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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.

Start your trial Course details
  • 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

Start your compliance e-learning journey with a free trial

Our no-obligation free trial gives you access to our libraries and compliance platform. 

Ready to start your free trial? Complete the form, and a member of the Skillcast team will be in touch with further details.

Your questions, answered

Employment Rights Act

Common FAQs

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.

Are Skillcast courses SCORM-compliant?

Yes. This means they can be delivered via the Skillcast Portal or any other SCORM-compliant Learning Management System.

What other tools are needed beyond training?

A comprehensive compliance solution often needs more than just training. Alongside e-learning, tools such as declarations, surveys and registers that track compliance tasks are usually essential. Skillcast provides full support to help you set up these additional tools.

Is our training content still compliant with the latest legislation?

  • You can check the latest course content updates in our library updates page: https://www.skillcast.com/compliance-course-library-updates
  • For major legislative changes, we:
    • Send you email alerts to ensure you are notified
    • Offer you a free trial of newly created or updated content
    • Host webinars with compliance experts to explain the changes and how our training supports your ongoing compliance

Can you translate our content into other languages?

Yes, we offer translations in a wide range of languages. Let us know your needs, and we’ll confirm availability or work with you to plan translations for your selected modules.

What file types are supported by the Skillcast system?

Features

Supported file types and details

File Exchange

File types: PDF, Excel spreadsheets, Word documents, SCORM and xAPI files, and compressed zip files. Max file size: Default is 1GB, can be increased to a max of 2GB

SCORM files

Versions: SCORM 1.2, SCORM 1.2 for Moodle, SCORM 2004 2nd, 3rd and 4th Edition. Max file size: 1024MB

xAPI file

Max file size: 2GB

Videos

File types: MP4 or MOV. Videos must be optimised, with a max file size of 100MB. If the file is bigger, our Design Team can help

Images

File types: jpg, png and gif. The file size should ideally be 100KB, but it can be up to 250KB

CPD evidence

File types: Word, PDF, Excel and CSV. File size: the limit should be whatever the portal config option is set to. Servers are set to max 2GB

Policy documents

PDF or Word File size: the limit should be whatever the portal config option is set to. Servers are set to max 2GB

Offline activities evidence

File types: PDF, DOC, DOCX, XLS, XLSX, CSV, PNG, GIF, JPEG, JPG, PPTX and MSG. File size: the limit should be whatever the portal config option is set to. Servers are set to max 2GB

Client logo files

File types provided by client: EPS, PDF, AI and SVG

Registers

PDF, DOC, DOCX, XLS, XLSX, CSV, PPT, PPTX, POT, PPA, PPS, JPG, JPEG, PJEPG, PNG, BMP, GIF, MP4, MOV, WMV, CPTX, CP, TXT, ZIP and MSG files

Declarations

JPG, JPEG, PNG, GIF, XLS and XLSX files

 

What is Aida and how does it ensure reliable answers?

 Aida is an AI tutor embedded in courses that allows learners to ask questions at any point during learning. It draws exclusively on content that has been vetted and curated by your organisation, including course materials, internal policies, approved web resources, and regulator sites. This curated approach ensures answers reflect accurate, organisation‑specific guidance. 

Can administrators see what questions are asked and how Aida responds?

Yes. Reporting includes both the questions asked and Aida’s responses. For meaningful insight, questions are also categorised by topic (e.g., records management, gifts and hospitality) to reveal trends. All reporting is anonymised by default to encourage open, non‑threatening inquiry. To protect assessment integrity, Aida is disabled during assessments and is only available during the learning components of a course.

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.

Preventing Sexual Harassment

Companies rightly have a zero-tolerance policy for sexual harassment, and violations may lead not only to disciplinary action but also to perpetrator prosecution.

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Whistleblowing

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

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Harassment in the Workplace

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

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Whistleblowing

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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Preventing Sexual Harassment for Managers

The new duty to prevent sexual harassment in the UK will be enforceable by employment tribunals, allowing for increased compensation for victims by up to 25% if an employer fails in their duty.

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Whistleblowing

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

Speaking up against misconduct or unethical behaviour can be challenging, but it is essential to maintaining integrity in the workplace.

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Speak Up

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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Compliments vs Sexual Harassment

Genuine compliments can be part of a positive workplace, but inappropriate remarks can cross the line into sexual harassment.

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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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Preventing Sexual Harassment

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

In-depth 30 Minutes Preventing Harassment For all staff