Employment law is changing – from unfair dismissal rights, uncapped compensation for claims to trade unions, day one rights and sexual harassment. Get your HR policies audited against the Employment Rights Act requirements to protect your business from financial risk.
Every recent hire carries legal exposure far earlier than before. A dismissal process built for the old two-year rule should be reviewed.
Review your probation process and dismissal documentation. Every hire since July 2026 needs a defensible, evidenced process in place – not just a policy on paper.
The compensation you pay for a single mishandled dismissal is no longer capped at 52 weeks' gross pay or £123,543 (whichever figure is lower).
Check whether your disciplinary and dismissal process would survive scrutiny. Without the cap, the cost of getting it wrong is now open-ended.
Most founders don't realise re-offering a contract on worse terms will count as fire-and-rehire, and there is no cap on the penalty if it goes to tribunal.
If you've changed any employee's pay, hours or pension by ending their contract and re-offering it on new terms – from January 2027 that will be an automatic unfair dismissal.
Every hire now has day one rights such as SSP, Paternity leave, Parental leave.
Review your policies to make sure you're paying people properly and meeting their new rights.
Every employer must take "all reasonable steps" and will be liable for harassment from third parties (i.e. customers, suppliers etc.).
Define what reasonable steps can be taken and a clear way to raise concerns in a safe way.
Based on your recent hires and average salary, here's what a single mishandled dismissal could cost your business from January 2027.
No one in your team specialises in employment rights, and whoever handles HR is balancing it alongside everything else.
The contracts and policies you've had in place since the early days of your business haven't been reviewed against the new Employment Rights Act changes.
You know the new legislation applies to your business but you don't have a proactive HR partner who can highlight the gaps and tell you how to close them.
We review your core employment documents against the new Employment Rights Act. Each one is scored red, amber or green. You get a written report with clear recommended actions and a 30-minute call to walk through what needs fixing.
We'll review four HR documents: your contract of employment, disciplinary policy, grievance policy and capability policy.
Every policy is checked against the upcoming Employment Rights Act to uncover inconsistencies and key points of exposure.
Red, amber, green, with recommended next steps and an implementation plan – in writing.
A 30-minute call to talk through the findings and agree priorities together.
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