Changes to employee handbooks generally require careful handling by the employer, to avoid resistance from employees and the risk of breaching employees' contracts.
How changes are made will depend on, for example, whether or not the relevant part of the handbook is incorporated into employment contracts, the organisation's standard practice, and whether or not there is union recognition.
As employment law frequently changes, employers should consider carrying out six-monthly reviews of their handbook, to ensure that the handbook reflects changes to legislation and case law developments.
