HR POLICIES & EMPLOYEE HANDBOOKS
HR policies & handbooks
your team can actually use
Clear, practical workplace policies and employee handbooks that set expectations, support consistency and help your business manage people with confidence.
Trusted by 1100+ organisations
COMMON POLICY GAPS
Are your policies
working for you?
Your policies are out of date
Your documents haven’t been reviewed for some time and may no longer reflect current workplace requirements or the way your organisation operates.
You don’t have one clear handbook
Policies, procedures and workplace expectations are scattered across different documents, making it harder for employees to know where to find the right information.
Managers handle things differently
Without clear policies and procedures, similar workplace issues can be managed differently depending on who is dealing with them.
New workplace risks have emerged
Changes in areas such as psychosocial safety, sexual harassment and workplace conduct mean your existing policies may need a closer look.
Your team doesn’t know the policies
Having a policy on file isn’t enough if employees don’t know it exists, understand what it means or know what is expected of them.
How we can help
Workplace policies
Workplace policies
Support 01
Create tailored workplace policies
We prepare practical policies that reflect your organisation, workforce and the workplace issues you need to manage.
support 02
Build an employee handbook
We bring your key policies, expectations and workplace information together into a clear handbook employees can actually navigate and understand.
Support 03
Review and update existing documents
We review older policies and handbooks to identify outdated wording, missing areas and documents that no longer reflect current workplace practices.
Support 04
Cover conduct and workplace behaviour
Changes in areas such as psychosocial safety, sexual harassment and workplace conduct mean your existing policies may need a closer look.
support 05
Strengthen WHS and psychosocial practices
Having a policy on file isn’t enough if employees don’t know it exists, understand what it means or know what is expected of them.
Support 06
Roll policies out properly
We can help you communicate new or updated policies so employees and managers understand what has changed and how the policies apply in practice.
Why HR Dynamics
HR Support that works around your workplace
We take a practical, down-to-earth approach and give you advice you can put into action.
Real people, not a call centre
One-off or ongoing support
Advice tailored to your situation
Australia-wide support
FAQ
Questions we get asked most
Still have a question?
Not sure what type of HR help you need? Give us a call and tell us what's happening. We'll talk you through your options and help you understand the best next step.
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What workplace policies should a business have?
The right policies depend on your organisation and risks, but common areas include leave, discrimination, bullying and sexual harassment, workplace health and safety, social media, drugs and alcohol, flexibility, performance management, discipline and termination. Fair Work recommends workplace policies as a best-practice way to give employees and managers clarity and help support legal compliance.
Does every business need an employee handbook?
There is no single Fair Work requirement that every business must have an employee handbook as one document. However, bringing important workplace policies and expectations together can make them easier for employees and managers to understand, access and apply consistently.
What is the difference between an employment contract and an employee handbook?
An employment contract records agreed terms and conditions of employment, while an employee handbook generally brings together workplace policies, procedures and expectations that apply across the organisation. They serve different purposes and should work alongside each other.
How often should workplace policies be reviewed?
Policies should be reviewed regularly and whenever there are changes to workplace laws, risks, business practices or the way your organisation operates. Fair Work specifically recommends reviewing workplace policies regularly so they remain current and reflect changes in the workplace or the law.
Do employees need to be told when policies change?
Yes. New and updated policies should be clearly communicated and made accessible to employees. Fair Work recommends discussing policies with employees, making them easy to access and reinforcing expectations through training and workplace meetings.
Is having a workplace policy enough to manage risk?
Not always. A policy is one part of a broader approach. Depending on the issue, employers may also need consultation, training, risk controls, appropriate complaint processes and consistent implementation. For example, Fair Work identifies clear policies, training and proper complaint handling as relevant steps in preventing workplace sexual harassment, while WHS guidance requires psychosocial risks to be actively identified and managed.
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