Readiness checklist

Seven things to do before 2027.

A pragmatic plan from our HR team — designed for businesses of 5 to 250 people who don't have a full HR function in-house.

01
Tighten your probation process
With unfair dismissal protection kicking in at 6 months, a structured probation with documented check-ins, clear objectives and a defensible decision point is non-negotiable. Don't drift past month 5.
02
Refresh contracts and offer letters
Review probationary clauses, notice periods, flexible working language and any 'fire and rehire' style variation clauses. Get a template set fit for the new regime.
03
Update your sickness absence policy
Statutory Sick Pay now starts on day one. Model the cost, update the policy, brief line managers and decide whether your discretionary scheme still makes sense.
04
Audit your harassment controls
Third-party harassment liability is coming back, with an 'all reasonable steps' duty for sexual harassment. Risk assess customer-facing roles, refresh training and document everything.
05
Get your holiday records in order
From April 2026 you must record leave taken, carry-over, holiday pay and payments in lieu — and keep records for 6 years. Now's a great time to fix patchy systems.
06
Plan for zero-hours changes
If you rely on casual or low-hours staff, start tracking actual hours worked. The right to guaranteed hours, shift notice and cancelled-shift pay will reshape rota practices.
07
Train your managers
Most ERA risk lives in everyday line-manager decisions — probation conversations, flexible working refusals, sickness chats. Invest in short, practical training before each wave lands.

We'll run a 30-minute call, look at where you are today, and send you a written ERA 2025 readiness plan — at no cost.

Ready when you are

Let's turn 28 reforms into a 7-point plan

Pick up the phone, drop us an email or book a slot in our diary. We'll do the heavy lifting so you can stay focused on the business.