The Employment Rights Act affects organisations of every size and sector, with implications for how people are recruited, onboarded, managed and supported. While HR and People teams may need to understand the detail, the wider opportunity is to make sure changes translate into fair, consistent and positive experiences for colleagues.

That could mean clearer onboarding, better probation conversations, more inclusive approaches to flexible working and parental leave, stronger harassment prevention or greater consistency from managers. At Mix, we connect these practical changes to your wider culture, helping you use new legal requirements as an opportunity to put organisational values into practice.

Our Employment Rights Act training is fully bespoke, shaped around your policies, processes, people and priorities. From detailed learning for HR teams to practical support for leaders and clear communication for wider teams, we help organisations understand what’s changing and turn those requirements into fairer, more human ways of working.

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Turn Legal Change Into Action

Help leaders apply new requirements fairly, consistently and confidently.

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The Mix Difference

Connecting legislation, culture and everyday decisions

 

At Mix, we start with your organisation, not a generic overview of the legislation. The Employment Rights Act is broad, so we’ll identify the changes that matter most for your workforce, risk profile and culture ambitions, then shape the right support around them.

That might mean a briefing for senior leaders, practical workshops that help managers handle conversations and decisions consistently, or targeted support for HR and People teams. It could also include communications that help wider teams understand what’s changing without overwhelming them with legal detail.

Our approach is “candid but kind”. We’re not here to scare people into compliance. We help organisations make good decisions and implement change in ways that feel fair, inclusive and practical. And because Mix is both a training provider and culture consultancy, we can support the wider policies, processes and communications too – ensuring new requirements translate into meaningful changes in people’s everyday experience of work.

49%

of employers say line managers can be a cause of conflict within their teams.
CIPD - How employers are tackling bullying and harassment at work: 2024

21%

of working unpaid carers reduced their working hours during the previous 12 months because of their caring responsibilities
UK Government Survey of Employees and Self-Employed Workers 2024-2025

99%

of learners would recommend Mix training to a colleague
Mix feedback research

What You’ll Get

Built around your organisation, not ours

 

Our Employment Rights Act training and consultancy is shaped around the changes that matter most to your organisation. Rather than overwhelming people with legal detail, we focus on the knowledge, skills and practical support they need to implement those changes fairly and consistently.

  • Training tailored to your organisation – focusing on the areas of the Act most relevant to your workforce, risks and culture priorities.
  • Greater confidence for managers – supporting better conversations around feedback, flexible working, parental leave and workplace concerns.
  • Fairer, more consistent decisions – helping managers understand where bias can influence people processes and everyday choices.
  • Clearer expectations for colleagues – helping people understand what’s changing, what it means for them and where to find support.
  • Practical support for HR and People teams – building the knowledge and capability needed to implement changes effectively.
  • Better documented people processes – supporting consistency and reducing organisational risk.
  • Consultancy beyond the training – helping align policies, processes and communications so the learning translates into everyday practice.

Compliance matters, but the opportunity goes further. By implementing the Employment Rights Act well, organisations can strengthen trust, engagement and employee experience while creating fairer people practices. The aim is to help managers make better decisions, give colleagues greater confidence in how processes are applied and create a culture where people feel able to speak up when something isn’t working.

Put Fairness Into Practice

Create clearer processes and more consistent people decisions across work.

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Explore Solutions

Support for the changes that matter

 

Our Employment Rights Act training is designed for HR and People teams and leaders, with content shaped around the changes that matter most to their roles and responsibilities. We can deliver focused workshops, briefings and tailored learning through in-person, virtual, hybrid and blended learning solutions.

Training can be combined with consultancy to help organisations address the wider people and culture implications of the Act. This could include strengthening sexual harassment prevention, reviewing policies and reporting routes, supporting risk assessments or developing meaningful equality action plans. We can also provide complementary support around inclusive recruitment, manager capability, inclusive leadership, onboarding, flexible working, family-friendly culture, psychological safety and internal communications.

The right combination will depend on your organisation and the areas of the Employment Rights Act that affect you most. Get in touch to discuss the right training and consultancy solutions for your organisation.

"After seeing quite a few diversity training modules over the years this content is great – super engaging – Hayley’s presentation style in particular!"
"What a fantastic course (and format also) yesterday; thank you so much! A genuine eye opener… very interesting to hear of potential discrimination my colleagues are still facing - and how as a team we can overcome this.”
“Fantastic session on an area often not willing to be spoken about.”

Frequently Asked Questions

The Employment Rights Act makes a wide range of changes to UK employment rights and employer responsibilities. Many of these changes are about fairness, consistency and trust at work, with key areas including unfair dismissal, flexible working, family-friendly rights, sick pay, harassment prevention, equality action planning and the way organisations manage employee voice. Our role is to help organisations translate the changes into practical, inclusive behaviour, communication and culture.

