Custom legal document

Drafting an employee handbook

Have it drafted, amended, or reviewed by our legal experts and/or lawyers starting from 99
SME Lawyers

Don't take a gamble on this: holes in a self-made document have major consequences.
Have a lawyer review it and save yourself doubt, setbacks, and exorbitant costs.

  • Truly Tailor-Made Legal Solutions
  • Fixed rates
  • Pay later after draft
  • Free adjustment round
  • Delivered within 5 working days
  • Express delivery possible
  • Available in Dutch and English

How does it work?
Our services include a free consultation, a draft document, a revision round, and a final document. We invoice after sending the draft document.

Experience with legal services for entrepreneurs since 2001
Lawyers and legal professionals.Direct contact with a specialist who thinks practically.
Fixed rates.Where possible, clarity regarding costs in advance.
Within 4 hoursWe respond quickly to your request.
  • We worked for, among others:
  • MKBjuristen.nl partner
  • MKBjuristen.nl partner
  • MKBjuristen.nl partner
  • MKBjuristen.nl partner

We worked for, among others:

An incorrect document often provides a false sense of security.
You think everything is taken care of, but only discover whether the document actually works during a conflict or claim.

1

Free intake

We discuss your company, the purpose of the document, and the key risks.

2

Draft or check

We draft a custom document or review your existing document legally.

3

Final version

You will receive a final version with instructions on correct usage.

Mr. Jaime Boogaers
Mr. Jaime Boogaers
Corporate Law
Attorney, 16 years of experience

An employee handbook prevents every HR question from having to be custom-made every time. It is important, however, that the handbook aligns with employment contracts, the collective labor agreement, privacy regulations, and actual practices within the company

  • For employers, HR departments, SMEs, scale-ups, and organizations with employees
  • Attention to leave, illness, working hours, working from home, behavior, and company resources
  • IT, privacy, social media, expense claims, training, and sanctions arranged
  • Practically usable as an internal HR basis alongside employment contracts

Choose Tailored Legal Solutions

Choose whether you want to have the document drafted, checked, or modified. Prices and options vary per document.

From 99
Customization
from 99.- per document

Do you already have a document, but are unsure if it is still correct? We check content, risks, and practical usability.

from 249.- per document

Is your document outdated, copied, generated with AI, or no longer suitable? We check and adjust the document.

About us

Our expertise in employee handbooks

Our lawyers and in-house counsel assist employers with employee handbooks, employment contracts, absence protocols, employee privacy statements, teleworking arrangements, bonus schemes, and disciplinary cases. We examine collective labor agreements, employment law, privacy, leave, sickness, conduct, IT, company assets, sanctions, and practical applicability.

Custom solutions for your organization

An employee handbook for an office, healthcare practice, IT company, manufacturing company, sales organization, or scale-up does not require the same rules. Therefore, we tailor the handbook to your staff, collective labor agreement, work processes, culture, and risks.

Our facts

  • Active since 2001
  • Lawyers and in-house counsel
  • Experience with contracts, corporate law, and employment law
  • Attention to practical operation, risks, and enforceability
  • Fixed rates in advance where possible
  • Customization
  • About us
from 99.- per document

Do you already have a document, but are unsure if it is still correct? We check content, risks, and practical usability.

  • Our legal expert spends 0.5 to 1.5 hours on the check
  • Telephone intake with a lawyer
  • Checks on content, risks, and practical usability
  • Attention to liability, payment, and termination
  • Concrete points for improvement and legal advice
  • Delivered within 3 working days, express delivery possible
from 249.- per document

Is your document outdated, copied, generated with AI, or no longer suitable? We check and adjust the document.

  • Our legal expert spends 1.5 to 2.5 hours checking and making adjustments
  • Telephone intake with a lawyer
  • Verification of the existing document
  • Adaptation to your business and working methods
  • Suitable for new services, customers, or risks
  • Delivered within 5 working days, express delivery possible

About us

Our expertise in employee handbooks

Our lawyers and in-house counsel assist employers with employee handbooks, employment contracts, absence protocols, employee privacy statements, teleworking arrangements, bonus schemes, and disciplinary cases. We examine collective labor agreements, employment law, privacy, leave, sickness, conduct, IT, company assets, sanctions, and practical applicability.

