policy problems
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Surprised to see me in your inbox on a Thursday?! Well, here I am! 👀
This is a ✨ special edition deep dive ✨ of I Hate it Here. Every now and then you may get one of these from me! 👏
This special edition deep dive is sponsored by SixFifty.
What's a deep dive?
Deep dives are opportunities for me to collab with specific companies in the HR/People space on topics of joint interest to them, me, and even you! The sponsoring company provides invaluable input on the topic but this edition itself is written, edited, and published by your fave gal, me!
Today, I'm diving into the topic of handbooks. I know you’re probably wondering, how much can she say about handbooks? UM A LOT!!!! Because most handbooks are compliance nightmares.
Is yours?? Read more to find out…
DEEP DIVE
Your Policies Are Probably Out of Date...Copy anchor linkCopied
^^Me when I’m about to update a policy.
Question: When was the last time you updated your handbook?
Okayyy be honest, I know you don’t remember!! Kidddingggg BUT
If the answer was it’s been a while you might have quite the headache on your hands!
TBH: most employee handbooks were written for a time when your entire team sat in the same office, worked 9 AM ET – 5 PM ET, and “AI” sounded like a plot from a sci-fiction movie.
I’ll be back she whispers underneath her breath.
Fast forward to now, your workforce probably feels like a completely different place:
- Employees could be spread across five (or twenty) states, each with different laws
- Remote and hybrid chaos across time zones
- Employment laws are multiplying faster than your open tabs
- High expectations for transparency, DEI, and flexibility
- AI creeping into everything from hiring to performance reviews
And yet... your handbook might still not be updated.
Woof.
Not to scare you, but even a policy from a year ago could land you in hot water!! Especially when it comes to leave, harassment protections, or wage transparency laws, because those have moved fast.
And you’re not alone.
Did you know that 75% percent of teams don’t update their handbook more than once per year (despite over 300 law changes last year)???
💡 Pro tip: If you’ve hired in a new state, added an AI tool, or shifted your work model it’s time for a handbook glow-up.
And today I’m going to tell you how to do that without getting a headache.
But first, a moment for where it could all be going wrong.
Where things could go sideways: Copy anchor linkCopied
There will always be that exec or CEO that thinks policies kill the vibe but outdated handbooks are real issues just waiting to happen.
Here are a few areas where things can go sideways:
🏠 Remote work rules: Sure, you can say that your employees “work from anywhere” but that doesn’t mean the laws don’t apply! I once had a CEO tell me that because we were fully remote that state laws don’t apply. UM WRONG!!!
Your policies have to address jurisdiction-specific labor laws like overtime, sick leave and even expense reimbursement or you could be out of compliance without you even realizing it! (my nightmare).
💰 Pay Transparency: Pay transparency laws have been popping up everywhere! New York, California, and Colorado were just the start of a movement. For employers, that means they are legally required to share salary ranges in job postings, and some laws are going as far as to require disclosure as to how pay decisions are made.
If your handbook still says something like “compensation is based on years of experience and discretion,” it could be considered noncompliant! And failure to include up-to-date language could mean:
- Fines or legal action
- State-level audits
- Loss of employee trust
- Public callouts
🤝🏽 DEI statements: I’ve seen waaaay too many handbooks that feature a DEI statement that’s pretty vague or delusionally aspirational. If your language is not backed by legal grounding or actual practices, you could end up in a bad spot.
It matters because:
- Inconsistent language can be scrutinized in legal disputes or hiring audits
- Overpromising without clear documentation or processes can raise red flags. And it’s become increasingly important in states where DEI initiatives are under attack to be clear about what your commitments are.
- Blanket statements might prove to be in conflict with new state-level restrictions or guidelines.
🛏️ Leave & PTO: I LOVE when people think a one-size-fits-all leave policy is just the easiest thing to do (said with sarcasm). Leave can become incredibly complicated especially post-COVID where leave laws have been constantly changing and each state has their own rules! Yup, states like CA, NY, CO, and WA have rules around things like:
- Paid sick leave
- FMLA
- Time off for jury duty
- Bereavement
If your policy does not clearly state who gets what leave based on where they work you are def out of compliance!!!
