Are you ready?

Statutory Sick Pay is paid from the first day of sickness, for everyone, with no earnings threshold.

Next step: Update payroll and your sickness absence policy. Sickness absence policy

Paternity leave and unpaid parental leave are open to staff from their first day.

Next step: Update your family leave policy and handbook. Family leave policy

You keep holiday and holiday pay records for six years.

Next step: Check your HR system and payroll keep records long enough. Holiday policy

Your whistleblowing policy says that reports of sexual harassment are protected.

Next step: Update your whistleblowing policy and tell managers. Whistleblowing policy

Managers keep clear, dated notes, knowing most tribunal claims can now be made up to six months after the event.

Next step: Show managers how to keep simple, factual notes. Manager Capability Training, module 1

You have assessed the risk of sexual harassment, including from customers, clients and contractors, and acted on it.

Next step: Do a harassment risk assessment and write down the steps you've taken. Dignity at work policy

Managers and staff know what sexual harassment is, how to report it, and what happens next.

Next step: Brief everyone, and train managers to respond well. Manager Capability Training, module 11

You tell workers in writing that they have the right to join a trade union.

Next step: Add a statement to your new starter pack and handbook. Employee handbook

Probation is six months or less, with reviews well before month six.

Next step: Shorten long probation periods and diarise reviews. Probation review form

Managers follow a fair process before any dismissal for anyone with six months' service.

Next step: Train managers on fair conduct and capability processes. Manager Capability Training, modules 9 and 10

Your disciplinary, grievance and capability procedures follow the Acas Code of Practice.

Next step: Check your procedures against the Acas Code. Disciplinary, grievance and capability policies

You don't plan to change contracts by dismissing and re-engaging people.

Next step: Take advice before changing anyone's terms and conditions. Work with Tee

Flexible working requests are discussed with the person, and any refusal is reasonable and explained.

Next step: Review how managers handle requests. Manager Capability Training, module 6

You know who works zero or low hours, ready for new rights to guaranteed hours and shift notice.

Next step: List who is on zero or low hours contracts. Employer Bundle

You have a bereavement leave policy, including pregnancy loss.

Next step: Write or update your bereavement leave policy. Employer Bundle

If you have 250 or more staff, you are preparing gender equality and menopause action plans.

Next step: Start gathering your data now. Menopause policy