Every HR leader knows the feeling. You’ve poured time into crafting a thoughtful employee handbook, yet months later it’s gathering digital dust or sitting untouched. Employees either forget it exists or avoid it because it feels irrelevant, outdated, or just plain hard to read.

The truth is, an employee handbook becomes far more valuable when employees actually engage with it. When employees don’t use the handbook, its ability to build alignment, answer questions, and support the company is limited. The challenge, then, isn’t just writing a handbook; it’s creating one that feels alive, approachable, and worth revisiting.

This guide will walk you through the essential elements of a handbook employees actually want to use, from keeping policies current to making the experience engaging and culture-driven. And yes, tools like a digital employee handbook platform (oh, hello Blissbook) can make this process smoother, smarter, and far more effective.

Do we really need to ask everyone to sign the handbook again? It’s a question HR teams ask often, usually after updating a policy, refreshing some language, or publishing a revised version of the employee handbook. And it’s a fair question! Getting signatures takes time and effort, and it interrupts your employees’ flow. Doing it too often can feel excessive, but skipping it altogether could leave your company exposed.

Here’s the good news: most handbook updates don’t require employees to re-sign. Minor wording tweaks, reorganized sections, and even moderate policy shifts can often be communicated without triggering a formal acknowledgment.

But there are moments when a re-sign is more than just a nice-to-have. Maybe you’ve made significant changes to your policies, moved to a brand-new platform, or had a major legal shift that affects how your employees work. In these cases, a new signature can help reinforce clarity, accountability, and compliance.

In this article, we’ll walk through exactly when employees should re-sign the handbook, when it’s overkill, and how to manage the gray areas in between. Because getting it right isn’t just about checking a box, it’s about protecting your people, your policies, and your peace of mind.

Your employee handbook is one of the most important tools your company has. It sets expectations, explains benefits, supports compliance, and helps new hires feel at home. While some organizations see it as a simple checkbox for signatures, others recognize it as a chance to genuinely connect with employees, and design plays a big part in making that happen.

After all the work you’ve put into getting the content right, it’s worth making sure people actually want to engage with it. Poor formatting, dense text, or clunky layouts can quietly get in the way of clarity, trust, and usefulness.

But when the design is thoughtful and aligned with your culture, your handbook becomes something more: a tool that unites your team, reinforces your values, and supports real understanding. That’s the thinking behind the psychology of Blissbook, where design based on the insights of behavioral economics makes handbooks more effective and human.

Design isn’t just about fonts or colors. It’s about accessibility, readability, and how well your policies connect with people. A well-designed handbook invites engagement and makes the information inside easier to absorb.

In the sections that follow, we’ll look at seven of the most common employee handbook design fails and how to fix them. Whether you’re building a handbook from scratch or refreshing your current one, these tips will help you turn a static document into a branded, engaging resource your team will actually want to use.

If you’ve ever stared at a confusing labor law and thought, “Could someone just tell me what this actually means?” good news! The Department of Labor is reviving a powerful tool that does exactly that.

After years on the shelf, DOL opinion letters are making a comeback, and this time, they’re expanding across five key agencies. That’s a helpful development for HR, legal, and compliance teams looking for more clarity in their day-to-day. These letters provide direct, customized employment law guidance straight from the DOL. In other words, real answers to real questions, backed by the agency that enforces the law.

Unlike general advisories or blog content, these are official interpretations from the DOL that can guide labor law compliance and support employer decision-making.

The DOL’s 2025 update makes this resource more accessible and applicable across more agencies, giving HR and compliance teams a clearer path to federal guidance.

In many workplaces, employee handbooks and federal laws are treated as if they serve the same function. Both are associated with rules, expectations, and compliance, but they’re not interchangeable. An employee handbook is something you create. Federal laws are something you have to follow. Confusing the two can lead to unclear policies, missed legal obligations, and even liability.

This article breaks down the key differences between employee handbooks and federal law. You’ll learn what each one is for, how they interact, and why your handbook shouldn’t try to act like a legal code. By the end, you’ll know how to write policies that reflect the law without overwhelming your employees and how to avoid common mistakes that can trip up even well-meaning HR teams.

Employee handbooks are essential documents for every company. They outline key policies, define workplace expectations, and reflect the company’s culture. Handbooks also serve as a reference point for legal requirements, ensuring employees and employers alike are aware of their rights and responsibilities.

As laws and company policies change, it’s important to keep the handbook up to date. Updates might be needed due to new regulations, company growth, or changes in work policies, such as remote work arrangements. A current handbook ensures that all employees are informed and that the company remains compliant with any legal obligations.

In this article, you’ll learn how to effectively announce your updated employee handbook. We’ll cover the best practices for timing, choosing communication channels, and ensuring employees understand and acknowledge the updates.

Creating a consistent and comprehensive employee handbook is crucial for any company, especially when operating across multiple countries. An international employee handbook is a document that outlines the policies, procedures, and expectations for employees across all locations where your company operates. Unlike a standard employee handbook, which focuses on a single country’s laws and practices, an international handbook is designed to address the diverse legal and cultural requirements of multiple regions.

In this article, we’ll walk you through everything you need to know about developing an international employee handbook. You’ll learn what it is, why it’s important, and how it can benefit your organization. By the end of this article, you’ll understand the steps involved in creating a handbook that not only meets legal requirements but also respects cultural differences and aligns with your company’s values.

An employee handbook is more than just a collection of policies—it’s a vital resource that helps shape your company’s culture and ensures everyone is on the same page. When structured properly, it can clarify company policies, outline key procedures, and ensure that everyone in the organization is on the same page. A well-crafted handbook can also help new employees integrate smoothly into your company culture and provide a reliable reference point for all staff.

We know that creating an effective employee handbook can be a daunting process so In this article, we’ll guide you through the steps to make it understandable and simple for you. You’ll discover how to structure the content to make it clear and accessible, what essential sections to include, and how to tailor it to fit the unique needs of your company. By the end, you’ll have a clear roadmap to creating a handbook that serves both your employees and your organization well.

In any workplace, knowing the differences between an employee handbook and an employment contract is important. These documents play key roles in defining the relationship between employers and employees, but they serve different purposes and are used in different ways. This article aims to explain these differences clearly. We will look at what each document means, what it includes, and how it impacts both employers and employees. By understanding these distinctions, everyone involved can ensure they are better informed and can make the most out of their roles within the company.

Creating an employee handbook and a code of conduct might seem challenging, but it’s crucial for setting the stage in any workplace. In this article, we’ll clarify the distinctions between these two essential documents, helping you understand their individual roles and importance. An employee handbook is your foundational tool for outlining company policies, setting clear expectations, and defining workplace culture. It’s vital for ensuring that everyone is informed and on the same page from day one.

Similarly, a code of conduct is key to establishing the ethical framework and behavioral expectations within your company. It helps maintain integrity and professionalism, outlining what is considered acceptable and unacceptable behavior.

Why focus on distinguishing these documents? While both are important, they serve different purposes and are used under different circumstances. Understanding these differences is not only beneficial for compliance but also for improving the effectiveness of your internal communications and governance. So, if you’re aiming to understand these concepts without getting lost in the complexity, stay tuned as we break down the specifics of each document, ensuring you can implement them effectively in your business.