Employee handbooks play a key role in the workplace. They lay out the rules employees need to follow and are meant to make sure everyone knows what is expected, which helps your workplace run smoothly.

Before you share your handbook with employees, there’s a big question you must answer: Could your handbook create legally binding employment contracts? This is an important question with serious implications. If your handbook can be deemed a promise for employment, then you could be liable for all sorts of things that you don’t expect.

The answer to whether a handbook could be considered a contract varies depending on how the handbook is worded and the laws in the specific location. However, there are some general guidelines you can follow to avoid your risks here.

Let’s dive into these issues, with explanations and insights into why the status of employee handbooks as contracts is a significant matter for everyone in the workplace. 

Adding an acknowledgement statement in your employee handbook is not just a formality. It’s a safety net to document that your employees have received your handbook. Some acknowledgement statements go even further, asking employees for additional confirmation such as reading, understanding, or saying that they’ll comply with the policies included in the handbook.

But first, let’s understand the role of an employee handbook. It’s a fundamental document that helps you set expectations, guidelines, and policies for everyone in the company. Because your handbook is rich with content, it’s important to collect employee acknowledgement.

Here’s a guide to help you understand why you need an acknowledgement statement and how to make yours as effective as possible.