For UK employers with 10–50 staff
Your employment contracts, checked against the Employment Rights Act 2025 — £300
Upload your contract template, staff handbook and policies. We check them, head by head, against what section 1 of the Employment Rights Act 1996 says a written statement must contain, against the changes the Employment Rights Act 2025 has already made and has scheduled, and against the Acas Code on disciplinary and grievance procedures. Every finding quotes your document and the law it is measured against. A person reviews each one before you see it.
What it costs
£300, fixed
One audit of up to twelve documents. Invoiced when the report is published, not before; cancel free until then. No contract, no subscription.
The dates that matter
Each date says whether regulations have fixed it, or whether the government has only announced it. The government says itself that announced dates “remain subject to parliamentary processes and may change”.
| When | What changes | Status |
|---|---|---|
| 6 April 2026 | Statutory Sick Pay from the first day of sickness, and no lower earnings limit | In force |
| 6 April 2026 | Paternity leave and unpaid parental leave with no qualifying period of employment | In force |
| 1 October 2026 | Time limit for most employment tribunal claims extended from three to six months | In force |
| 30 October 2026 | “All reasonable steps” to prevent sexual harassment, and a duty not to permit harassment by third parties | Announced by the government, not yet fixed by regulations |
| 1 January 2027 | Unfair dismissal protection after six months instead of two years; no cap on the compensatory award | Fixed by regulations |
| January 2027 | Written statement of the right to join a trade union, given with the statement of particulars | Announced by the government, not yet fixed by regulations |
| January 2027 | Dismissal for refusing a “restricted variation” of the contract regarded as unfair (fire and rehire) | Announced by the government, not yet fixed by regulations |
| 2027, after consultation | Right to guaranteed hours and to reasonable notice of shifts | Announced by the government, not yet fixed by regulations |
| 2027 | Confidentiality terms void in so far as they stop a worker disclosing harassment or discrimination | Announced by the government, not yet fixed by regulations |
Every date links to its source on the sources page: legislation.gov.uk, GOV.UK and Acas.
What we check
In your contract or written statement, each of the 25 heads the Act lists:
- Names of the employer and the worker
- Date the employment began
- Date continuous employment began
- Pay: the rate, or how it is worked out
- How often pay is paid
- Hours of work
- Holidays and holiday pay
- Sickness, injury and sick pay
- Other paid leave
- Pensions
- Other benefits
- Notice to end the employment
- Job title or description of the work
- Permanent, temporary or fixed term
- Probationary period
- Place of work
- Collective agreements
- Work outside the UK for more than a month
- Training entitlement
- Training the worker must complete
- Required training the employer does not pay for
- Disciplinary rules
- Disciplinary and dismissal procedure
- Who to appeal to against a disciplinary decision
- Who to raise a grievance with
Across all your documents: sick-pay wording from before April 2026, service conditions on paternity and parental leave, probation longer than six months, two-year service assumptions, clauses that let you change terms without agreement, a sexual-harassment policy that covers third parties, the coming trade-union statement — and whether your disciplinary and grievance procedures cover the steps of the Acas Code.
How it works
- You order and upload. PDF or Word. The text is read in your browser; the original is kept in private storage and deleted after 30 days. A template contract is better than signed copies.
- We check and a person reviews. Software finds where your documents deal with each head and quotes them; a reviewer confirms or removes every finding. Usually within two working days.
- You get the report. On screen and as a Word document: what is out of date, what is missing, what is coming, each with your words and the law's words side by side.
What this is not
It is not legal advice and we are not solicitors. The report says what your documents say and what the law lists; it does not rewrite your contracts and it does not predict the outcome of any claim. We work only for employers: we do not advise employees or help anyone bring a claim.
How your documents are handled: privacy notice. The order in full: terms.