Top Ten Tips for… Staying Compliant in HR  

With the Employment Rights Act changes coming into effect on 6 April 2026, now is the time to review practices and policies and ensure you’re ready. 

Here are some useful tips to help you be prepared. 

   1. Review your family leave policies 

With updates to family rights coming, now is the time to review maternity, paternity, adoption and parental leave policies. Ensure eligibility and entitlements are clear and up to date, and that they reflect new day-one rights.  

1.    2. Update Statutory Sick Pay (SSP) procedures 

Changes to SSP mean more employees may qualify, from day one. Review your absence reporting process, update guidance and ensure payroll and HR systems reflect changes.  

1.    3. Consider additional training 

Managers are often the first point of contact for employees, so they must understand new employment rights. Providing refresher training helps ensure requests are handled fairly and in line with updated legislation.  

   4. Review onboarding processes 

With more rights available from day one, your onboarding process is even more important. Ensure new starters receive clear information about policies and entitlements, and that they know where to go for support from their first day.  

1.    5. Update redundancy procedures 

Take time to review redundancy processes, ensuring consultation procedures and timelines are clear and compliant. Updated guidance for managers can help reduce risk and ensure fairness.  

1.    6. Strengthen whistleblowing processes 

Ensure employees feel confident raising concerns by reviewing your whistleblowing policy and reporting procedures. Make sure processes are clear and accessible and are communicated across the organisation.  

1.    7. Check your contracts and handbooks 

Employment contracts and handbooks should reflect the latest rights and policies. This includes updating references to sick pay, flexible working and any procedural changes.  

1.    8. Review absence and wellbeing support 

With changes to sick pay and absence management, now is also a good time to review your approach to employee wellbeing. Consider how you support employees returning to work and managing ongoing health issues.  

1.    9. Audit current policies  

Carry out a full policy audit to identify gaps, potential compliance risks,  and any outdated information. This helps ensure consistency across your organisation and reduces the risk of non-compliance. Chrysos HR offers a free HR audit and a no-obligation action plan to support you with these changes. This is carried out by CIPD Chartered members with a wide breadth of experience. Contact us via email if you would like to hear more about this service: info@chrysos.org.uk or call us: 0330 056 2443. 

1.    10. Communicate changes early 

Clear communication is key. Inform employees and managers about upcoming changes in advance. Explain what they mean and provide guidance on where to find further information. Taking proactive steps now will help ensure your organisation is prepared and confident ahead of the changes.   

Source: https://www.gov.uk/government/publications/implementing-the-plan-to-make-work-pay-and-employment-rights-act/plan-to-make-work-pay-and-employment-rights-act-timeline-update