Employment Rights Act: 10 HR policies to update now

Many employers are now moving from “planning” to putting updates into practice ahead of the Employment Rights Bill coming into force.

If your policies haven’t been reviewed recently, this is the point where small gaps – unclear wording, outdated processes, inconsistent manager practice – can quickly turn into bigger risks. Policy updates also matter for a simpler reason: people want to know where they stand, what support is available, and what a fair process looks like.

Here are 10 HR policies to prioritise now.

1) Sickness absence policy

A clear sickness absence policy helps everyone handle time off consistently. It should set out how absence is reported, recorded and managed, so employees know what’s expected and managers don’t improvise.

2) Statutory Sick Pay (SSP) policy

SSP is often misunderstood and, when it’s unclear, it creates avoidable issues. Your SSP policy should clearly explain eligibility, entitlements and how pay is handled, so employees aren’t left guessing and payroll and managers stay aligned.

3) Absence management procedure

Alongside the policy itself, employers benefit from a straightforward procedure that explains the steps you follow in practice—such as monitoring, trigger points and escalation, so decision-making is consistent across teams.

4) Flexible working policy

Flexible working requests are now a normal part of working life. A good policy explains how requests are handled, what information is needed, the steps in the process, and how you’ll respond, so the approach is fair and predictable.

5) Equality, diversity and inclusion (EDI) policy

The Employment Rights Bill puts a brighter spotlight on fair treatment. Reviewing EDI policies helps ensure your expectations are clear and that your approach supports an inclusive working environment.

HR policies for Employment Rights Act

6) Health and wellbeing policy

Health and wellbeing policies sit alongside absence processes and show what support is available. The article highlights the value of being clear about the help you offer and how employees can access it.

7) Return-to-work policy

Return-to-work processes are often where trust is won or lost. A structured return-to-work policy helps ensure the conversation is supportive, consistent and focused on helping employees get back to work safely and effectively.

8) Disciplinary and capability policy

Disciplinary and capability policies should be clear, fair and well understood, particularly the difference between a conduct issue, a capability/performance issue, and sickness absence. When those lines blur, risk increases.

9) Manager guidance and responsibilities

Even strong policies fail if managers apply them differently. The article makes the point that employers should review the guidance given to managers so they understand their responsibilities and follow the same approach across the organisation.

10) Employee handbook

Once individual policies are updated, the employee handbook needs to reflect those changes. Keeping the handbook accurate helps employees understand their rights and reduces confusion in day-to-day situations.