The short answer is “no.” – You’re not under any legal requirement to establish or maintain an employee handbook.
However, it’s in your best interests as an employer to clarify in writing the rules of the workplace and set expectations for everyone. It’s also serves as a minimum line of legal defense against workplace claims such as breach of contract, employee classification, harassment and others – that can make you an easy legal target for alleged harm or damages.
Regardless of whether or not you were a direct party in an alleged claim, clarifying how you want your workplace to operate, along with the key references that reinforce workplace protections and standards – makes you much less attractive to a labor investigator or opposing counsel.
