Staff handbooks

New and updated

• Type:

  Employment law manual

  Express and implied contract terms

  Updated to include a reference to Upton-Hansen Architects Ltd v Gyftaki, concerning suspension and the implied term of trust and confidence.

• Date:

  25 August 2017

  Type:

  Law reports

  High Court ruling on use of work computer for personal emails

  The High Court has held that an employee had no reasonable expectation of privacy when he used his employer's computer system to create,and transmit, personal email correspondence in the course of his employment.

• Type:

  Tasks

  Amend a staff handbook

• Type:

  Tasks

  Create a staff handbook

• Type:

  Policies and documents

  Introduction to a staff handbook

  A model statement at the beginning of a staff handbook to cover administrative issues such as how your organisation will communicate changes to the handbook to staff.

• Date:

  4 May 2011

  Type:

  Law reports

  Non-contractual handbook's enhanced sick pay provisions were incorporated into contract

  This case is a good example of how the terms of a staff handbook that is stated to be non-contractual can still be incorporated into an employee's contract of employment.

• Type:

  Policies and documents

  Example staff handbook structure for small businesses

  An example staff handbook structure for small businesses and accompanying guidance.

• Date:

  3 April 2007

  Type:

  Law reports

  Contracts of employment: Enhanced redundancy payment provision in staff handbook had contractual effect

  In Keeley v Fosroc International Ltd [2006] IRLR 961, the Court of Appeal held that a provision for enhanced redundancy payments set out in a staff handbook that was incorporated into the employment contract constituted an express term of the individual contract of employment, thus conferring a contractual right to the payment.

• Type:

  How to

  How to write and amend an employee handbook

  Practical guidance on writing and amending an employee handbook, including incorporation into the employment contract and varying the contract.

• Date:

  10 January 2003

  Type:

  Law reports

  Contracts of employment: Dismissal for "good cause" terminates long-term sickness benefits

  An employee on long-term sick leave who failed to maintain communication with his employer regarding his continued absence, and who had not provided continuous medical certificates, was lawfully dismissed so as to terminate any entitlement to benefits under the employer's permanent health insurance scheme, the Court of Appeal holds in Briscoe v Lubrizol Ltd.