Although no state or federal law requires an employer to have an employee handbook, there are many policies and procedures the law does require employers to communicate to employees. Many employers use an employee handbook to describe the employer’s history, mission, values, policies, procedures, and employee benefits. A well-written employee handbook also answers many routine questions employees may have and avoids using additional time and resources of employees, the human resources (HR) department, or managers in answering those questions.

Employers often require each employee to sign a written acknowledgment of receiving the employee handbook—but must be careful not to have the handbook construed as an employment agreement, which might change the employee’s status from an at-will employee who can be fired or terminated at will to an employee who can only be fired or terminated for cause.

Employers must also be careful to avoid overly broad statements in the employee handbook that restrict the ability of employees to discuss wages and other terms and conditions of employment—including criticisms of the employer—which are known as protected, concerted activities.

In Ohio, while there is no state or federal mandate that requires employers to provide an employee handbook, it is a common practice for employers to use handbooks to communicate important policies and procedures, as well as the company's mission and values. These handbooks often include information on employee benefits and can serve as a resource for frequently asked questions, potentially saving time for HR departments and managers. When distributing handbooks, Ohio employers typically ask employees to acknowledge receipt, but they must be cautious not to imply an employment contract, which could alter the at-will employment relationship. At-will employment means that an employee can be terminated at any time without cause, and suggesting otherwise in the handbook could inadvertently create contractual obligations. Additionally, employers must ensure that the handbook does not contain language that would infringe upon employees' rights to engage in protected, concerted activities, such as discussing wages, working conditions, or criticisms of the employer, as these are protected under the National Labor Relations Act (NLRA).