Custom solutions for your organization

An employee handbook for an office, healthcare practice, IT company, manufacturing company, sales organization, or scale-up does not require the same rules. Therefore, we tailor the handbook to your staff, collective labor agreement, work processes, culture, and risks.

Our facts

  • Active since 2001
  • Lawyers and in-house counsel
  • Experience with contracts, corporate law, and employment law
  • Attention to practical operation, risks, and enforceability
  • Fixed rates in advance where possible

Reviews (21)

Arno

We had a fairly specific legal issue, but this was no problem at all. The document contained handy fill-in fields for future use, making it highly reusable. The service was professional and personal.

Joris

We needed tailored legal advice quickly and received excellent assistance. The sharpness in the negotiations with our opposing counsel was impressive. The quality fully met our expectations.

Remco

My application via the website was picked up super fast. The personal involvement made us feel truly supported. These documents will undoubtedly save us a lot of headaches in the future.

Maaike

The professionalism shines through from the very first moment. Clauses were added that protect us against risks we did not foresee ourselves. A reliable partner that strives for perfection in their documents.

Laurens

I am extremely pleased with the quick and adequate initial response. The process was organized in such a way that we achieved maximum output with minimal effort. The document was accepted flawlessly by our investors.

Yasmina

The energetic and positive attitude of the employees was immediately noticeable. The sharp review of the lease agreement protected us from unfavorable clauses. Our business partners were impressed by the professionalism of the contracts.

Jesse

We came in with a vague idea, but were immediately presented with concrete steps. The document was legally well-substantiated. The final result aligns 100% with our high standards.

Oussama

It was immediately apparent that the lawyer had extensive experience in our sector. The telephone consultation regarding the final details provided just that little bit of extra confidence. The final result aligns 100% with our high standards.

Julia

A very smooth onboarding as a new client. The lawyer showed great commitment to safeguarding our interests. The quality fully met our expectations.

Suzanne

From the intake, it was clear what we could expect. The content aligned well with our company. The document was flawlessly accepted by our investors.

Tobias

The promise of a quick start-up was absolutely fulfilled. The lawyer managed to strike exactly the right balance between legal density and readability. A party that delivers on what it promises on the website.

Nawal

It was great that we could immediately brainstorm about the best approach. It felt like we had an in-house corporate counsel for the duration of the project. The end result aligns 100% with our high standards.

Ilse

The clear start gave us a lot of confidence for the rest of the process. We were also able to ask questions after receiving the document. The document was accepted flawlessly by our investors.

Dylan

We immediately felt that we were in good hands. The coordination with our accountant went flawlessly and professionally. It is clear that they have a passion for entrepreneurship.

Sanne

It immediately felt like a partnership rather than a simple service. The risks we were willing to take were assessed strictly but fairly. Our business partners were impressed by the professionalism of the contracts.

Monique

The communication was smooth and professional. The advice regarding the collection terms in the terms and conditions was particularly useful for our cash flow. Fantastic value for money for this level of expertise.

Hassan

Our assignment was accepted with great enthusiasm and professionalism. The expertise in the field of privacy and GDPR was clearly evident and up-to-date. Our business partners were impressed by the professionalism of the contracts.

Ayman

We didn't know exactly which document we needed, but received sound advice immediately. We exchanged quite a few emails, but the responses remained quick and helpful. It is clear that they have a passion for entrepreneurship.

Zakaria

We came in with a vague idea, but were immediately presented with concrete steps. We received valuable tips on how to present the documents to our clients in practice. The quality fully met our expectations.

Melissa

Practical advice that we could use immediately. The lawyer's empathy and understanding made this a very pleasant collaboration. A reliable partner who strives for perfection in their documents.

Michiel

Good service and a clear working method. The advice regarding the collection terms in the terms and conditions was particularly useful for our cash flow. The document was accepted flawlessly by our investors.

Meet our office

Our ContractCheck, simply explained what can all go wrong.

Why MKB Juristen?

Since 2001, we have been active as a no-nonsense legal firm for entrepreneurs. We quickly get to the heart of the matter: with a thorough assessment, clear answers, and a document that works practically.

