Impact Employment Law

Free assessment

Employment Rights Act 2025 Health Check

A quick self-assessment to identify where your business may need to strengthen in light of the significant changes from the Employment Rights Act 2025.

Recent changes to UK employment law mean many businesses are exposed to risks they don’t realise they have. Take a few minutes to complete this assessment. We’ll review your answers and arrange a free 30-minute consultation to discuss anything you’ve flagged, risk areas and how to solve them.

The assessment

Nine quick checks

Answer yes or no to each question. There are no wrong answers — a “no” simply flags an area we can help you strengthen.

Areas to review0

1. Statutory sick pay

Since April 2026, Statutory Sick Pay is payable from day one of employment, with no minimum earnings threshold. Many businesses haven't updated their systems or documentation.

Do you currently pay statutory sick pay from day 1 of employment?
Have you updated your contracts and policies to reflect this change?

2. Family leave

Paternity leave and unpaid parental leave became day-one rights from April 2026. Bereavement leave entitlements have also expanded.

Have you updated your policies with updated family and bereavement leave rights?

3. Holiday pay record-keeping

The new Fair Work Agency (launched April 2026) has wide powers to investigate businesses on holiday pay compliance. Record-keeping requirements run to 6 years.

Do you keep holiday entitlement and holiday pay records for at least 6 years?
Did you know the new Fair Work Agency can investigate these?

4. Whistleblowing and harassment

Since April 2026, sexual harassment is a “qualifying disclosure” under whistleblowing law. This significantly increases the legal protections for employees who raise harassment complaints.

Do you have an updated harassment policy?

5. Preventing sexual harassment

From October 2026, employers face strengthened obligations to take proactive steps to prevent sexual harassment, including from third parties such as customers or clients. You must be able to evidence what you've done.

Have you taken active, documented steps to prevent sexual harassment, including from third parties such as customers or clients?
Have you carried out staff training as evidence?

6. Trade union recognition and access

From February 2026, trade union recognition processes have been simplified and dismissal for participating in industrial action became automatically unfair. Further rights of workplace access are coming in October 2026.

Do you have a recognised trade union?
Have you received recent contact from a trade union looking for workplace access?

7. Probationary periods

From January 2027, the unfair dismissal qualifying period reduces from 2 years to 6 months and the compensation cap is removed. Probationary periods and early-stage performance management become critical.

Are your contractual probationary periods and final review before 6 months?
Do you have a probationary review process and are managers trained?

8. Reorganisation

From January 2027, “fire and rehire” becomes automatically unfair. Any planned restructures, contractual changes, or redundancies should be reviewed against the new framework before they happen.

Do you need to make redundancies or contractual changes in the next 6 months?

9. 2027 readiness

Further reforms in 2027 will strengthen flexible working as a default, add new protections for zero-hours workers, and introduce payment rights for cancelled shifts.

Do you use zero hours workers?
Do you have a plan for reviewing contracts and policies ahead of January 2027?

Next step

Get your free 30-minute consultation

Based on your answers, we’ll arrange a call or Teams meeting to discuss what to prioritise and deal with any risks. Complete your details and we’ll be in touch within one working day.