Employment laws and workplace norms are evolving fast. If your employee handbook hasn’t been reviewed in the last year or two, it could be putting your business at risk. Outdated policies don’t just cause confusion—they can also leave you vulnerable to compliance issues, employee grievances, or even lawsuits. Here are five clauses you’ll want to review and potentially revise for 2025:

1. Remote Work Policies
Many handbooks still treat remote work as a temporary or emergency measure. If your company allows remote or hybrid work, your policy should reflect expectations around availability, equipment use, and safety.

2. Social Media Guidelines
Outdated language around social media can come across as overly restrictive or vague. Modern policies should address professional conduct, brand representation, and employees’ rights under labor laws.

3. Leave of Absence Policies
California’s leave laws (like CFRA and Paid Sick Leave) have changed in recent years. Ensure your policies reflect current law—including new qualifying reasons and employee eligibility.

4. Equal Employment Opportunity (EEO) Statement
Generic EEO language may not account for newer protected classes, like gender identity or reproductive health decisions. A modern update sends the right message — and improves compliance.

5. Technology & Device Usage
With increased remote work and digital communication, your handbook should clarify acceptable use of company devices, data security practices, and expectations around privacy.

Time for a Handbook Refresh?
Schedule a handbook review with DP Human Capital Management and make sure your policies are protecting your people and your business. Whether it’s a quick update or a full rewrite, we’re here to help.

Ready To Update Your Handbook?