  • Nationwide coverage
  • First consultation free and without obligation
  • Fixed rates where possible
  • Affordable legal advice from lawyers and legal experts
  • Always a response within 4 hours

First, see how we work

A legal document requires trust. You see immediately who we are, how we help entrepreneurs, and why we do not work with standard templates.

  • You can view our working method before submitting an application
  • You will get a feel for the office and the people faster
  • The video supports the choice for customized legal solutions
  • After that, you can immediately request a quote or intake

What you can expect from us

We translate your situation into a legal document that you can actually use. You won't receive a loose template, but a document tailored to your business, agreements, and risks.

  • A clear roadmap: intake, concept, revision round, and final version
  • Practical explanation on how to use the document
  • Legal attention to liability, payment, and termination
  • Where possible, provide clarity in advance regarding price and delivery time
Are you unsure whether you should have the document drafted, checked, or amended?
During the initial consultation, we will determine the sensible course of action together. Afterward, you will know exactly where you stand.

Why customization?

A legal document only works well if it aligns with your business, agreements, risks, and industry. That is why we do not work with a standard generator, but with legal experts who assess your situation.

  • Prepared for your company
  • Telephone consultation included
  • No standard template
  • Review by legal specialists

What do you get?

You will receive a legal document that is practical and aligns with the agreements you wish to make.

  • Draft document or legal review
  • One adjustment round
  • Clear explanation where necessary
  • Fixed price where possible

The founders of MKB Juristen

Our organization consists of several small teams working within various legal fields. Each legal field has its own senior in-house counsel and/or lawyers.

Denian Wielhouwer

Corporate lawyer in corporate law & business expert

Denian Wielhouwer

Annelore Hendriks

Corporate lawyer, corporate law, administrative law

Annelore Hendriks

Ilja van Driel

Corporate law attorney, employment law

Ilja van Driel

Jaime Boogaers

Corporate law, ICT & privacy law, energy law attorney

Jaime Boogaers
Custom choices

Which choices determine the content?

Before formulating the components, you make a number of fundamental choices. These determine how binding the handbook is and how much room you retain to adjust policy.

Choice or question Why this matters legally
Is the handbook part of the employment contract? By referring to the manual in the contract, the rules become binding; without the reference, they are more like guidelines.
Are you including a unilateral amendment clause? With a written amendment clause (Article 7:613 of the Dutch Civil Code), you can, subject to conditions, unilaterally adjust employment terms in the event of a compelling interest.
Which regulations do you want to make supra-statutory? Extra leave or allowances are attractive, but stipulate that they do not become a permanent acquired right if you do not want that.
Do you have a works council or employee representation? For certain regulations, the Works Council has the right of consent pursuant to Article 27 of the Works Councils Act (WOR); check this before implementation.
Does a collective labor agreement apply? An applicable collective labour agreement takes precedence over the handbook; your regulations may not deviate from it to the detriment of your party.
Clauses and provisions

Which sections belong in an employee handbook?

A handbook does not need to cover everything, but rather the topics that lead to questions or discussion within your organization. The components below form the standard core; which ones you include depends on your industry and size.

Provision Relevant to Legal point of attention
Working hours and leave Always Manages working hours, breaks, vacation and leave requests, and the taking of statutory and non-statutory days.
Absenteeism and reintegration Always Describes reporting sick, verification, and the steps regarding continued payment of wages and reintegration in accordance with the Gatekeeper Improvement Act.
Code of conduct and integrity Always Recording of forms of conduct, use of company assets, and sanctions for violations.
Allowances and expenses Often Travel expenses, home working allowance, and expense claim rules, aligned with tax exemptions.
Privacy and data processing In personnel files Informs employees about the processing of their data in accordance with the GDPR; often via a separate internal privacy statement.
Working from home and accessibility With hybrid working Agreements regarding remote workplace, availability, and occupational health and safety equipment.
Disciplinary measures Recommended Provides a sliding scale from warning to dismissal, so that response to misconduct is predictable and substantiated.
Amendment clause Recommended Determines whether and how you can unilaterally amend the manual.
Use in practice

How do you use this document correctly?

A handbook only works if employees are familiar with it and if you keep it up to date. The moments below are decisive for its legal effect.

