📋 Top 5 Employment Policies Every Small Business Should Have in Writing

Whether you have 2 employees or 20, employment policies are more than just paperwork—they’re your first line of defense against legal claims, workplace confusion, and compliance issues.

In Arizona’s at-will employment environment, clear written policies help protect your business and create a professional, accountable workplace. They also give employees a consistent understanding of expectations, rights, and procedures.

Here are the five essential employment policies every small business should have in writing—and why they matter.

1. Paid Time Off (PTO), Sick Leave & Attendance Policy

Even in Arizona’s business-friendly climate, time-off rules need to be documented. Arizona's Fair Wages and Healthy Families Act requires paid sick leave for most employees, including part-time workers.

Your policy should clarify:

• How PTO and sick time accrue

• When and how it can be used

• Notification requirements for absences

• Whether unused time carries over or is paid out

📌 Failing to follow state-mandated sick leave rules can result in penalties or employee claims.

2. Anti-Harassment & Discrimination Policy

Federal and state law prohibit workplace discrimination based on race, gender, religion, disability, age, and more. A written policy is your best tool for prevention and defense.

Include:

• A clear definition of prohibited behavior

• Reporting procedures for complaints

• Your commitment to a non-retaliation policy

• Consequences for violations

📌 This policy can help shield your business from liability if a complaint is filed—and demonstrates that you take workplace conduct seriously.

3. At-Will Employment & Disciplinary Policy

Arizona is an at-will employment state, meaning employers can terminate employees for any reason not prohibited by law. But without a written policy, your at-will status can be undermined.

Your policy should:

• Clearly state that employment is at-will

• Reserve your right to change policies

• Outline general expectations and disciplinary procedures

📌 This protects your ability to terminate an employee legally, while providing a fair structure for accountability.

4. Confidentiality & Data Security Policy

Whether you’re a healthcare provider handling PHI or a business collecting customer data, confidentiality is critical.

Your policy should cover:

• What information is considered confidential

• How data must be stored or transmitted

• Consequences for violating confidentiality

• Procedures for reporting a data breach

📌 Helps protect you from HIPAA violations, intellectual property theft, and internal data leaks.

5. Technology, Social Media & Remote Work Policy

From laptops to smartphones to working from home, digital policies are now a must.

Your policy should address:

• Personal use of company devices or email

• Expectations for social media activity (especially when referencing the company)

• Rules for remote work, including hours, security, and access

📌 Having clear policies on tech use reduces risk, increases productivity, and supports compliance—especially if you handle sensitive data.

Bonus: Include an Acknowledgment Form

Every employee should sign an acknowledgment confirming they’ve received, read, and understood your policies. This signature becomes a valuable legal defense tool in disputes.

🧠 Final Thoughts

Don’t wait for a lawsuit or a complaint to realize your policies are missing—or outdated.

Need help writing or reviewing your employee policies? I help Arizona small businesses and healthcare organizations put the right protections in place—so they can focus on growth, not risk.

Hurley Law Group
Employment & Business Counsel for Arizona Professionals and Business Owners
📞 308-383-1867
🌐 hurleylawgroup.com
✉️ eric@hurleylawgroup.com