Should a Personnel Policy Be Written Down?

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Putting a personnel policy in writing ensures a fair working environment that you and your employees will feel comfortable with. Employers are not required to put a personnel policy in writing, but a written personnel policy will assure more consistent treatment of all employees, and help your company avoid potential lawsuits.

A written policy doesn't shield an employer from all legal problems, but doing so is a good idea for a number of reasons. For example, a written personnel policy cuts down on the number of redundant questions. It's a waste of both the manager's and the human resources professional’s time for employees to continue calling HR to find out the vacation policy when it can easily be written down.

An unwritten personnel policy may lead to misunderstandings, poor morale, and possibly charges of favoritism or discrimination. However, there are a few instances when a personnel policy does not need to be written down. A personnel policy does not need to be written down when there are no internal conflicts over policy application, you have no new supervisors or managers, there haven’t been any recent management changes or reorganizations, and if the company is very small and stable.

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The HR Library has more helpful personnel policy resources like these:

  • What is a Personnel Manual
  • Developing a Policy Manual
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