Training managers for a new ERA

The upcoming changes to unfair dismissal rules will have a significant impact on employers, so it's important to understand what they mean for your business and how to prepare for them.

We often advise “policies, policies, policies” to help you get ready for new employment law. But Labour’s Employment Rights Act is so sweeping, we also need to borrow a phrase from a former (New) Labour government and urge: “education, education, education” for your managers.

So much has changed (or will change in the next 12 months), and the consequences could be so great for you if you get it wrong, that it really is essential your managers are fully aware of all the new rules, and how to implement your company policies in practice.

Here’s a look at the top areas your management training should focus on.

Statutory sick pay rules and absence management

The changes to statutory sick pay (SSP) rules that came in this April completely transform the way SSP is granted. Now employees are entitled to SSP from day one of sickness instead of day four, and the lower earnings limit to qualify are removed. Not only is it important that your managers understand this new landscape, but also its implications for absence management.

Training in how to record and monitor absence, return to work interviews and when to escalate a case will all help you adjust in the best way.

Probation periods and unfair dismissal

Although the reduced protection for companies against unfair dismissal does not come in until 1 Jan 2027, in practice it is already here. This is because the new six-month (instead of two-year) limit means that anyone hired since 1 July 2026 can potentially make an unfair dismissal at the start of 2027 – their six months will have been served.

Do your managers understand this? Are your probation periods designed to align with this dramatically shortened timetable? Do your managers have the tools to adequately assess performance and if necessary go through a compliant dismissal process?

If the answers are no, manager training is essential.

New trade union rules

Relaxed trade union rules actually started being implemented in February this year. Fewer restrictions on industrial action ballots, less obligation to provide key information to employers, and greater access to workplaces. If your workforce is unionised, your managers need to know the new rules and how to handle industrial relations effectively.

Harassment and the new preventative duty

The Workers Protection Act had already required employers to take reasonable steps to prevent harassment and sexual harassment. The Employment Rights Act strengthens the wording further to make it ALL reasonable steps.

What does this mean for your managers? Well they need to know what ALL reasonable steps looks like – likely things like a well-worded and regularly shared policy, staff training, risk assessments and clear and confidential reporting routes – and they also need training in how to correctly identify harassment themselves and deal with it appropriately.

How The HR Dept can help

There are other ways in which employment law has changed in recent years for which it is important that your managers are trained up to date: handling flexible working requests, whistleblowing, expanded parental and bereavement leave and more.

At The HR Dept, we have a wide range of in-person workshops and eLearning courses suitable for your managers and your wider workforce. So whether you want to ensure your managers are fully equipped to navigate the new landscape or upskill your whole team in one area, talk to us today. Contact us on 0117 970 2955 or visit our website www.hrdept.co.uk