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Employment Rights Act for Managers

The Employment Rights Act (ERA) introduces wide-ranging reforms affecting how managers handle sickness absence, family leave, performance, conduct, contract changes, scheduling and workplace behaviour. These changes apply from April 2026 through to 2027 and reshape many routine decisions that managers make. The course ensures managers are equipped to handle people issues fairly, lawfully and confidently under the ERA.

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  • 45 Minutes
  • For managers

Learning objectives

  • Understand the main changes coming into force with the ERA

  • Recognise the impact on managing your team members

  • Use practical checklists to reduce risk and improve consistency

  • Know what documentary evidence to retain from your conversations and decisions

  • Know when to seek HR guidance or escalate

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Your questions, answered

Employment Rights Act

How can I support employees in reporting sexual harassment incidents?

Our Whistleblowing Register tool provides a secure, anonymous platform for reporting incidents confidentially and safeguarding sensitive information while enabling prompt HR and compliance responses.

Can I track incidents related to Diversity and Inclusion?

Our compliance breach register allows you to track incidents like discrimination, harassment, or policy non-compliance. This tool securely documents each case, providing a confidential audit trail for monitoring and accountability.

How can I measure and improve employee wellbeing in relation to health and safety?

Our Employee Wellbeing Survey helps you assess factors affecting employee health, including stress, mental wellbeing, and physical health. This anonymous survey provides valuable insights to inform wellbeing initiatives and create a healthier, more supportive work environment.

Additional actions clients should consider:

  1. Policy Attestations - companies should update relevant policies and get them re-attested by staff (we can help with our Policy Hub).
  2. Registers: a register to record and act on harassment incidents.
  3. Create safe reporting channels for employees to raise concerns confidentially.
  4. Anti-Harassment Survey: conduct anonymous surveys to collect staff experiences that may otherwise go unreported (anonymity is critical in such surveys).
  5. Training 360: to record in-person anti-harassment training delivered by HR or line managers.

Related courses

Boost your compliance efforts with our range of courses. Varying in length and topic, our courses equip you with the tools to create an ethical and resilient workplace.

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Companies rightly have a zero-tolerance stance on sexual harassment and violations.

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It is essential for firms to have a strong speak up culture to ensure that staff raise concerns if they've witnessed misconduct.

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Our Whistleblowing Training Course educates employees on reporting misconduct safely and ensures protection.

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Whistleblowing in confidence or anonymously about internal malpractices and external threats is extremely important for the functioning and survival of any company.

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