Policy manuals, employee handbooks, and the policies they need
Your workplace likely looks very different today than it did a few years ago. Employee needs and business priorities constantly evolve, and your policy manual and its policies need to keep up. Updating these policies ensures your organization reflects current workplace standards and supports your team effectively.
HR and health and safety policies shield your business from liability and ensure a safe workplace. When you clearly communicate, consistently apply, and fairly enforce these policies, they protect your employees’ rights, set clear expectations for employees, and maintain fairness across the board.
Policy manual essentials
Do you know which policies your employee handbook needs? With legislation and workplace standards changing frequently, it can be hard to keep everything current. That’s why auditing your employee handbook and policies annually is a best practice. Regular updates allow you to meet legal requirements and adapt to the evolving needs of your employees and organization.
Why strong HR and safety policies matter
Clear policies in your policy manual set expectations and outline acceptable conduct for employees. They help you comply with legislation, meet your obligations, and address the specific needs of your workplace.
HR policies cover crucial areas like work hours, overtime, vacation, performance management, behavioural standards, and disciplinary processes. While certain policies are legislatively required, others provide structure, consistency, and a positive workplace environment.
These policies aren’t about overwhelming employees with rules—they’re about fostering a safe, fair, and healthy workplace. Applying policies consistently ensures everyone adheres to the same standards.
Must-have HR policies
The beginning of the year is the perfect time to review your employee handbook and update your policies to ensure compliance.
If you’re an Ontario employer subject to provincial regulations, certain policies are mandatory. Depending on your organization’s size, industry, or type of work, additional legislated policies may also apply. Beyond these requirements, other optional policies can help create a happy and healthy workplace.
Three policies every policy manual should include
Workplace violence and harassment policy
Every employee is entitled to a workplace free from violence and harassment. Clear policies set expectations for appropriate behaviour and establish reporting mechanisms. Learn more about preventing workplace violence and harassment.
Accessible employment policy
An accessibility policy ensures employees with disabilities can participate fully in the workplace. It identifies and removes barriers while addressing diverse needs. Learn more about accessibility and workplace accommodation.
Disconnecting from work policy
In today’s always-connected world, employees need space to unplug. A disconnecting from work policy creates boundaries and supports work–life balance. Learn more about the benefits of disconnecting from work.
Get health and safety and HR solutions you can trust
Citation Canada has helped hundreds of organizations stay on top of developing legislation while prioritizing employee growth and development. Access up-to-date HR content, use award-winning HR software, and assign online training courses through our secure HRIS. Our safety training and monthly webinars hosted by industry experts make it easy to support your team with our conveniently priced plans.
Download Citation Canada’s free guide to employee handbooks
To help you get started, we’ve created a guide featuring the Core HR policies every Ontario employer needs. Whether you’re updating your policy manual or creating a new employee handbook from scratch, this guide is a great first step to help you on the road to being compliant. For a list of required policies,
Download our Guide to Core HR Policies
While this guide addresses Ontario specifically, employers across Canada can benefit from auditing their policies annually and following these recommendations, as many jurisdictions have similar employment legislation.