The National HR Conference 2027: From Policy to Practice
Overview
The Employment Rights Act has already begun reshaping the workplace, introducing significant new protections for millions of workers. New sick pay provisions could enable up to 1.3 million low-paid employees to access paid time off when they are sick, while changes to unfair dismissal protection will extend rights to more than six million workers (TUC, 2026). With major reforms taking effect throughout 2026, and further changes ahead in 2027, the challenge for employers is shifting from understanding the legislation to making it work in practice. Changes affecting unfair dismissal, sick pay, family rights, sexual harassment, flexible working, zero-hour arrangements and collective consultation have implications not only for HR policies and processes, but for the everyday decisions made by managers and HR teams.
At the same time, the employee relation landscape is changing. The evolving ACAS approach places greater emphasis on early and informal resolution of workplace issues, while employees’ growing use of AI to understand their rights and draft grievances and employment claims is changing how workplace disputes can develop and escalate.
Agenda
Online Registration
Chair’s Opening Remarks
Keynote: Beyond Compliance: What the New Employment Rights Landscape Means for Employers
- Assess the impact of key employment rights reforms introduced in 2026 and the practical challenges emerging from their implementation
- Examine what the changing landscape means for HR policy, employee relations and workplace practice
- Identify the key areas employers should be reviewing now to strengthen compliance, reduce legal risk and ensure employment practices remain effective
- Look ahead to the key reforms expected in 2027 and what employers should be considering as the employment rights landscape continues to evolve
Ben Willmott, Head of Public Policy, CIPD (CONFIRMED)
Keynote: The New Six-Month Reality: Rethinking Probation, Performance and Unfair Dismissal
- Understand how the six-month unfair dismissal threshold changes the way organisations approach recruitment, probation and early employment relations
- Explore practical steps for effectively monitoring and assessing new employee performance throughout probation to identify and address concerns earlier
- Examine how effective onboarding, training and ongoing upskilling can help employees maintain strong performance, develop their capabilities and continue meeting expectations
- Equip line managers to manage the first six months effectively through clear expectations, timely performance conversations, appropriate documentation and through an effective partnership with HR
- Reflect on whether the six-month unfair dismissal threshold effectively makes good probation management essential rather than optional
Questions and Answers
Comfort Break
Keynote: Restructuring in a New Employment Rights Landscape: Redundancy, Consultation and Fire and Rehire
- Examine the changing legal and operational risks surrounding redundancy, restructuring and collective consultation
- Explore what effective consultation looks like in practice and how organisations can strengthen processes to reduce legal and employee relations risks
- Assess the changing landscape around fire and rehire, dismissal processes and ensure effective safeguards are in place to manage sensitive situations effectively
- Consider how employers can balance the commercial need to restructure with fair process, meaningful consultation and maintaining trust amongst both affected employees and the remaining workforce
Jonny Gifford, Principal Research Fellow, Institute of Employment Studies (IES) (invited)
Case Study: The Informal First Approach: Rethinking Workplace Conflict and Resolution
- Explore the proposed ACAS approach to informal resolution and what this could mean for HR practice, whilst recognising the circumstances where formal action is necessary
- Discuss how better conversations could help address workplace conflict before it escalates into formal grievances or tribunal claims
- Consider what evidence of informal resolution may mean for organisations when disputes reach an employment tribunal, and how HR teams can demonstrate that appropriate steps were taken
- Discuss the practical challenges of informal resolution, including power dynamics, communication differences, serious allegations and situations where an informal approach may not be appropriate
Senior representative, ACAS (invited)
Questions and Answers
Lunch Break
Keynote: From Policy to Prevention: Demonstrating ‘All Reasonable Steps’ Taken to Prevent Sexual Harassment
- Understand what “all reasonable steps” means in practice and how organisations can demonstrate the measures taken to prevent sexual harassment
- Explore how risk assessments, policies, training, reporting processes and ongoing monitoring can ensure workplace commitment to preventative action
- Examine how new whistleblowing requirements are changing reporting procedures, protecting employees and ensuring concerns are taken seriously and acted upon
- Consider how organisations can evidence the steps taken to mitigate risk and demonstrate effective prevention if challenged or faced with a tribunal claim
- Examine how employers can identify and manage harassment risks involving customers, clients, contractors and other third parties
Keynote: The Employment Deal: Balancing Employee Expectations and Employer Flexibility
- Explore how day-one rights, statutory sick pay, flexible working, family-friendly rights and zero-hours provisions are reshaping the employment deal
- Consider the balance between legal entitlements, employer requirements and employee expectations, and how organisations can build the flexibility needed to operate effectively while meeting evolving employee needs
- Examine whether current employment rights and workplace policies reflect the culture and employee experience organisations want to create
- Discuss where expectations between employers and employees may differ, and how HR can build a more balanced and sustainable employment relationship
Joel Spreadborough, Head of Policy & Impact, Chartered Management Institute (CONFIRMED)
Questions and Answers
Breakout Networking
Join our breakout networking to participate in the conversations that matter, share good practice and discuss how HR professionals across sectors are responding to change. We encourage you to share what strategies your organisation has implemented to prepare and adjust to employment reforms, and what your next steps and priorities are.
