Your starting point, not a compliance verdict

Know where you stand.
Decide what to review.

Eight practical questions about your people processes. Get a useful checklist of areas to discuss with an HR specialist—without handing over your details.

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Your preparation checklist8 questions
01 / Contracts & working patternsDo you have up-to-date contracts and a clear record of how people actually work?

Think about written terms, hours, working patterns and any informal arrangements.

02 / Absence, pay & family leaveHave your absence, sick pay and family-leave processes been reviewed against current requirements?

Include your handbook, payroll arrangements and the guidance managers use.

03 / Recruitment, probation & performanceAre recruitment, probation and performance decisions documented and handled consistently?

Look at the process in practice, not only whether you have a policy.

04 / Flexible workingDo managers have a clear process for receiving, considering and recording flexible-working requests?

Consider who makes decisions, where records live and when advice is sought.

05 / Fair processes & employee concernsDo you have accessible, consistently used processes for grievances, disciplinary matters and dismissals?

This question asks about your preparation; it does not judge whether a particular decision is lawful.

06 / Respect at workCan people raise concerns about harassment or unacceptable behaviour, and do managers know how to respond?

Consider reporting routes, training, escalation and practical prevention measures.

07 / Manager confidenceHave the managers making people decisions received relevant guidance or training?

Think about consistent day-to-day practice and knowing when to ask for help.

08 / Keeping up with phased changesIs someone responsible for tracking official updates and coordinating your preparation?

Different measures have different implementation arrangements. A headline is not a complete action plan.