What Every Small Business Needs to Know to Stay Compliant, Reduce Risk, and Build a Strong Team

If you’re running a small business, chances are you didn’t start it because you wanted to become an HR expert. But as soon as you hire your first employee, HR becomes a necessary part of the job.

The challenge? Knowing what’s required, what’s best practice, and how to keep things simple without exposing your business to unnecessary risk.

Let’s break down three fundamental HR concepts every business owner needs to understand: policies, procedures, and practices. These three elements work together to create a structured, legally sound, and efficient way to manage your tea

Think of HR policies as your company’s rulebook. They set the foundation for how things are done, establish expectations, and ensure fairness across the board.

HR policies:

✅ Define how your company approaches key areas like time off, workplace behavior, and performance expectations

✅ Align with employment laws to keep your business legally compliant

✅ Set the tone for company culture by outlining values and expectations

✅ Provide a reference point when making decisions, so you're not scrambling to handle issues on a case-by-case basis

For example, instead of figuring out how to handle a late employee each time it happens, a clear attendance policy tells both you and your employees what’s expected and what happens if those expectations aren’t met.

• Anti-harassment and discrimination policy (to protect your team and comply with employment laws)

• Time off policy (covering vacation, sick leave, and any required leaves like FMLA)

• Workplace conduct policy (outlining expectations for professional behavior)

• Compensation and benefits policy (how and when employees are paid, along with benefits eligibility)

• Termination policy (so you have a structured, legally sound approach if you need to part ways with an employee)

Policies give you a framework, but they don’t spell out every step of the process. That’s where procedures come in.

If policies are the rulebook, procedures are the instruction manual. They take a policy and break it down into step-by-step actions.

For example:

• Your attendance policy says employees must notify their manager if they’ll be late.

• The procedure explains exactly how they should do this—by calling, emailing, or using a company app—and what documentation (if any) is required.

HR procedures:

✅ Provide step-by-step instructions for handling HR-related tasks

✅ Ensure consistency so employees are treated fairly and managers aren’t left to making up rules on the fly

✅ Help train employees and managers by making HR processes clear and repeatable

✅ Reduce risk by ensuring that critical steps (like documentation) aren’t missed

Unlike policies, procedures are usually more rigid. If an employee is requesting leave under the Family and Medical Leave Act (FMLA), there’s a legal process to follow. If an employee files a harassment complaint, there’s a proper way to document and investigate the claim. Procedures make sure things are done correctly and consistently.

• How to onboard a new employee (forms to complete, orientation steps, IT setup)

• How to handle a harassment complaint (who to report to, investigation steps, required documentation)

• How to process payroll (ensuring accuracy and compliance with wage laws)

• How to document and manage employee performance issues (steps before termination, documentation requirements)

Having clear procedures ensures that important HR tasks don’t fall through the cracks and that you’re protecting your business.

HR practices are the real-world application of your policies and procedures. They’re about how your company actually manages employees, resolves issues, and fosters a productive work environment.

Unlike policies and procedures, which are documented and formalized, HR practices are more about culture, consistency, and leadership. For example:

• Your policy says you offer ongoing training and development.

• Your procedure outlines how training programs are scheduled and tracked.

• Your practice is whether employees actually receive useful training that helps them grow in their roles.

HR practices:

✅ Ensure that policies and procedures aren’t just words on paper but are followed in daily operations

✅ Align HR efforts with business goals to support growth and retention

✅ Help create a workplace culture that attracts and retains top talent

Examples of Strong HR Practices

• Hiring employees who align with your business values, not just job qualifications

• Providing meaningful feedback and coaching, not just annual performance reviews

• Making employee well-being a priority, even if not legally required

• Proactively addressing employee concerns rather than waiting for formal complaints

When policies, procedures, and practices work together, your business runs smoothly, employees feel supported, and you avoid the headaches that come from HR problems left unchecked.

If you’re just getting started with putting your HR in place, don’t overcomplicate it. Focus on the essentials:

1️⃣ Start with a few core policies (anti-harassment, attendance, paid time off, termination).

2️⃣ Document basic procedures for hiring, payroll, and handling employee concerns.

3️⃣ Apply HR best practices by treating employees fairly, communicating expectations clearly, and making decisions consistently.

You don’t need a huge employee handbook or complex systems—just a solid foundation that protects your business and helps you build a great place to work.

As a small business owner, you don’t have to do HR alone. Whether you need policies written, procedures streamlined, or expert guidance on handling HR challenges, I can help.

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