Employment Rights Act 2025: Compliance Health Check

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* 1. What is the name of your organisation?

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* 2. How many sites do you have in the UK?

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* 3. What sector does your business operate in?

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* 4. What is your name?

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* 5. What is your job role?

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* 6. On what date are you completing this survey?

Date

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* 7. How many people does your organisation employ?

Fewer than 10

10 - 49

50 - 249

250 - 499

500 or more

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* 8. Does your organisation use zero hours contracts, casual contracts, or have workers on variable hours?

No - all staff are on fixed-hours contracts

Yes - a small number (fewer than 10% of the workforce)

Yes - a significant number (10 - 50% of the workforce)

Yes - the majority of our workforce is on variable hours

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* 9. Does your organisation use agency workers or engage individuals through staffing agencies?

Yes - occasionally

Yes - regularly

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* 10. Is your organisation planning to recruit new staff within the next 6 to 12 months?

Yes - we expect to recruit full-time or part-time employees

Yes - we expect to recruit casual staff

Don't know - but its a possibility

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* 11. When were your standard employment contracts last reviewed by a solicitor?

Within the last 12 months

1 - 2 years ago

Over 2 years ago

I don't know

We don't have written employment contracts!

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* 12. Have you updated your sickness absence policy to reflect the changes in force from April 2026?

Yes

I don't know

We don't have a sickness absence policy!

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* 13. When were your other HR policies (e.g. disciplinary, grievance etc) last reviewed?

Within the last 12 months

1 - 2 years ago

More than 2 years ago

We don't have formal written policies!

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* 14. How does your organisation currently handle probationary periods and dismissals in the first 6 months?

We have a formal probationary process with documented reviews

We have a probationary process but it could be better

We have an informal approach - managers decide on a case by case basis

We rely on the 2-year qualifying period to manage out poor performers

We don't have a specific process for new starters/ probationers

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* 15. Have your line managers received training on employment law or managing people in the last 2 years?

Yes - regular, structured training

Yes - occasional or ad hoc

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* 16. Is your organisation considering making redundancies, a restructure, or proposing to change or harmonise employee's terms and conditions in the next 6 - 12 months?

Yes - possible redundancies

Yes - possible restructure

Yes - possible changes to terms and conditions

Don't know

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* 17. Is there any trade union presence in your organisation, or have you received a union recognition request?

No - no union presence or interest

Some employees are union members, but no formal recognition

We have a recognised trade union

We have received a recognition request or expect one

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* 18. Do you have a written policy on preventing sexual harassment, including harassment by third parties (customers, clients, members of the public)?

Yes - it specifically covers third party harassment

Yes - but it only covers harassment between colleagues

No - we don't have a specific harassment prevention policy

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* 19. Has your organisation conducted a workplace harassment risk assessment in the last 12 months?

Yes - we have a formal, documented risk assessment

We have reviewed our policy informally

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* 20. Have you provided training to your staff on the prevention of sexual harassment in the last 12 months?

Yes

Employment Rights Act 2025: Compliance Health Check

Question Title

* 1. What is the name of your organisation?

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* 2. How many sites do you have in the UK?

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* 3. What sector does your business operate in?

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* 4. What is your name?

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* 5. What is your job role?

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* 6. On what date are you completing this survey?

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* 7. How many people does your organisation employ?

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* 8. Does your organisation use zero hours contracts, casual contracts, or have workers on variable hours?

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* 9. Does your organisation use agency workers or engage individuals through staffing agencies?

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* 10. Is your organisation planning to recruit new staff within the next 6 to 12 months?

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* 11. When were your standard employment contracts last reviewed by a solicitor?

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* 12. Have you updated your sickness absence policy to reflect the changes in force from April 2026?

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* 13. When were your other HR policies (e.g. disciplinary, grievance etc) last reviewed?

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* 14. How does your organisation currently handle probationary periods and dismissals in the first 6 months?

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* 15. Have your line managers received training on employment law or managing people in the last 2 years?

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* 16. Is your organisation considering making redundancies, a restructure, or proposing to change or harmonise employee's terms and conditions in the next 6 - 12 months?

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* 17. Is there any trade union presence in your organisation, or have you received a union recognition request?

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* 18. Do you have a written policy on preventing sexual harassment, including harassment by third parties (customers, clients, members of the public)?

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* 19. Has your organisation conducted a workplace harassment risk assessment in the last 12 months?

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* 20. Have you provided training to your staff on the prevention of sexual harassment in the last 12 months?

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* 21. Do you have any specific concerns about how ERA 2025 may affect your organisation?

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* 22. Is there any other information about your organisation which you feel may be relevant?