Lavelle Partners can assist your business or organisation on any aspect of staff handbooks, policies, and procedures. These documents are vital to the smooth running of your operation, ensuring that all employees have a common understanding of how your business operates in a manner that conforms with employment law. We frequently encounter businesses who have failed to invest appropriately in these areas, and as a result, have inadvertently breached the law. This not only puts employees at risk of injury, overwork, bullying and harassment, but it also places the business at risk of data protection, equality and other types of breaches.
What is a staff handbook?
handbooks play a vital role in communicating company policies and procedures,
terms and conditions, and information on leave and benefits. The handbook should be updated regularly,
located in a central location, and be made available to all employees. In doing so, any updates or revisions can be
seen by all staff.
The content of
staff handbooks is not set in stone, but will typically include:
on employment records you hold and associated data protection
policies and procedures (this may reference separate documents for each policy
and procedure), including
and dispute procedures
and harassment procedures
and safety policies
and conditions, including:
periods and breaks
of internet, mobile phones, and email during work time
and termination, including notice periods
Majeure leave (if time off is needed for urgent family or other matters)
policies and plans
and professional development
The objective of the staff handbook it to be the ‘go to’ reference for all employment-related information and is a ‘living document’ which evolves as the business develops.
Is a staff handbook a legal requirement in Ireland?
Under current employment legislation, all employees must have received a copy of and signed that they have read the company disciplinary procedure and grievance processes (typically contained in a staff handbook), but the whole staff handbook is not a legal requirement.
Who should be responsible for the staff handbook?
Staff handbooks must be written by HR professionals with enough knowledge of all areas of employment law covered within the documents. They should also update the handbook regularly as the business changes, or legal requirements evolve. It is also important that the document and its accompanying policies and procedures are tailored to your business operation, not merely a standard publication.
How Lavelle’s employment law Solicitors can assist you
Lavelle Partners, our employment law Solicitors, headed by Senior Partner, Marc
Fitzgibbon have drafted staff handbooks for many small, medium and large enterprises
across Ireland and in Dublin over the past 30 years, and can assist your
organisation to do the same in a timely and legally precise manner. Whether you need guidance, or a completely
new staff handbook, our team can help you.
is a former member of the Law Society of Ireland’s Employment & Equality
Law Committee and European Employment Lawyers Association.
understand the need to ensure staff handbooks, policies and procedures are
drafted fully in-line with the law, thereby protecting your business or organisation
from the threat of a claim or reputational damage.
Our Solicitors will work alongside your in-house or external HR team, ensuring that your staff handbook is drafted with the minimum of demands on your resources.
Our partnership with Talbot Pierce
Partners work with Talbot Pierce to provide a seamless service in respect of
Human Resource Management. Talbot Pierce
are a team of specialist HR professionals who work with us on a range of
matters including advice on and delivery of conflict/dispute resolution
solutions, best-practice HR strategies, policies and procedures.
If you are an
employer based in Ireland and require guidance relating to staff handbooks,
please contact Lavelle Partners in confidence on (01) 644 5800.