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Discuss your project →Wichita and remote HR consulting
Employee Handbook Development and Updates
Custom handbook development, audits, and updates that connect written expectations to the way your organization actually operates. Wichita-based support with remote delivery available.
Discuss your projectChoose development or an audit
Choose a new handbook when your organization lacks a usable employee reference or its existing document no longer reflects the business. Choose an audit and update when the document is largely usable but needs review, revisions, or a clearer rollout.
We begin by confirming workforce size, locations, schedules, benefits, reporting channels, and existing practices. Unresolved management decisions are identified before they become written promises.
What the project delivers
- Discovery and an agreed outline based on your workforce and operating practices.
- Customized employee-facing language for the agreed subjects.
- A review process for leadership feedback and unresolved decisions.
- Defined revision rounds, deliverable format, and approval responsibilities in the written scope.
- Implementation guidance for distribution, supervisor communication, acknowledgments, and version control.
Handbook pricing
New Employee Handbook
$2,500–$4,500A tailored employee reference built around your workforce, locations, and operating practices. Drafting, revision rounds, and rollout support are defined in scope.
Discuss this service →Handbook Audit and Update
$850–$1,500Review and update a largely usable existing handbook. Document length and the extent of revisions are agreed before work begins. Legal review is separate.
Discuss this service →Only one subject needs attention? Custom HR policy development starts at $350 per policy; review and revision of one existing policy starts at $250.
From discovery to rollout
First, gather current policies, benefit summaries, forms, and manager procedures. Next, resolve inconsistent practices with leadership and draft the agreed document. Leadership reviews operational accuracy; qualified counsel addresses legal interpretation and jurisdiction-specific language where appropriate.
After approval, set an effective date, communicate material changes, train supervisors, distribute the document, and record acknowledgments. Implementation sessions and additional documents are included only when expressly scoped.
Kansas and multi-state employers
A Kansas-based business may have employees working elsewhere. We confirm employee locations and identify where supplements or specialist review may be needed. HR consulting does not replace employment counsel or guarantee legal compliance.
Read our Kansas employee handbook guide, small business handbook planning guide, and guide to evaluating handbook templates.
Where to get started
Your next step, made simple.
Start with an assessment.
The $1,500 HR and Workforce Infrastructure Assessment identifies gaps and produces a prioritized roadmap before a larger engagement.
Explore the assessment →Review your written proposal.
Confirm deliverables, quantities, revisions, responsibilities, schedule, and fees before work begins.
Request a consultation →Planning your engagement
Know what to expect and when.
Typical planning ranges for standard engagements. Your written proposal confirms capacity, milestones, review rounds, and delivery dates before work begins.
Employee handbook audit and update
2–3 weeksTo an initial revised draft after receiving the current handbook and confirming the extent of changes.
New employee handbook
3–5 weeksTo an initial complete draft after discovery and receipt of the required operating information.
Timing begins once the agreement and any required deposit are in place, materials are complete, and required discovery or interviews have occurred. Client feedback, additional locations, legal review, scope changes, and vendor schedules may extend the timeline. Business days are Monday–Friday, excluding holidays.
Relevant leadership experience
Documentation connected to real operations
The founder’s prior HR leadership work included policies, job descriptions, manager resources, and connected workforce processes. Handbook development builds on that practical approach to clear expectations.
These examples come from the founder’s prior employed leadership roles, rather than Holt client engagements. Reported outcomes reflect wider implementation and operating conditions; future results vary.
Read the context and work behind these examples →Questions before you begin
Employee Handbook Development and Updates FAQs
Should we update our handbook or create a new one?
An audit and update fits a largely usable handbook that needs targeted changes. A new handbook fits an employer without a reliable employee reference or with a document that no longer reflects its operations. We review your current materials before recommending the scope.
How much does an employee handbook cost?
New handbook development is $2,500–$4,500. A handbook audit and update is $850–$1,500. Workforce locations, document length, revision needs, and rollout support determine the final scope; legal review is separate.
How long does a handbook project take?
Plan for 2–3 weeks to an initial revised handbook or 3–5 weeks to an initial new handbook draft after discovery and complete materials. Leadership feedback, revision rounds, legal review, and rollout follow the agreed schedule.
Can you help with a handbook for employees in multiple states?
We confirm where employees work and identify where location-specific supplements or specialist review may be needed. Multi-state work is scoped separately where required, and qualified employment counsel should review jurisdiction-specific legal language.
Will you help distribute the handbook and collect acknowledgments?
The project includes implementation guidance for distribution, supervisor communication, acknowledgments, and version control. Hands-on rollout sessions or HRIS configuration are included only when stated in your written scope.
From document to usable workplace guidance
Begin with actual practices, work locations, current documents, benefits references, and management expectations. Agree on the subjects, revision rounds, and specialist legal review needed. Draft, review, approve, and plan how employees will receive the handbook.
Responsibilities and scope
Leadership resolves policy decisions and approves the final document. Managers need preparation on reporting routes, consistent application, exceptions, and where to escalate. Acknowledgment collection and employee communication can be included when specified.
What useful progress looks like
Review whether managers can locate and explain the policy, whether acknowledgments are complete, and whether actual practices still match the document.
Wichita-area onsite delivery and remote Kansas support are agreed for the project. Delivery options · Planning resources
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