The Employment Rights Act

We know you're prepared for the Employment Rights Act to come into play, but are the rest of your team equipped with the knowledge they need to ensure your organisation is fully compliant?

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Are you and your team ready for the Employment Rights Act?

From the 6th of April, how organisations deal with people, policies, and legal risk is changing. This will majorly impact both daily HR decisions and long-term workforce strategy.

We know many leaders have been preparing for the ERA for a while but there are critical alterations that will need to be completed by the deadline. Missing even one small detail could be costly for your organisation, resulting in large fines.

Our mini guide serves as a final checklist to make sure, you’re ready for everything that’s coming, but it’s also a great tool to build up awareness for everyone else in your organisation too. Don't let managers tell you they didn’t know after a blunder, protect yourself and them!

6.3 million employees are set to gain new protections

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The biggest changes for employers:

Unfair dismissal

From day one, employees will have protections against unfair dismissal. Employers will need clear, documented justification to end employment, making it important to have robust HR processes and accurate records in place from the moment someone joins.

Sick pay

SSP is changing. The waiting period is being removed, so employees can claim from their first day of absence. For those managing high-absence environments or shift-based teams, this increases cost exposure and makes effective absence management more critical than before.

Family leave

Protections for employees on maternity, paternity, and parental leave are being strengthened. Businesses need HR systems that track leave accurately and flag obligations automatically to stay compliant without adding administrative burden.

Zero-hour contracts

Workers on these contracts will gain new rights, like the right to request a contract reflecting their regular hours. For businesses that rely on flexible labour, this means reviewing current arrangements, updating contracts and building new processes.

Flexible working

Now a right from day one of employment. Employers can still decline requests, but only on statutory grounds and must respond within two months. Having a clear, consistent flexible working policy, will be essential to staying compliant and avoiding disputes.

Download the Employment Rights Act Guide

HR teams across the country have been preparing, but can you say the same about everyone in your organisation? Are all your managers ready for the transition, and know what’s expected of them? What about your tech?

If you’ve got any doubts at all, this mini guide is for you. Simple to digest, it’s packed with information to give everyone a better understanding of what’s coming, including a roadmap for when each new piece of legislation is expected to roll out.