For any business, an employee handbook is considered a valuable communication resource. It allows companies to inform their employees about the mission, values, policies, regulations, procedures, benefits, and other information with ease and consistency. However, an employee handbook typed in just one local or standard language can jeopardize the sole purpose of its creation.

When you are a multinational company or you have employees who are not fluent with the standard language you use for written communication, you need to get it to translate into their native languages so that the employees with different nationalities or cultures can easily understand what you’ve conveyed in your employee handbook. Apart from this, an employee handbook is also seen as a way of protecting the company/employer from matters like discrimination and unfair treatment.

Thus, if you haven’t translated your employee handbook in the native languages of your employees yet, take the advantage of business translation services right away.

However, before you hire a business translation service, you need to keep some things in mind.

1. Local Federal Laws & Regulations

Typically, all employee handbooks contain a detailed overview of safety protocols and federal laws and regulations. Thus, when translating employee handbooks, you should also consider the local laws and regulations that your employees need to comply with.

Consequently, translation of an employee handbook involves more than the mere translation of words as this material includes local laws, procedures, and policies related to many sensitive topics, such as sexual harassment, disabilities, safety information, sick leaves, etc.

Inability to understand the information due to lack of fluency in a particular language can expose both the company and its employees to legal issues. Therefore, you should trust only professional translators for translating your employee handbook.

2. Updates and Recent Changes Required

An employee handbook is a great way to ensure that you deliver consistent information to your employees. It helps you to maintain coherence and uniformity in the company and its structure.

However, it needs to be updated timely based on the recent policy-related changes in the organization and also changes introduced to the federal laws and regulations that apply to employees within your organization.

If you haven’t updated your employee handbook for a long time, it is highly recommended to update it before providing it for translation.

3. Accuracy of the Employee Handbook

Poorly translated (and poorly written) employee handbooks can easily cause misunderstandings and legal matters that can cost you and your employees dearly.

Meaning, you can’t afford any inaccuracy in the original as well as the translated versions of your employee handbook, and you need to make your original employee handbook is error-free.

Besides, translating an employee’s handbook into another language can be very critical, especially when your industry uses specialized terminology. Thus, you also need to make sure that the content in your employee handbook doesn’t lose its essential meaning.

No matter what language you need your employee handbook translated into, you can ensure that your employees get the same information as in the original copy by hiring a professional business translation provider.

Semantics is a certified translation agency that can provide certified experienced and professional linguists for business translation projects. You can rely on us as we support over 150 languages, have a team of 5000+ linguists, and provide excellent customer support. To hire business translation services, contact us now.