9 sections to include in a restaurant employee handbook

A restaurant employee handbook is an ideal tool to let new employees know your management expectations and the rules you’ve set forth to foster a productive, sanitary, and fun work environment.

This article will outline the main sections you should include in your restaurant’s employee handbook, as well as some additional tips to make sure it becomes the foundation of your goal to build a great team.

Why do restaurants need an employee handbook?

As of October of 2021, over 11.5 million people were employed in the restaurant industry in the United States. The restaurant industry remains highly competitive, with the battle for a talented labor pool as intense as the fight for customers.

Your restaurant employee handbook is in fact a key legal document you need to have, because it outlines rules regarding code of conduct, your company’s anti-harassment policies, and health and safety protocol for employees. But that doesn’t mean it can’t set you apart from competitors or have some personality to it.

There’s an old saying in food service that “good help is hard to find.” By laying out clear expectations for your staff, you can foster a truly professional environment that your employees will appreciate and thrive in, and one that applicants and new hires will be eager to be a part of.

The restaurant employee handbook: sections to include

Like any industry, you can find a variety of restaurant employee handbook templates. However, no two restaurants are alike, so it’s important to make your restaurant employee handbook outline the specific goal of your business and the culture you want to create within it.

1. Mission statement and welcome

A welcome letter is a great place to greet new employees and spell out your restaurant’s mission.

Stating your restaurant’s core values and mission upfront will make it clear to new hires what the expectations are from day one.

2. Equal opportunity employer statement

The Civil Rights Act of 1964 made equal opportunity employment a federal law. Your businesses’ accordance with the law should be clearly communicated in your employee handbook. The federal regulation defines an equal opportunity employer as:

“An employer that pledges to not discriminate against employees based on race, color, religion, sex, national origin, age, disability or genetic information.”

Stating your restaurant’s anti-discrimination pledge upfront is key to fostering a welcoming work environment and protecting you if you receive employment discrimination claims.

3. Onboarding

The onboarding section of your restaurant employee handbook is where to outline your business definition of full-time and part-time employees. This section is also a great place to include a list of current team members and a description of their title and job duties.

This section should also outline trainee or mentorship programs, how long an employee is considered to be “in training,” and who their manager is. Establishing the management hierarchy early on is a great way for staff members to understand the role of each of their co-workers and where they fit in the organization.

4. Schedule and payroll

The schedule and payroll section should spell out general guidelines about scheduling, including how to log in to any restaurant software you use.

Establish clear rules regarding tardiness, absences, sick leave, and long-term medical leave, if you offer it. This section can also outline policies regarding breaks during work hours.

You can also include a direct deposit form for new hires to complete if they want to receive compensation that way.

5. Point of service and cash handling policies

Nearly all restaurants utilize some kind of point of service (POS) system for calculating bills, recording receipts, and tracking inventory. Some POS systems even act as a timekeeping system for employees to record their hours.

Outlining the procedure on how employees handle money can drastically reduce theft, loss, and carelessness. This section should also outline rules about tip reporting and balancing the cash register at the end of the business day.

6. Benefits

If your restaurant offers health care or other employee benefits, include it in the employee handbook. Here you can provide team members information on when they are eligible for benefits, who the benefits cover, and where they go to enroll and learn more information.

7. Dress code

Each restaurant’s policy differs in terms of employee dress code. Some might require a simple branded T-shirt and jeans for a dress code, while more formal restaurants might require a crisp white collared shirt and tie for all team members.

Spell out what will happen if a team member shows up for work without their full uniform so there are no surprises—will they get sent home? Will you have loaner items? Will they get a simple warning? Make it clear either way.

The best way to illustrate which items and accessories are appropriate and which aren’t is to include a checklist complete with photos. Share brands that you recommend, like Dickie’s or Shoes for Crews, and specific colors and fabrics that will and won’t work.

Let team members know which items will be given to them to wear, like branded hats, ties, or nametags, as well as a replacement policy if they break it or lose it.

Finally, be sure to include any state or municipal uniform requirements for staff directly involved in handling food. For example, some areas require food preparers to wear gloves and hair nets.

8. Code of conduct

While a strict dress code might not be required for all dining establishments, a code of conduct is a part of a restaurant employee handbook that shouldn’t be skipped. In fact, this section might be the most important when it comes to establishing a respectful, team-oriented work environment.

Here you should outline what is and is not deemed appropriate behavior during work hours. This should include state-mandated sexual harassment policies and an anti-harassment policy, as well as a clear outline of the complaint procedures your business has in place should such incidents occur.

This section can also outline the evaluations process for violations of the business’ code of conduct, including what number of infractions rises to suspension or termination.

The code of conduct can also be a place where rules related to cell phone use during work hours and employee meals are outlined.

9. Health and safety protocol

Since the onset of the COVID-19 pandemic, health and safety protocols have become a paramount concern for all restaurant owners and employees. As such, a section of your restaurant employee handbook should be exclusively dedicated to it.

Here, back-of-the-house employees like cooks and food preparers can be informed of safe food-handling measures. This is also an appropriate section for front-of-the house employees like waitstaff and bartenders to be notified about emergency protocols that are in place should a choking incident or situation with an unruly customer arise.

Moving ahead

Remember, an employee handbook is a legal document. Employees should be required to sign off on the fact they understand its contents and company policies.

Your restaurant employee handbook should also be an agile and dynamic document that will grow with your business. Update it regularly—we recommend at least once a year. Also, make a digital version of your restaurant employee handbook available to staff members so it’s easily accessible and easy to update.

Looking to make other aspects of managing a restaurant easier? Yelp’s front-of-house software can help you manage all aspects of your business, from takeout and delivery to marketing and waitlist management.