UK HR compliance, built in - not bolted on
The Employment Rights Act is rolling out through 2026–27 and most small-business HR tools haven't noticed. CoDash ships the statutory workflows, the registers and the evidence packs - and a live readiness checklist wired to your own data.
CoDash builds UK employment law into the product, then proves you followed it. Statutory leave types behave correctly, the flexible-working workflow forces a written reasonable refusal, the harassment pack produces a one-click "reasonable steps" report, and a compliance hub shows each Employment Rights Act deadline as done, review or action - computed live from your own workspace, not a checklist PDF.
A readiness checklist wired to your data
Most SMB HR tools give you a policy library and wish you luck. CoDash goes further: the compliance hub reads what's actually set up - which statutory leave types exist, whether the dignity-at-work policy has been acknowledged, whether right-to-work checks are current - and flags each phased ERA change so you can see, at a glance, what still needs doing before the deadline.
A law-change countdown, wired to your data
Your compliance hub shows each phased deadline with a live done / review / action flag computed from what's actually set up in your workspace - not a generic checklist PDF.
| From | What changes | In CoDash |
|---|---|---|
| Apr 2026 | Day-one paternity & parental leave, SSP from day one, neonatal care and bereaved partner leave | Every statutory leave type is a first-class type with the right behaviour - day-one, never deducted from holiday |
| Oct 2026 | Harassment: duty to take all reasonable steps; tribunal claim window doubles to six months | Confidential reporting routes, policy & training tracking, and a one-click "reasonable steps" evidence report |
| 2027 | Flexible working refusals must be reasonable and explained in writing; statutory probation periods | The statutory workflow already records prescribed grounds + written reasonableness on every refusal, with the 2-month clock tracked |
Compliance features most SMB tools don't have
Statutory leave, complete
Carer's leave, neonatal care, time off for dependants, bereaved partner leave, jury service, adoption - each with correct day-one, allowance and privacy behaviour. Not an "other" bucket.
Flexible working workflow
Day-one right, two per year, decision due in two months. Refusals require prescribed business grounds and a written reasonableness note - the trail a tribunal would ask for.
Harassment prevention pack
An always-confidential reporting category, an anonymous voice channel, a dignity-at-work policy template with acknowledgement tracking, and a live evidence report.
Right to work & visas
Initial and follow-up checks with expiry chasing, so a visa renewal never sneaks up on you.
DBS check register
Level, certificate number and renewal date per person, with reminders before checks go stale - see the employer's guide to DBS checks.
Registers regulators expect
Working-time 48-hour opt-outs, DSE workstation assessments, accident log, ROPA data-processing register, training & certification expiries - each a living register, not a spreadsheet.
Case files & ER register
Disciplinaries, grievances and workplace incidents each get a dated case file with its documents and decisions in one place - and HR sees the employee-relations register across all of them, so nothing lives in someone's inbox.
Payroll-ready, GDPR-tidy
Pay-run exports shaped for Xero, Sage and Staffology, indicative minimum-wage and day-one SSP checks - plus retention auto-purge and one-click subject access exports.
Compliance questions
Is CoDash ready for the Employment Rights Act 2026-27?
Yes. The statutory changes rolling out through 2026 and 2027 are built in as first-class behaviour: day-one paternity, parental and dependants leave, neonatal care, bereaved partner leave, SSP from day one, the flexible-working workflow with written reasonableness, and the harassment reasonable-steps evidence pack. A compliance hub shows each phased deadline with a live done, review or action flag computed from your own workspace.
How does CoDash handle day-one statutory leave?
Each statutory leave type is its own type with the correct rules baked in: available from day one where the law says so, paid where it should be, and never quietly deducted from someone's holiday allowance. Carer's leave, neonatal care, time off for dependants, bereaved partner leave, adoption and jury service each behave correctly rather than being logged as generic "other" leave.
What evidence does the harassment reasonable-steps report give me?
Since October 2026 employers must take all reasonable steps to prevent harassment, and the tribunal claim window is six months. CoDash gives you an always-confidential reporting route, an anonymous voice channel, a dignity-at-work policy with acknowledgement tracking, and training records - then a one-click report that pulls those together as the evidence a tribunal would ask for.
Does CoDash cover the new flexible-working rules?
Yes. Flexible working is a day-one right, employees can make two requests a year, and a decision is due within two months. CoDash runs that workflow and a refusal must record one of the prescribed business grounds and a written note explaining why the refusal is reasonable - the paper trail the reforms require - with the two-month clock tracked automatically.
Is legal advice included?
No, and we are careful to say so. CoDash gives you the statutory workflows, the registers regulators expect, and the evidence packs - so following the process and proving you followed it is straightforward. It is not legal advice and does not replace a solicitor for a specific dispute. What it does is make sure the day-one rights, written reasons and registers are all in place before anyone asks.
The duties behind the features
Free, no sign-up: what we build the compliance module against.
The duty to prevent sexual harassment
A proactive duty since October 2024. What counts as a reasonable step, third-party risk, and the 25% compensation uplift for breaching it.
Read the guide → ComplianceAnti-harassment policy template
Eleven clauses written for the preventative duty - third-party harassment, a reporting route that bypasses the line manager, and the records that prove it.
Download the policy → Employment lawWritten statement of particulars
A day-one right covering workers too. What must sit in the single document, what may follow within two months, and the two items added in 2020 that older templates miss.
Read the guide →Compliance shouldn't need a consultant
See the compliance hub on the live demo - or claim a founding place and have your own workspace today.