Situation What should you do? Point of attention
Upon commencement of employment Hand out the handbook and have receipt confirmed Only then can you demonstrate that the employee knew and accepted the rules.
By reference in the contract Include a clause declaring the manual applicable This makes the rules part of the employment contract and therefore enforceable.
In the event of a change in policy Communicate changes in writing and keep the version This way, it remains clear which rules applied at which time.
In the event of a conflict or sanction Refer to the specific section of the handbook A documented rule makes your conduct traceable and sustainable.
Common mistakes

Common mistakes

Most problems do not arise from the content, but from the way the manual is entered and maintained. Watch out for the following pitfalls.

Wrong Consequence Better approach
No reference in the employment contract Rules are difficult to enforce Explicitly refer to the manual in every contract.
No amendment clause You cannot unilaterally amend regulations Include a written amendment clause (Article 7:613 of the Dutch Civil Code).
Outdated legal references Rules do not align with current legislation Review the handbook periodically, especially after changes in labor and privacy law.
Works Council approval skipped Regulation may be void Request timely consent for arrangements falling under Article 27 of the Works Councils Act.
Extra-statutory favor unintentionally permanent Acquired right that you will never lose Explicitly stipulate that an arrangement is voluntary and revocable.
Risk profile

What is your situation and what do you pay attention to?

The emphasis your handbook needs depends on your situation. If you recognize yourself in one of the cases below, you know where the focus should be.

Risk profile Example Focus in the document
Fast-growing organization Many new employees in a short time Clear basic rules and a fixed introduction moment with confirmation of receipt.
Hybrid or working from home Work largely remotely Agreements regarding accessibility, occupational health and safety, and the use of company assets.
High absenteeism Recurring sick leave Clear absenteeism and reintegration rules under the Gatekeeper Improvement Act.
Sensitive data or business assets Access to data or valuable resources Strict rules regarding privacy, integrity, and the use of resources.
Additional documents

When is this document not enough?

An employee handbook regulates the collective framework, but not every individual agreement. You will need additional documents in the following situations.

Situation Supplementary document Why
Situation Related document Explanation
Recording individual terms of employment Employment contract Salary, position, and duration belong in the individual contract, not in the handbook.
Protect confidential information Confidentiality Agreement The handbook is not sufficient for specific confidentiality regarding an employee or partner.
Processing of personnel data by third parties Data Processing Agreement If you engage an external party for HR or payroll processing, a data processing agreement is required.
Explanation of this document

Drafting an employee handbook, why?

Not every entrepreneur knows exactly what an employee handbook is, when you need one, and which risks they must cover. That is why we explain below what this document entails, what you should look out for, and why customized legal solutions are important.

What is an employee handbook?
An employee handbook —also known as employment regulations, a personnel guide, or an employee handbook—is the internal document that consolidates an organization's terms of employment, rules of conduct, procedures, and policies applicable to all employees. The employee handbook is the employer's translation of all individual employment law agreements into a single, accessible document that captures the organization's culture, expectations, and rules of engagement. A good employee handbook is not legal overkill but a practical instrument that provides clarity to employees, guarantees equality of employment conditions, and protects the employer against disciplinary measures and dismissal proceedings. Our lawyers draft an employee handbook for your organization that is legally correct and complete, properly incorporates components requiring Works Council approval, and aligns with your collective labor agreement and employment contracts.
What components must an employee handbook contain?
A comprehensive employee handbook contains at least the following sections. Terms of employment: working hours, holiday policy, types of leave, overtime policy, travel expense reimbursement, and teleworking policy. Rules of conduct: standards for professional conduct, dealing with clients, dress codes, social media use, and handling of confidential information. ICT and privacy policy: the use of company resources, the monitoring of ICT usage, and employees' GDPR rights. Disciplinary procedure: the steps taken in the event of a violation of the rules of conduct — from a verbal reprimand to an official warning to dismissal. Complaints procedure: how are complaints regarding unwanted behavior, discrimination, or intimidation handled? And sickness and reintegration: the procedure for reporting sick, the reintegration obligation, and the consequences of non-cooperation. Our lawyers draft an employee handbook that addresses all relevant topics correctly and completely.
Which parts of the employee handbook require Works Council approval?
A large number of topics in the employee handbook require consent under the Works Councils Act (WOR). The most relevant are: regulations regarding working and rest times, remuneration systems, sickness absence policy, performance appraisals, recruitment and selection, and regulations regarding the processing of personal data and the monitoring of employees. The introduction or amendment of regulations requiring consent without Works Council consent is voidable pursuant to Article 27, paragraph 5 of the WOR. Your employee handbook must correctly identify the components requiring consent and document the consent process. Our lawyers guide the Works Council consent process and ensure that your employee handbook is implemented in a legally binding manner.
How does it work at MKBjuristen?
After a brief intake regarding your organization, your Collective Labour Agreement (CLA) alignment, and your existing terms of employment, our lawyers will draft an employee handbook that is legally correct and complete, properly incorporates the sections requiring Works Council approval, and aligns with your CLA and employment contracts.
Are you unsure whether your document is legally correct? We would be happy to assess the sensible course of action: drafting, reviewing, or amending.
Request a quote

