Skip the 200 page employee handbook

By Erin Eilers | Fractional HR Consultant | Eilers HR | Based in Florida, Serving Clients Nationwide

If you’re a small business owner, chances are you’ve either inherited a massive, unreadable employee handbook from someone else—or avoided writing one altogether because... well, who has time for that?

Here’s the good news:

You don’t need a 200-page handbook.

What you do need is a clear, concise document that sets expectations, covers your legal bases, and reflects the culture you’re trying to build.

As a fractional HR consultant working with small businesses in Florida and across the country, I help companies replace bloated, outdated handbooks with lean, effective ones that people actually read—and that actually protect the business.

So, let’s talk about what should (and shouldn’t) be in your 10-page handbook that works.

❌ First, What to Leave Out

Let’s save you some time. Your small business handbook does not need:

• A history of the company dating back to your great-grandfather
• Pages of “nice to haves” like motivational quotes or recycled policy language
• Redundant legalese copied and pasted from five different websites
• Policies for situations that haven't happened (and may never happen)

Instead, aim for clarity, consistency, and coverage. That’s it.

✅ What to Include in Your 10-Page Employee Handbook

Here’s the no-fluff version I build for clients all the time—whether they’re running a five-person shop in Florida or a remote team spread across five states:

Page 1: Welcome + Purpose of the Handbook

• Friendly message from leadership
• What the handbook is (guidance, not a contract)
• Who to go to with questions

Page 2: Employment Basics

• At-will employment statement (important in Florida and most states)
• Equal Opportunity Employer (EEO) language
• Immigration/I-9 compliance
• Introductory period (if applicable)

Page 3: Work Hours + Pay

• Workweek and scheduling expectations
• Overtime eligibility (especially for non-exempt employees)
• Timekeeping process
• Pay periods and direct deposit

Page 4: Time Off + Holidays

• Paid time off (PTO), sick time, vacation, or unpaid leave
• Holidays the company observes
• How to request time off
• Absence/tardiness policy

Page 5: Code of Conduct

• Expected workplace behavior (respect, professionalism)
• Dress code or appearance standards
• Use of company equipment and technology
• Conflict resolution: who to talk to and when

Page 6: Anti-Harassment & Anti-Discrimination

• Clear zero-tolerance statement
• Reporting process (and who handles it)
• No retaliation policy

(This is legally essential—and must be crystal clear.)

Page 7: Disciplinary Process

• Progressive discipline overview (e.g., coaching > warning > termination)
• Right to skip steps in serious cases
• Reminder: consistent enforcement matters

Page 8: Safety & Security

• Basic safety protocols (tailored to your workplace)
• Emergency procedures
• Remote work security (if applicable)

Page 9: Technology, Social Media, and Confidentiality

• Appropriate use of company systems
• Privacy expectations
• Protecting company information and customer data

Page 10: Acknowledgment Page

• Employee signs to confirm they received, read, and understood the handbook

🧠 Why This Works

This short-format handbook works because:

 ✅ It’s readable
✅ It’s enforceable
✅ It reflects your values
✅ It protects your business

And it’s easy to update as your team grows, your policies evolve, or you expand into new states.

💡 Florida-Specific Tips (And Why This Applies Nationally)

In Florida, there’s no state-mandated paid leave or required meal breaks—but you still need clear policies to avoid confusion and legal headaches. And if you’ve got remote employees in other states? You must comply with those states’ laws too.

That’s why I help businesses:

• Create multistate-compliant handbooks
• Build custom versions for remote teams
• Train managers to apply policies consistently

Whether you’re in Tampa, Tallahassee, or managing a hybrid team across the U.S.—I’ve got you covered.

Final Thought

If your current handbook is too long to read, too vague to enforce, or sitting in a drawer collecting dust—it’s not helping you.

You don’t need more pages. You need more clarity.



📩 Let’s build your 10-page, high-impact handbook together. I’ll make sure it’s tailored to your business, your team, and your state(s)—without the corporate clutter.

Erin Eilers | Eilers HR | Fractional HR Consultant
Helping Florida businesses—and remote teams nationwide—build people-first policies that actually work.

#EilersHR #FractionalHR #EmployeeHandbook #SmallBusinessHR #HRConsulting #RemoteHR #FloridaBusinessSupport #HRStrategy #PeopleOverPolicies