Compliance tools · Corporate governance, employment and financial

Employment Rights Act 2025 compliance tool

Employment Rights Act 2025 (c. 36) · United Kingdom · Binding instrument

Name anyone on your staff. The system makes them your compliance person.

A member of your own staff, with no compliance background, reads the training module, answers the interview, and finishes with your Employment Rights Act 2025 documentation cited article by article. The knowledge stays in the business.

Every account level runs inside a dedicated Claude account. Anyone can try a toolkit in their own Claude account; compliance work runs in a dedicated one. The Claude Max plan is £90 a month, paid to Anthropic, and is not included in any level.

See a finished report before you pay

Employment Rights Act 2025 (c. 36) is a binding instrument in the United Kingdom. Employment law reform for employers in Great Britain, with statutory sick pay and enforcement extending to Northern Ireland: employee, worker and agency worker rights, statutory sick pay, and enforcement.

The free assessment screens for Employment Rights Act 2025 when a business employs staff.

Sectors this instrument reaches: all employers; agency work; employment agencies.

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• Your exact position under Employment Rights Act 2025: what is in place, what is missing, and what to do about each gap.
• Documentation with article citations, ready for auditors, insurers, customers and public buyers.
• A trained person inside the business who understands what the regulation requires, and stays.
• A dated record of every section completed, with the reports themselves staying in your own Claude account. The toolkit is carried by an account level, see the plans.
• All of it completed in-house, at your own pace, without booking a single meeting.

Check that Employment Rights Act 2025 applies to your business, free →

Does Employment Rights Act 2025 apply to my business?

The Act applies to you if you are an employer in Great Britain, and for specified provisions Northern Ireland, with employees, workers or agency workers, regardless of size. It also catches hirers and work-finding agencies for agency workers, contracting authorities, maritime operators and harbour authorities, and school and social care employers.

Who does Employment Rights Act 2025 apply to?

It applies to all employers in Great Britain, and for specified provisions Northern Ireland, in relation to their employees, workers and agency workers. It also applies to hirers and work-finding agencies, contracting authorities, maritime service operators and harbour authorities, local authorities, school governing bodies and Academy proprietors, social care employers, trade unions and employers' associations.

Does Employment Rights Act 2025 apply to a small business?

The Act has almost no small or micro business exemption, so the guaranteed hours, shift notice, cancelled-shift payment, statutory sick pay, tips, leave, harassment and unfair dismissal duties apply to employers of every size. The only express size threshold is the 250-employee exemption from the equality action plan duty in section 33.

When does Employment Rights Act 2025 apply from, and what are the deadlines?

Commencement is phased and partial. S.I. 2026/3 brought most guaranteed hours, shift and payment provisions into force for specified purposes from 6 January 2026, S.I. 2026/373 brought statutory sick pay reforms fully into force from 6 April 2026, and S.I. 2026/323, reg. 4 brought most of Part 5 into force from 7 April 2026. Remaining provisions come into force on a day appointed under section 159(3).

What does Employment Rights Act 2025 require me to do?

You must make a guaranteed hours offer to qualifying zero hours and low-hours workers after each reference period, give reasonable shift and cancellation notice, pay for cancelled shifts, and follow the tips consultation and allocation policy duty. You must also meet the strengthened sexual harassment prevention duty, keep annual leave records, and apply ratified Negotiating Body pay terms.

What records or documents does Employment Rights Act 2025 require me to keep or produce?

You must keep annual leave accrual and payment records for a rolling six-year period under section 35 and regulation 16B of the Working Time Regulations 1998, and keep a written tips allocation policy reviewed at least every three years under section 14. Employers with 250 or more employees must publish an equality action plan at intervals of no more than 12 months under section 33.

What happens if I do not comply with Employment Rights Act 2025?

A notice of underpayment carries a penalty of 200 per cent of the sum found due to each underpaid individual, capped at £20,000 per individual, with a minimum penalty of £100 under section 107. Breach of a labour market enforcement order carries up to 2 years imprisonment on indictment under section 139, and the statutory cap on the unfair dismissal compensatory award is removed by section 25(3).

How is Employment Rights Act 2025 different from Modern Slavery Act 2015?

The Modern Slavery Act 2015 is listed in Schedule 7 as relevant labour market legislation enforceable under Part 5.

How do I start complying with Employment Rights Act 2025?

The first practical step is checking the article-level extent of each duty, because the Act does not apply uniformly across the United Kingdom.

Which ComplianceSME account includes the Employment Rights Act 2025 toolkit?

The Employment Rights Act 2025 agent toolkit is included from the Micro level.

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