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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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Conduct that amounts to harassment is not necessarily limited to verbal acts, but it covers a range of behaviour.

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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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Whistleblowing is the act of reporting wrongdoing such as fraud, bribery or safety breaches to protect an organisation and its stakeholders.

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Speak Up

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Targets of Sexual Harassment

Sexual harassment can occur in various forms and affects everyone in the workplace.

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Crossing the Line into Sexual Harassment

Sexual harassment is not limited to physical actions but can also involve words, gestures and persistent unwanted attention.

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Understanding Harassment

Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating or offensive environment.

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Understanding Sexual Harassment

Sexual harassment is unwanted behaviour of a sexual nature that violates a person’s dignity or creates an intimidating, hostile or offensive environment.

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The Protected Characteristics

The UK's Equality Act protects individuals from discrimination based on nine protected characteristics, ensuring a fair and inclusive workplace.

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Unconscious Bias

Unconscious bias occurs when we make judgments about people based on past experiences, cultural influences or assumptions.

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The Three Characteristics of Harassment

Harassment in the workplace occurs when unwanted behaviour violates a person's dignity or creates an intimidating or offensive environment.

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Unwanted Behaviour of a Sexual Nature

Sexual harassment is unwanted behaviour of a sexual nature that can create an intimidating, degrading or hostile work environment.

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The 4D Bystander Intervention Model

Creating a safe and respectful workplace requires everyone to take action when witnessing bullying harassment or inappropriate behaviour.

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

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Third-Party Harassment

Third‑party harassment is unwanted behaviour by someone who is not an employee, such as a customer, supplier, contractor or visitor.

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