As of 13 August 2026, AI can create an employee handbook.

What to actually do

1. Hand it to a person

   The route this page recommends

   A person who owns the outcome does this end to end, worth it when the failure is dear.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 1 hour until you can act on the result.

   How to actually do it

   1. Open a document containing the organisation's current policies, contracts, benefits, working arrangements, reporting lines, contacts and approval routes, and remove unnecessary personal data.
   2. Open GOV.UK guidance relevant to employment, including holiday, sickness, parental leave, flexible working, discrimination, disciplinary and grievance procedures, whistleblowing, health and safety, and data protection.
   3. Paste the organisation information and policy text into an AI chat with the prompt, keeping each policy labelled with its name and date.
   4. Ask the model to produce the handbook and its separate list of unresolved points, source links and employment-solicitor review points.
   5. Copy the draft into the organisation's document template, then replace every [TO CONFIRM] marker using an approved policy or named decision-maker.
   6. Compare each policy section with the current internal policy and the relevant GOV.UK page, recording any conflict, missing procedure or outdated link.
   7. Send the completed draft and the comparison list to an employment solicitor for review of legal compliance, contractual wording and discrimination risks before issuing it.
   8. Obtain management approval, add the owner and review dates, export the approved version, and send it to staff with a record of how they accessed it.

   Prompt

   Create a UK employee handbook for [organisation name], a [business type] with [number] employees in [locations]. Use only the facts and policies in the information below. Invent nothing. If information is missing, write [TO CONFIRM] rather than guessing.
   
   The handbook should cover, where relevant: welcome and scope, employment status, working hours and locations, pay and benefits, annual leave, sickness absence, family and parental leave, flexible working, equality and inclusion, standards of conduct, disciplinary procedure, grievance procedure, whistleblowing, health and safety, data protection and acceptable technology use, expenses, conflicts of interest, leaving the organisation, and who employees should contact. Distinguish clearly between contractual terms, non-contractual guidance and procedures. Do not state that a policy is legally required unless you can support that statement with a current GOV.UK source.
   
   Use plain UK English, a neutral professional tone, accessible headings, short paragraphs and practical steps. Include a contents list, document owner, version, effective date [DATE], review date [DATE], and a table of contents. Mark every unresolved decision or legal point with [TO CONFIRM] and add a final list of those points.
   
   For each section, identify which supplied policy or source it is based on. At the end, provide a separate compliance-check list for the employer, including points that should be checked against current GOV.UK guidance and points that need review by an employment solicitor. Do not give a final assurance that the handbook is legally compliant. This is not professional advice.
   
   Organisation information and existing policies:
   [PASTE INFORMATION HERE]

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.