska Equal Employment Opportunity Policy: Employers covered by Nebraska’s Fair Employment Practice Act generally may not discriminate based on race, color, religion, sex (including pregnancy), national origin, disability, marital status, or military or veteran status. The Act generally covers private employers with 15 or more employees. A separate Nebraska law protects workers age 40 and older and generally covers employers with 20 or more employees. State law also separately restricts discrimination based on genetic information.
• Nebraska Paid Sick Leave Policy: Nebraska employers with 11 or more qualifying employees must provide paid sick time to eligible employees. After 80 hours of work during consecutive employment in Nebraska, employees accrue at least one hour of paid sick time for every 30 hours worked. Employees may earn and use up to 40 hours a year at businesses with 11–19 employees, or 56 hours at businesses with 20 or more employees. Unused time generally carries over, although annual use may be capped at those amounts. Employers must also provide written notice of the law and paid sick time information with each regular pay statement.
• Nebraska Minimum Wage Policy: Nebraska’s minimum wage is $15 per hour for covered employees in 2026. Different statutory rates and conditions apply to tipped workers and certain younger employees, so describe the pay rules that apply to your workforce.
• Nebraska Family Military Leave Act Policy: Employers with 15–50 employees must provide eligible employees up to 15 days of unpaid leave, and employers with more than 50 employees must provide up to 30 days. The leave is for an eligible spouse or parent of a person called to military service for at least 179 days under federal or state deployment orders.
• Nebraska Pregnancy Accommodations Policy: Covered employers must provide reasonable accommodations for known physical limitations related to pregnancy, childbirth, or related medical conditions, including lactation, unless doing so would cause an undue hardship. Employers may not require leave when another reasonable accommodation can be provided or penalize employees for requesting an accommodation.
• Nebraska Continuation of Coverage (Mini-COBRA) Policy: For qualifying insured group health plans outside federal COBRA, employees whose coverage would otherwise end because of involuntary termination for reasons other than work-related misconduct may continue coverage on a monthly basis for up to six months, subject to the law’s other conditions and payment of the premium.
• Nebraska Record-Keeping Law Policy: Employers subject to Nebraska’s equal-pay recordkeeping rule must maintain records of wages, wage rates, job classifications, and other employment terms for the period prescribed by the Nebraska Equal Opportunity Commission. Your handbook can also explain how employees update their employment information.
• Nebraska Workplace Privacy Act Policy: Employers generally may not request access credentials to an employee’s or applicant’s personal Internet account, require the person to show the account’s contents, force changes to social connections or privacy settings, or penalize a refusal. A workplace technology policy should respect these limits while addressing company-owned accounts and equipment.
• Nebraska Voting Leave Policy: Registered voters who do not have two consecutive nonworking hours while the polls are open may take enough time off to reach two consecutive hours for voting. If an employee requests the leave before or on Election Day, the employer may not deduct pay or impose a penalty. The employer may specify when the leave is taken.
• Nebraska Jury Duty Leave Policy: Employees who give reasonable notice of a jury summons may not be discharged, lose pay, sick leave, or vacation time, or otherwise be penalized because of jury service. Employers may offset pay by the compensation an employee receives from the court, excluding expense payments.
• Nebraska Military Leave Policy: Employees who perform qualifying military service have leave and reemployment rights under Nebraska law and the federal Uniformed Services Employment and Reemployment Rights Act (USERRA), including applicable seniority and benefits protections. This is separate from the Family Military Leave Act described above.
• Nebraska Layoff Notice Policy: Covered employers planning a qualifying business closing or mass layoff generally must give 90 days’ written notice to affected employees or their representatives and the Nebraska Department of Labor. The notice must include applicable employee handbooks and personnel policies, or identify where they can be accessed online without restriction.

Federal Policies

There are policies that should be included in your handbook to address applicable U.S. labor and employment laws. Many states require additional provisions. This list includes common federal requirements and best practices; which ones apply depends on your business and workforce.

Core federal and general policies, as applicable

• Equal Employment Opportunity and Anti-Discrimination Policy — Show me!
• Anti-Harassment and Complaint Procedure — Show me!
• Family and Medical Leave Act (FMLA) Policy, for covered employers — Show me!
• Americans with Disabilities Act (ADA) and Reasonable Accommodation Policy
• Military Service Leave (USERRA)
• Wage and Hour Compliance Policy (FLSA)
• At-Will Employment Notice — Show me!
• Policies for federal contractors, where applicable (Pay Transparency Policy, Whistleblower Protection, Drug-Free Workplace Policy)

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

• 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 recommended policies with the handbook builder.

Poster Requirements

Understanding labor law poster requirements can be a bit like trying to decode a complex puzzle. You need to comply with the state and federal posting rules that apply to your business.

Why Should I Care About Displaying Posters?

State and federal laws require covered employers to display certain notices where employees can readily see them. The posters you need depend on your workforce and the laws that apply to your business. Keeping required notices current helps employees understand their rights and helps your business meet its posting obligations.

What Are the Requirements for Displaying Labor Law Posters?

Required physical posters generally need to be displayed conspicuously at worksites where employees can see them.

• If you have remote employees, check whether electronic notice is required or can satisfy a particular posting rule. Electronic access does not automatically replace physical posting. The U.S. Department of Labor provides guidance on electronic posting.
• Nebraska’s paid sick time law requires electronic notice for teleworking employees and certain workplaces without a physical location.
• Some federal notices must also be accessible to job applicants, depending on the law.

What Labor Law Posters Do I Need to Display?

You may need both federal and Nebraska labor law posters. Required posters are available free from government agencies.

• Federal Poster Requirements: Your federal poster requirements depend on factors such as your industry, company size, and applicable employment laws. The Federal Poster Advisor can help you identify posters that apply to your business.
• Nebraska Labor Law Poster Requirements: The Nebraska Department of Labor provides free, printable Nebraska posters, including minimum wage, paid sick time, unemployment insurance, and employment discrimination notices. A meatpacking notice also applies to covered facilities.

How to create a Nebraska Employee Handbook?

An employee handbook isn’t just a formality; it’s the foundation of a well-run company. But getting it right means more than putting words on paper. Your handbook should reflect applicable federal, state, and local employment laws, and it needs to stay current as those laws change.

When it comes to building a legally sound, state-specific handbook, most companies face the same tough choice: hire an attorney to draft one from scratch, or try to do it yourself. The first option is expensive and time-consuming. The second can be risky, especially if you’re relying on generic, one-size-fits-all templates found online.

That’s where Handbooks.io comes in.

Handbooks.io is an employee handbook builder trusted by many companies to create polished, tailored handbooks without starting from scratch. Answer a short survey about your company, and a handbook is generated in no time. It gives you tools to create, maintain, and distribute a professional employee handbook, all in one place.

Get started on building your handbook

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?

Create your Nebraska employee handbook now!