Comfort Break
Case Study: From Gender Pay Gaps to Gender Equality: Turning Action Plans into Reality
- Explore what is required of employers and how Equality Action Plans can move beyond compliance to reflect employee experiences, organisational values and a commitment to gender equality
- Examine how organisational values can be demonstrated through the way employers support, develop and treat their employees
- Explore how organisations can use gender pay gap data to identify priorities, understand inequalities and inform meaningful action
- Consider how effective reporting, measurable actions and clear evidence of progress can demonstrate that commitments are being put into practice
Annisha Taylor, Head of Equality, Diversity and Inclusion, Ofcom (invited)
Panel: What Defines a Great Employer in 2027
- Explore what defines great employer to employee relations in a changing employment rights landscape and how prepared organisations are to put new requirements into practice
- Discuss how organisations are responding to changing employee expectations, workplace culture and employment practices
- Consider how AI is changing employee relations – from employees using AI to draft grievances, appeals and tribunal cases to employers using it to support HR decision-making – and where technology may help resolve or inadvertently escalate workplace disputes
- Debate what HR needs to rethink or strengthen to build better employment relationships engagement and trust, creating stronger workplace practices and organisations fit for the future
- Examine what separates organisations that simply comply with the new employment landscape from those that actively create good employment relationships
Donna Dalrymple, Chief People Officer (Human Resources), UCL (invited)
Dany Mortimer, Director General, People, NHS England (invited)
Helen Webb OBE, Chief People Officer, John Lewis Partnership (invited)
Tim Sharp, Head of Employment Rights, Trades Union Congress (TUC) (invited)
Questions and Answers
Chair’s Closing Remarks
Conference Close
Testimonials
An excellent opportunity to find ways to build on existing good practice within any organisation
Really thought provoking and interesting session
Get in Touch
Why You Should Attend
✓ Understand what has changed as the 2026 reforms bed in: gain practical insights into strengthening and embedding 2026 employment rights reforms into everyday HR practice, making sure that teams are prepared
✓ Look ahead to 2027 reforms: actionable takeaways to strengthen HR processes and move beyond compliance
✓ Translate legislation into practice: practical approaches to probation, performance, dismissal, grievances, disciplinaries, harassment, flexible working and organisational change
✓ Explore the changing face of employee relations: ACAS’ increased emphasis on informal resolution and the growing use of AI by employees and employers
✓ Learn from real workplace scenarios and leading practitioners: move beyond legal theory to explore how difficult situations can be handled effectively
✓ Join essential conversations: navigate policy change, strengthen compliance and shape workplaces fit for the future
✓ Connect with senior HR, employment law and employee relations professionals: industry peers facing similar challenges across their organisation
✓ 8 hours of CPD points: secure points towards your yearly quota
Who Should Attend
| Organisation | Job Title |
| Central Government Departments & Agencies | HR Directors |
| Local Authorities & Councils | HR Business Partners |
| NHS & Healthcare Organisations | Employment Law Specialists |
| Large Private Sector Employers | People & Culture Directors |
| Education Institutions | Talent and Recruitment Directors |
| Housing Associations & Social Housing Providers | Heads/Chief of People |
Pricing Options
PRIVATE SECTOR
Your delegate place at this leading conference gives you: Full access to the conference; E-guide; Networking opportunities during the day; Access to presentations post conference; 8 CPD Points.
PUBLIC SECTOR
Your delegate place at this leading conference gives you: Full access to the conference; E-guide; Networking opportunities during the day; Access to presentations post conference; 8 CPD Points.
VOLUNTARY SECTOR
Your delegate place at this leading conference gives you: Full access to the conference; E-guide; Networking opportunities during the day; Access to presentations post conference; 8 CPD Points.
Sponsorship
Raise Your Profile, Showcase Your Solutions, Generate New Business
If your products, services, and solutions can support our audiences in their roles, and you want to make connections and generate new business with key stakeholders, decision makers, and influencers, then please contact us HERE
IMPORTANT: There are only a small number of sponsorship opportunities available to ensure maximum exposure and ROI – contact us today to secure your place.
Virtual vs F2F
Whilst F2F provide better options for networking, there are many distinct advantages of sponsoring our online conferences including:
- Wider geographical reach of delegates and a different audience who prefer online to f2f
- Lower sponsorship package costs
- No travel/accommodation
- Less time out of the office
- No stand materials required (lower costs)
- 1 of only 2 sponsors involved – less competition on the day
- Prime speaking slot in the morning of the conference including Q&A – less distractions and easier for delegates to hear/absorb information
- Receive all delegate data after the conference to follow-up directly with those who attend and don’t attend (small % but still key stakeholders)
- Ongoing exposure via OnDemand access
To find out more and discuss your specific objectives, please contact us below:
