Significant changes to UK employment law are on the horizon following the introduction of the Employment Rights Act, with Peninsula identifying more than 170 changes that businesses may need to prepare for.
Contact harry.Moore@peninsula-uk.com – reference Watford Town Centre BID and your company address to benefit from this free assessment.
To help Watford Town Centre BID levy paying businesses understand what these changes could mean for them, we have partnered with Peninsula to offer a free Employment Law and HR Impact Assessment.
As part of the assessment, Harry Moore, Peninsula’s Watford representative, will review key areas of your business, including your:
- Employment contracts
- Employee handbook
- HR policies and procedures
- Workplace processes
- Relevant health & safety documentation and practices
Following the review, you will receive guidance on any gaps identified within your current arrangements and the steps you may need to take to help ensure your business remains compliant as new legislation comes into effect.
The assessment is designed to provide a comprehensive overview of both your employment practices and relevant health & safety requirements, giving you a clearer picture of where your business currently stands and where action may be required.
Free for Watford Town Centre BID levy payers
Peninsula would normally charge for this type of assessment, but Watford Town Centre BID levy paying businesses can access the review completely free of charge through our partnership.
There is no obligation to take up any further services following the assessment. However, businesses that do choose to work with Peninsula afterwards will also receive an exclusive 10% discount on Peninsula services as a Watford Town Centre BID levy payer.
This is a valuable opportunity to review your current arrangements, identify potential compliance gaps and prepare your business for upcoming changes to employment law.
Don’t be caught out by Employment Law changes
April 2026 (in case you missed it):
- SSP is now a payable from the first day of absence
- Absences and annual leave records need to be held for 6 years. Failure to do so is one of the few employment laws that falls into criminal offence
- Introduction of the Fair Work Agency. Acting as a policing body for employment law with the ability to spot check a businesses documents and processes. They are also able to bring claims on behalf on an employee meaning even if your employee does not wish to sue a business they may be able to bring a claim forwards.
1 October 2026: Time limit to make a claim to employment tribunal will increase to 6 months (with one small exception in Scotland which will happen on 9th November)
30 October 2026:
- Trade unions to be able to enter workplaces to talk to employees (following an agreement procedure with the employer)
- Employers will have to inform employees in writing that they have the right to join a union
- Sexual harassment prevention laws will be enhanced
- Employers will be liable for compensation if a third party (client, customer etc) harasses one of their employees
1 January 2026:
- Right to unfair dismissal claim is going from 2 years down to 6 months. This is arguably the most impactful change as most companies have a 6-month probation and failure to update documentation or processes could lead to substantial fines for some businesses
- The unfair dismissal claim is becoming uncapped
Harry is hosting a seminar on the 21 October 2026 in the Sheraton Heathrow Hotel running from 9:30am – 1:30pm with lunch and snacks included. He will cover how these changes to law are specifically going to be affecting small businesses. It is a great chance for attendees to ask questions that are specific to them and understand what they need to do amidst these changes.
Contact harry.Moore@peninsula-uk.com to secure your space.