How to keep your handbooks up to date as the Employment Rights Act takes effect

The changes will take effect throughout 2026 and 2027. See the schedule of dates that have been set so far. 

 

 

It is important to keep your policies up to date so that you meet your legal obligations. Following outdated policies could leave you facing legal claims. Unfortunately, this means that you cannot wait until the end of 2027 to make all the updates at once. It also isn't possible to make all of the changes ahead of time, because some of the details are still to be decided. There are details we simply won't know until regulations or codes of practice are created. Changes will need to be made as they take effect. 

 

For most employers, updating their own policies is not an option. It it time consuming to keep up to date with changes, understand the law, find which policies need updating, and then write the updates in easy-to-read language. Unless you are trained in employment law, there is a risk that the wording could be unclear or incorrect, leading to disputes. Multiple updates can also leave policies unwieldly, confusing and potentially contradictory.  

 

Some businesses choose to use free templates from the internet (although this still means keeping abreast of the law so you know when to find new policies). But there is no one ‘standard’ process that works for all businesses, as every business is different. You should tailor your policies to meet your needs, and ensure that the processes are realistic. Using templates from different sources will also leave your handbook uncoordinated and possibly contradictory. 

 

And of course, simply having up to date policies is only the start. You need to implement those policies, making sure everybody follows the latest practices. Drastically altering policies with each update will leave your team confused and frustrated.