On its own it is risky: simply uploading the handbook to the intranet is usually not enough to prove that the employee learned what it says. Under the Labour Law (No. 4857) it falls to the employer to prove that the working conditions and the disciplinary rules reached the employee, and without an access record and a read-and-acknowledge mechanism, publication alone is weak in a dispute.
For provisions that can work against the employee in particular — disciplinary sanctions, contractual penalties, dismissal — the notification has to be individualised and confirmed. The practical answer is to present the handbook electronically with a read-and-acknowledge step, a click-through acceptance or an electronic signature, and to take a signed record of delivery at onboarding. Later updates should be re-acknowledged the same way, with the version and the date recorded, so that both the information given and its acceptance are documented.
Shall we apply this matter to your situation?
Tell us your specific situation in a few sentences; we'll assess it with the right team.