Employment Rights Act

Stay compliant. Be prepared. Get futureproofed.

The Employment Rights Act implementation begins in earnest this April, with further changes expected to come in over the next 12-18 months.

The new requirements on businesses are huge: updating contracts and policies, new processes, additional costs and in some cases organisational change. From the conversations we are having with SMEs like you every day, it is clear that many do not know where to start.

That's why we have specially designed an Employment Rights Act Compliance Audit. Our HR experts will undertake a full review of your people practises: your legal compliance, your key processes and your pay and benefits set up. At the end of it, you will receive an actionable report with practical, tailored steps to implementing the changes within your business. All aligned to the upcoming changes.

The employment law changes coming up are causing real fear for small businesses, we understand that. And that's why we want to help.

Book your Employment Rights Act Compliance Audit

Complete the form below and your local HR expert will be in touch.

Key changes from the Employment Rights Act

Guaranteed hour for zero hour workers

Zero hour - and agency - workers will be entitled to an offer of guaranteed hours, based on an as yet undefined reference period. They will also be entitled to compensation for shifts that are cancelled or curtailed without 'reasonable' notice.

Unfair dismissals rights after six months

The government has U-turned on it's original plan to implement day one unfair dismissal rights, following opposition from the House of Lords. These rights will now become available after six months of employment, with the idea of an initial period of employment dropped.

Statutory sick pay from first day of absence

Statutory sick pay (SSP) will become payable from the first day of absence, rather than the fourth. SSP will also become available to all employees, removing the current lower earnings limit.

Third party and sexual harassment

Significantly more emphasis - and liability - will be placed on employers to prevent third party and sexual harassment. There will be a requirement to take all reasonable steps to ensure they don't take place.

Extension of tribunal claim limits

The current period in which an employee can make a tribunal claim is being double. It will go from being three months to six months, increasing the likelihood of tribunal claims.

Additional employee rights

Paternity and adoption leave will become accessible from day one of employment, whilst bereavement leave will become available to all employees. Flexible working will also become the default, with businesses required to accept requests unless there are very specific grounds - such as detrimental impact on your business.