Yes, absolutely. We can support with specific aspects of the Act where they connect to people, culture and inclusion. For example, we can help organisations strengthen their approach to preventing sexual harassment, review policies and reporting routes, support risk assessments, create equality action plans, upskill managers, improve speak-up culture, and communicate changes in a way that feels clear and human. We’ve worked with more than 300 organisations globally, so we can bring a wide range of examples and expertise while still tailoring the work to the organisation’s context. Get in touch to discuss the right training and consultancy solutions for your organisation.

It depends on the organisation. HR and People teams may need more detailed support because they’re likely to be closest to implementation. Leaders and managers will usually need practical training on conversations, decision-making, documentation and consistency. Wider teams may benefit from a lighter-touch session or communication campaign that explains what is changing, why it matters and where to go for support. Get in touch to discuss the right training and consultancy solutions for your organisation.

The Employment Rights Act is UK-specific, however many of the themes are relevant to global organisations, such as fairness, inclusive leadership, family-friendly culture, harassment prevention and employee voice. For global teams, we can create a UK-specific core where needed and then adapt the wider discussion so it lands appropriately in different regions.

Compliance is the obvious outcome, but it should’nt be the only one. Done well, training and consultancy around the Employment Rights Act can help organisations create fairer, more consistent people practices.

Managers may feel more confident having early feedback conversations, handling flexible working requests, supporting parental leave, responding to concerns and making decisions that are better documented and less influenced by bias.

For individuals, the impact should be clearer expectations, better support and a stronger sense that processes are being applied fairly. For organisations, the benefit is not only reduced risk, but also stronger trust, better engagement, improved retention and a culture where people are more likely to speak up early when something is not working. In short, the Act can be used as a lever for better employee experience, not just a legal hurdle to get over.

No. We’re not acting as employment lawyers, and your organisation should seek legal advice where you need it. What we can do is help translate legal and policy changes into practical culture, communication and behaviour change. That’s where Mix adds the most value. Get in touch to discuss the right training and consultancy solutions for your organisation.

Case Studies

Training, consultancy and expert guidance – all in one trusted partner

 

We’re proud to work with organisations across both the public and private sectors, including many FTSE 100, FTSE 250 and Fortune 1000 companies. The case studies below offer a snapshot of the work we do and the impact it has for our clients. To discuss your specific needs and goals and find out if we’re the right fit, get in touch or book a free 15 minute consultation call.

No two organisations are the same. Some are at the start of their inclusion journey, beginning to explore how bias and stereotypes may be affecting their culture, policies or processes. Others have already made significant progress, with initiatives such as flexible working, mentoring programmes and employee networks firmly in place.

Wherever you’re is starting from, we’ll support you – as partners, ‘critical friends’ and allies – to help you create meaningful and lasting change.

Case Study: Specsavers

We partnered with Specsavers to deliver a truly bespoke, globally relevant inclusion and wellbeing programme for both operational managers and senior leaders. Our collaboration focused on aligning values, challenging assumptions, and tailoring learning to different cultures and territories, ensuring practical impact across eleven countries.

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Case Study: Brewers Decorators

Brewers Decorator Centres partnered with Mix to strengthen inclusive leadership across the business. Through tailored training for managers, inclusion became part of everyday leadership conversations – building confidence, improving effectiveness, and supporting Brewers’ mission to be a great place to work.

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Case Study: Building a Speak Up Culture in a Global Law Firm

We partnered with a global law firm to deliver advanced, regulation-aligned leadership training on sexual harassment prevention and speak up culture. Co-created and highly tailored, the programme equipped senior leaders with practical skills and confidence, achieving strong engagement and a marked shift from theoretical understanding to practical application.

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Thought leadership

Expert insights, tips and resources for a better workplace culture

View resources
Cultural Diversity | 20 August 2026

Cultural Inclusion: How to Lead Effectively Across Cultures

How can leaders stop cultural differences from becoming barriers to communication, collaboration and performance? Hayley Barnard explains how cultural curiosity, clearer expectations and more inclusive ways of working can help culturally diverse teams thrive.

Read article
Case Studies | 13 August 2026

Case Study: Building Inclusive Leadership Across 11 Countries

Specsavers, one of the world’s largest optical and audiology businesses, partnered with Mix to build inclusive leadership capability across its global workforce. Together, they created a bespoke programme that challenged assumptions, supported cultural change and aligned with company values, then scaled it globally through localisation and a train-the-trainer model.

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Inclusive Leadership | 11 August 2026

Inclusive Leadership Guide

A Mix deep-dive into Inclusive Leadership: what it means, why it matters, what it looks like, common challenges and how to bring it into your organisation (and make it stick).

Read article

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