172 Employment Rights Shake-Up: What Clinic Owners Need to Know Now

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Welcome 👋
This week I’m really excited to bring back Laura and Steve from Peninsula HR. We recorded an episode together about eight months ago (I’ve had a baby since then, so honestly I do not know where that time has gone) and we were talking about the Employment Rights Bill that was looming at the time.

Well, it’s here. It’s happening. But not everything has landed in the way we expected, and there are key changes you need to know about, with some coming in from April and others later on. The important thing is this: even if something is not due to kick in until January 2027, if you wait until then, it’s going to be too late.

Laura and Steve also share a free offer for listeners, a no cost impact assessment to help you spot the gaps in your clinic and tighten things up before these changes bite.

Episode Summary 🎧
I’m joined by Steve and Laura from Peninsula HR to break down the key employment law changes clinic owners need to know. We cover what’s actually coming in, when it’s happening, and what to do now so you’re not caught out later.

We focus on the changes most likely to impact clinic owners, including unfair dismissal timelines, statutory sick pay changes from April, and tighter rules around zero hours contracts. The theme throughout is simple: don’t panic, get proactive, and tighten your processes now.

Key Takeaways ✅

• The Employment Rights Bill is now an Act, so these changes are happening, with different start dates from April onwards.
• Unfair dismissal is changing from a two year window to a six month window from 1 January 2027, and it is retrospective.
• If you are recruiting now, you need to tighten your hiring process because by January 2027, new hires may already qualify.
• Job descriptions, expectations, and probation processes matter more than ever.
• Consider moving probation reviews to three months, with the right wording and ability to extend if needed.
• A short service clause in contracts can be crucial so you have options during probation and early service.
• Statutory sick pay changes from 6 April, with day one entitlement and no qualifying days.
• You cannot avoid the payment change, so you must manage absence properly with clear reporting rules, return to work processes, and triggers.
• Zero hours contracts are not being abolished, but the rules are tightening, including entitlement to guaranteed hours if someone is

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