Although no state or federal law requires an employer to have an employee handbook, there are many policies and procedures the law does require employers to communicate to employees. Many employers use an employee handbook to describe the employer’s history, mission, values, policies, procedures, and employee benefits. A well-written employee handbook also answers many routine questions employees may have and avoids using additional time and resources of employees, the human resources (HR) department, or managers in answering those questions.

Employers often require each employee to sign a written acknowledgment of receiving the employee handbook—but must be careful not to have the handbook construed as an employment agreement, which might change the employee’s status from an at-will employee who can be fired or terminated at will to an employee who can only be fired or terminated for cause.

Employers must also be careful to avoid overly broad statements in the employee handbook that restrict the ability of employees to discuss wages and other terms and conditions of employment—including criticisms of the employer—which are known as protected, concerted activities.

In Wyoming, as in other states, there is no specific state or federal law mandating that employers provide an employee handbook. However, employers in Wyoming often create handbooks to communicate important policies and procedures, including those that are legally required to be disclosed to employees, such as equal employment opportunity policies, anti-discrimination and harassment policies, and family and medical leave entitlements under the federal Family and Medical Leave Act (FMLA) for eligible employers. Employee handbooks can also outline the employer's mission, values, and employee benefits, serving as a resource for frequently asked questions, thereby saving time for HR and management. When distributing handbooks, Wyoming employers typically ask employees to acknowledge receipt to confirm that policies have been communicated. It is crucial, however, that employers carefully draft the handbook to avoid creating an implied contract that could alter the at-will employment relationship, unless intended. Additionally, employers must ensure that the handbook does not infringe on employees' rights to engage in protected, concerted activities, such as discussing wages and working conditions, as protected under the National Labor Relations Act (NLRA).