The Modern Handbook Checklist:Copy anchor linkCopied
You don’t need to be a Chidi, your handbook shouldn’t paralyze your decision making or destroy your life! But it can feel like that…
So to make things easy and give you peace of mind… may I present a checklist?
Here’s your must-have list for handbooks in 2025:
✅ Location-aware policies: Your handbook needs to adapt based on where your employees are working. That means tracking and implementing state-specific leave laws, pay transparency regulations, and more. BTW: If you don’t know where your employees are working that’s step one.
✅ Work model clarity: Is your org remote, hybrid, or in-office? You have to spell it out by defining what each of those categories mean, what’s expected of employees, and what flexibility they do (or don’t) have. Think about things like core working hours etc!
✅ Leave policies that reflect reality: Don’t just include federal policies!! You should cover paid family leave, sick leave and anything else that might vary by state. There are A LOT of different types of leave and if you want your employees to feel supported in all moments of their life it’s worth understanding all the circumstances where leave can be applied.
✅ AI Guidelines: If you’re using AI for hiring, feedback, or performance, your policies should outline what’s in use, how it’s monitored, and how you’re mitigating bias. Check out the NYC bias law. As AI continues to infiltrate our organizations, you may see more states adopt laws like this! To be safe and ahead of it all, make sure you're accounting for it now with a policy.
✅ A real Code of Conduct: One that reflects both cultural values and legal standards, especially around things like harassment, retaliation, or conflicts of interest. While handbooks can feel like a protection for a company, never forget that good handbooks will also protect the employees and create more fair systems.
If you’re reading all of that and thinking I’m screwed, I got you covered!
Handbook updates shouldn’t feel like this giant daunting task but sometimes it tends to become one.
Need a cheat sheet? Say less.
✅ This July 1, 2025 Employment Law Deadlines + Checklist has everything you need to prep for the mid-year madness.
📅 Want the breakdown in real time? Join the Mid-Year Employment Law Update webinar.
🌐 More of a visual learner? Explore employment law policies by state within an interactive clickable 50-state map
Because no one has time to track 50 states' worth of policy updates on their own.
Future Proof Your Org (Without Losing It):Copy anchor linkCopied
Look, I get it! Handbooks aren’t the sexiest project out there.
Truthfully, I'd rather be thinking about engagement projects or even headcount before thinking about my handbook.
But the thing about handbooks is… they’re actually very strategic.
And I do wish more HR folks viewed their handbook like a product. As your company evolves, so do your people. And the laws that govern them are evolving every day so your policies and processes probably should too.
It’s a cycle y’all!
Your handbook shouldn’t be a stale document - it should be a LIVING BREATHING document.
It should be in its flow state where it’s always reviewed and considered.
But with everything going on, adding update handbook to my weekly task list could honestly send me over the edge.
It’s why I partnered with SixFifty on this deep dive.
SixFifty can:
✅ Automate, create, and distribute AND maintain your handbook. The laws are constantly evolving and SixFifty monitors laws that are changing so you don’t have to! MY DREAM.
✅ Generate state-specific compliant policies. Never again do you have to write a policy then Google where all your employees are to see if there are policies for that state and then drown under the never ending paperwork.
✅ Provide instant answers to your employment law questions. Ever typed something into Google, opened five tabs of legal jargon, and thought, “I did not go to law school”? SAME. SixFifty’s employment law database (plus their AI search) gives you fast, reliable answers without the headache.
✅ Generate employment agreements to prepare you to hire in any state! Yes, this isn’t handbook specific but it’s a feature I felt like you had to know about.
✅ Track state and federal laws so you never have to again! The legal experts there are monitoring laws AND writing updates, so all you have to do is simply apply the updates to your policies with a click. You’ll never have to Google “is this illegal” again!!!
TL;DR: Your handbook needs an edit and you don’t need another headache.
Check out SixFifty and have someone else do that so that you can focus on building a better and more aligned workplace.
📚 Additional Resources:
- July 1, 2025 Employment Law Deadlines & Checklist
- Mid-Year Employment Law Update Webinar
- Interactive Maps:
I hope you enjoyed this deep dive! Can you tell i'm a handbook nerd?
XOXO,
Hebba
