Upload your employment contract and understand your position clearly. Eileen — Ailane's intelligence entity — analyses every clause against your current statutory rights and forthcoming protections under the Employment Rights Act 2025. Forward findings show what new rights are coming and when.
No account required. Upload your contract and receive a clear, clause-level analysis of where it may not align with your statutory rights.
Complete a one-time payment and upload your employment contract in PDF or DOCX format. No account or login required.
Our AI compliance engine checks your contract against UK employment law — Employment Rights Act 2025, Working Time Regulations 1998, National Minimum Wage Act, and more.
Receive a detailed report identifying clauses that may not meet statutory requirements, with plain-language explanations. Delivered on screen and by email.
Your employer must reflect these rights in your contract. Our analysis checks whether your document aligns with each one.
The following is a simulated example based on a typical zero-hours contract scenario. Your report will reflect your specific document.
```IMPORTANT: This compliance assessment has been generated by the Ailane Compliance Checker using AI-assisted analysis of the document you uploaded. It assesses your contract's alignment with defined statutory requirements based on its text and content. It does not constitute legal advice. It does not establish a professional relationship between you and AI Lane Limited. It does not determine whether you have legal rights against your employer, nor does it predict how any dispute or claim would be decided. AI Lane Limited (Company No. 17035654 · ICO Reg. 00013389720) is not a law firm and does not provide regulated legal services. The findings in this report are designed to help you understand your contractual position and identify areas for review. Before acting on any finding — including taking any steps with your employer or considering a claim — you should consult a qualified employment solicitor.
Clause 7.1 calculates holiday pay at basic rate only. Workers on variable hours are entitled to holiday pay based on average earnings over 52 weeks under Working Time Regulations 1998, Reg.16, as confirmed in Brazel v Harpur Trust [2022] UKSC 27. This clause may not meet that requirement — worth discussing with a solicitor.
Clause 11.3 specifies one week's notice regardless of length of service. Under ERA 1996 s.86, after two years of continuous service you are entitled to one week per year of service. If you have been employed for more than two years, this clause may be below the statutory minimum.
Clause 4.2 does not include a provision linking pay to annual National Living Wage increases. While not strictly required, its absence means your employer is not contractually obliged to notify you of minimum wage rate changes — a risk for ongoing compliance.
Clause 9.1 references a 26-week qualifying period for flexible working requests. The qualifying period was abolished from 6 April 2024 under the Employment Relations (Flexible Working) Act 2023 — you now have the right to request from day one.
When ERA 2025 guaranteed hours provisions commence (expected July 2027), your employer will be required to offer you guaranteed hours if you work regular patterns on a zero-hours contract. Your current contract does not address this. This is worth keeping in mind for future discussions with your employer. Commencement: subject to consultation.
When ERA 2025 s.22 commences (expected January 2027), the qualifying period for unfair dismissal protection will reduce from two years to six months. This means you will have stronger protection earlier in your employment. Your contract references the current two-year period. Commencement: pending.
Forward findings identify rights that are coming into force under enacted legislation. They do not affect your current compliance score — they help you understand what protections are on the way.
This is a demonstration based on a fictional scenario ("Jamie"). Your actual report analyses your specific contract.
Pay once. Understand your contractual position. Receive a detailed report on screen and by email.
```IMPORTANT: This compliance assessment has been generated by the Ailane Compliance Checker using AI-assisted analysis of the document you uploaded. It assesses your contract's alignment with defined statutory requirements based on its text and content. It does not constitute legal advice. It does not establish a professional relationship between you and AI Lane Limited. It does not determine whether you have legal rights against your employer, nor does it predict how any dispute or claim would be decided. AI Lane Limited (Company No. 17035654 · ICO Reg. 00013389720) is not a law firm and does not provide regulated legal services. The findings in this report are designed to help you understand your contractual position and identify areas for review. Before acting on any finding — including taking any steps with your employer or considering a claim — you should consult a qualified employment solicitor.
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The Employment Rights Act 2025 strengthens your workplace rights. Some provisions are already in force. Others are coming. Ailane tracks every commencement date so your report reflects what's current and what's ahead.