Start the Year With Clear, Updated Policies

A well-written employee handbook sets the tone for your workplace. It helps employees know what to expect and protects your business by documenting key policies. But if your handbook hasn’t been touched in a year—or longer—it may be out of date.

As 2025 begins, here’s what to review and update in your handbook.

1. Employment Law Changes for 2025

Federal, state, and local laws are always evolving. This year, pay attention to:

• Minimum wage increases in your state(s)

• Paid leave laws (especially for sick leave and family leave)

• Workplace harassment and training mandates

• Changes to exempt/non-exempt classifications

If you have remote or multi-state employees, compliance gets even trickier. That’s where we can help.

2. Remote Work and Hybrid Guidelines

If remote or hybrid work is part of your reality, make sure your handbook reflects it. Include:

• Expectations around availability and communication

• Reimbursement policies (if any) for remote expenses

• Guidelines for using company equipment at home

• Any geographic limitations for remote workers

Policies should balance flexibility with clarity.

3. Time Off, Holidays, and PTO Policies

Employees rely on your handbook to understand:

• How to request time off

• Which holidays are paid

• How PTO is accrued and carried over

• Sick leave and parental leave details

Make sure your language is consistent with actual practice—and legally compliant.

4. Technology Use, Security, and AI Policies

New tech brings new risks. Consider updating your handbook to address:

• Acceptable use of company systems

• Social media boundaries while representing the business

• Use of AI or automation tools at work

• Data privacy and cybersecurity practices

This is especially important for growing teams and remote environments.

5. DEI and Workplace Conduct Policies

Culture starts with what you say—and don’t say—in your policies. Review:

• Anti-discrimination and harassment policies

• Your commitment to diversity, equity, and inclusion

• Reporting channels and investigation processes

These updates don’t just protect you legally. They signal who you are as a business.

6. Employee Acknowledgment and Access

Once your updates are complete:

• Distribute the new handbook to all staff

• Require signed acknowledgment (digitally or on paper)

• Keep a record of distribution and signatures

Consider using an HR system for tracking this.

Let Us Help You Get It Right

At The Buzz HR, we specialize in:

• Employee handbook creation and updates

• Compliance reviews

• Multi-state policy customization

• Rollout planning and employee communication

Don’t let your 2024 policies follow you into 2025. A strong handbook gives your team clarity and gives you peace of mind.

Need help updating your employee handbook for 2025? Visit https://thebuzzhr.com/