Create a Complete Employee Handbook in 20 Minutes
AI asks about your company and policies, then writes a comprehensive 15-section handbook covering everything from code of conduct to benefits.
Create a Complete Employee Handbook in 20 Minutes
River's Employee Handbook Generator creates complete, professional handbooks covering all 15 essential sections: welcome, company overview, employment basics, code of conduct, anti-discrimination, harassment prevention, time off, benefits, workplace policies, technology/security, performance management, discipline, health/safety, legal compliance, and acknowledgment. The AI customizes content based on your company size, values, work arrangements, and benefits—not generic placeholder text.
Strong handbooks serve two purposes: legal protection and cultural communication. Ours balance both with clear, enforceable policies written in human language that conveys your company personality. We include all legally required sections (anti-discrimination, harassment, at-will employment, FMLA) while explaining your unique benefits and culture. Used by 1,000+ companies from 5-person startups to 500-person enterprises.
Perfect for startups creating their first handbook, growing companies that have outgrown informal policies, or HR leaders refreshing outdated documentation. Whether you're hiring employee #1 or standardizing policies across departments, this creates the comprehensive foundation you need—then have your employment attorney review before distributing.
What Employee Handbooks Must Include
Effective handbooks answer the question every new employee asks: 'What are the rules here, and what do I get?' Legally, they establish policies that protect the company (anti-discrimination, harassment prevention, termination procedures). Culturally, they communicate values and expectations. Weak handbooks are either too legalistic (reading like insurance documents) or too casual (missing necessary policies). Strong handbooks integrate both.
The 15 essential sections are: (1) Welcome/introduction, (2) Company mission and values, (3) Employment classification and at-will statement, (4) Code of conduct, (5) Anti-discrimination policy, (6) Harassment prevention with reporting procedures, (7) Time off and leave policies, (8) Benefits overview, (9) Work hours and attendance, (10) Remote/hybrid work policies, (11) Technology and data security, (12) Performance reviews, (13) Discipline and termination, (14) Health and safety, (15) Acknowledgment form for employees to sign.
To test your handbook: Would it protect you in a legal dispute? Would a new employee understand expectations after reading it? Are policies specific enough to enforce consistently? Is the tone welcoming while maintaining professionalism? If your handbook hasn't been reviewed in over a year, or if it doesn't reflect how your company actually operates, it needs updating.
What Your Handbook Includes
All 15 essential sections from welcome to acknowledgment
Legally protective language for anti-discrimination and harassment
At-will employment statement and termination procedures
Customized benefits and time-off policies based on your offerings
Code of conduct and ethics aligned with your values
Technology, security, and remote work policies
Performance management and progressive discipline framework
Employee acknowledgment form ready to sign
How It Works
- 1Answer questions about your companyAI asks about company size, values, benefits, policies, and work arrangements
- 2AI writes complete handbookGenerates all 15 sections customized to your company in 15-20 minutes
- 3Customize and reviewAdd specific details, adjust policies to match your actual practices
- 4Get legal reviewHave employment attorney review before distributing (required)
Frequently Asked Questions
Is this legally compliant for my state?
This creates a comprehensive draft with standard U.S. employment policies and federal requirements. However, employment law varies significantly by state—California, New York, and other states have specific requirements not covered by federal law. You MUST have an employment attorney review before distributing. Think of this as creating 90% of your handbook; legal review completes the remaining 10% and ensures local compliance.
What if we have unique benefits or policies?
The AI creates sections for all common policies, and you customize with your specifics. Have unlimited PTO? Sabbaticals? Stock options? Unusual perks? Add those details to the relevant sections. Most companies have 80% standard policies and 20% unique ones. The handbook provides structure and compliance language; you personalize with what makes your company special.
Can this be used for contractors?
This creates an employee handbook for W-2 employees specifically. Contractors should receive a separate contractor agreement—the legal distinction matters. Treating contractors like employees in documentation can create misclassification issues. If you have both employees and contractors, consider an 'everyone manual' covering shared items (culture, communication), plus separate documents for employment-specific and contractor-specific terms.
How often should we update our handbook?
Review annually at minimum, and update whenever policies change, new benefits are added, or employment laws change in your jurisdictions. Major triggers: growing from small to mid-size, introducing remote work, adding new benefits, state law changes. Communicate updates clearly to employees and have them sign new acknowledgments. Keep old versions archived for reference.
Do employees need to sign the handbook?
Yes. Have employees sign an acknowledgment form confirming they received, read, and agree to comply with handbook policies. This protects the company by proving employees were informed. The acknowledgment form is included in the generated handbook. New hires sign during onboarding; existing employees sign when you distribute updates.
What's the right length for an employee handbook?
20-40 pages is typical for small-to-medium companies. Larger companies with complex policies may reach 50-80 pages. Too short (under 15 pages) usually means missing required policies. Too long (100+ pages) means employees won't read it. Focus on clarity and completeness rather than hitting a specific length. Every section should be long enough to be clear, short enough to be read.
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