Why not use a standard document?

A standard document often seems like a quick solution, but usually does not fully align with your company, agreements, risks, and way of working. Our legal experts draft documents that fit your situation.

Standard document
SME Lawyers
Not tailored to your business
Tailored to your company, industry, and working methods
No control over your specific situation
Consultation with a lawyer and assessment of your risks
Possibly outdated or incomplete
Verification of current and practical provisions
No personal explanation
Explanation regarding the use of the document

A standard document seems cheap, until it doesn't fit your situation properly. That is why we provide custom legal solutions tailored to your business.

Tailored solutions for each organization

Not every employee handbook needs to cover the same topics with the same level of emphasis. That is why we do not create generic employee handbooks, but tailor them to the workplace, job roles, collective labor agreement, and HR risks.

SME employer

Attention to basic rules, leave, illness, conduct, expense claims, company assets, and sanctions.

Scale-up

Focus on growth, onboarding, hybrid work, IT, culture, privacy, and flexibility.

Office organization

Focus on working from home, accessibility, email, internet, AI, privacy, and information security.

Production or shop floor

Attention to schedules, safety, clothing, breaks, behavior, and absenteeism.

Care and services

Attention to confidentiality, patient or customer data, behavior, absenteeism, and privacy.

Sales and field service

Focus on expense claims, car, client data, representation, social media, and targets.


An employee handbook must make employment rules both practically and legally enforceable. Therefore, we examine collective labor agreements, employment contracts, leave, sickness, conduct, working from home, IT, privacy, expense claims, company assets, and sanctions.

Common mistakes in employee handbooks

Employee handbooks often go wrong because rules do not align with practice or have not been properly implemented from a legal perspective.

  • Do not provide manual or do not request confirmation of receipt
  • Including rules that conflict with the collective labor agreement or the law
  • Formulating absence, leave, and working from home too vaguely
  • Privacy, monitoring, camera surveillance and forgetting personnel data
  • fail to regulate IT, AI, social media, and information security
  • Taking disciplinary measures without clear rules of conduct
  • Do not align handbook with employment contracts
  • Handbook not updated for years

Draft your employee handbook properly and prevent unnecessary problems in the future. Good personnel rules prevent disputes regarding leave, illness, conduct, working from home, IT, privacy, expense claims, and sanctions.

What is an employee handbook?

A document containing general personnel rules, procedures, and terms of employment that apply within an organization.

Is an employee handbook mandatory?

Not always, but it is highly recommended for employers to document HR rules clearly and verifiably.

Do employees have to agree to an employee handbook?

In any case, have employees confirm receipt and applicability. For certain changes, consent or careful implementation may be required.

Does an employee handbook need to be aligned with the collective labor agreement?

Yes. The handbook must not conflict with applicable collective labor agreement provisions or mandatory labor law.

Can MKB Juristen review an existing employee handbook?

Yes. We check, among other things, collective labour agreements, leave, sickness, privacy, working from home, IT, conduct, sanctions, and alignment with employment contracts.

Contact us

Annelore Hendriks

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SME Lawyers at the Chamber of Commerce Source: Chamber of Commerce 2019
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