[Real Life HR] Reusing Another Company's Handbook: Is It a Risk?

Q: My company has an employee handbook, but it hasn’t been updated in several years. A friend of mine recently had a new employee handbook created by a lawyer and offered to share it with me. Is there any concern with using it for my company?

A: While some policies may be adaptable, using another company’s handbook as your own is not recommended for several reasons:

1. Labor laws vary by company size. If the other company is a different size, the handbook may lack key policies and legal requirements that apply to your organization.
2. A handbook should reflect your company’s policies. It should outline specific rules on time off, timekeeping, and benefits such as holidays and leaves of absence. A borrowed handbook may not align with your organization’s practices.
3. Company-specific details need to be updated. Employee handbooks often include mission statements, company names, and leadership titles. These would need to be carefully revised to reflect your business.

Using another company’s handbook can lead to compliance issues and inconsistencies. It’s also easy to overlook outdated or irrelevant policies. To ensure your handbook is accurate and aligned with your business needs, it’s best to consult an HR professional or legal expert when making updates.

This Q&A does not constitute legal advice and does not address state or local law.