Upload your employment contract and understand your regulatory position. Eileen — Ailane's intelligence entity — analyses every clause against current UK employment law and forthcoming ERA 2025 provisions. Forward findings show what will need attention when new law commences.
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Complete a one-time payment and upload your employment contract, staff handbook, or workplace policy in PDF or DOCX format.
Our compliance engine checks every clause against UK employment law requirements — ERA 2025, Working Time Regulations, and 47+ legislative instruments.
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The following is a simulated example showing the depth of analysis provided. Findings cite exact clauses and statutory provisions.
```IMPORTANT: This compliance assessment has been generated by the Ailane Compliance Checker using AI-assisted analysis of the document you uploaded. It assesses your organisation's employment documentation against defined statutory requirements based on its text and content. It does not constitute legal advice. It does not establish a professional relationship between your organisation and AI Lane Limited. It does not guarantee your organisation's compliance with current employment law, nor does it guarantee protection against employment tribunal claims. 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 regulatory position and identify areas for review. You should seek qualified legal advice before taking any action based on these findings.
Clause 8.2 purports to authorise deductions for client-reported losses without a written agreement signed before the deduction. The clause is void under ERA 1996 s.13 as it fails the prior written consent requirement. Remedy: Remove entirely or replace with a lawful deductions clause meeting s.13(1)(b) requirements.
Clause 12.1 calculates holiday pay at basic pay rate only, excluding regular overtime. Following Brazel v Harpur Trust [2022] UKSC 27 and Bear Scotland v Fulton, this method is unlawful for workers with regular variable pay. Remedy: Redraft to apply 52-week reference period averaging under Reg.16 as amended.
Clause 1.3 does not include the employer's disciplinary and grievance procedure reference as required by ERA 1996 s.1(4)(j) from 6 April 2020. The omission exposes the organisation to a 2–4 weeks' pay award under s.38 ERELA 2002 in any successful tribunal claim.
Clause 6.4 references the previous 26-week qualifying period. The qualifying period was abolished from 6 April 2024. Day-one right to request. Update for accuracy and to avoid misrepresenting employee rights.
When ERA 2025 s.22 commences (expected January 2027), the two-year qualifying period for unfair dismissal will reduce to six months. Clause 4.1 references the current two-year period and will require updating. Commencement: pending.
When ERA 2025 s.1 provisions commence (expected July 2027), employers must offer guaranteed hours to regular zero-hours workers. Current contract silent on this obligation. Commencement: subject to consultation.
Forward findings identify clauses that will need attention when forthcoming provisions commence. They do not affect the current compliance score. This is a constitutional obligation — not a product configuration.
This is a demonstration using a fictional entity. Your actual report analyses your specific document.
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```IMPORTANT: This compliance assessment has been generated by the Ailane Compliance Checker using AI-assisted analysis of the document you uploaded. It assesses your organisation's employment documentation against defined statutory requirements based on its text and content. It does not constitute legal advice. It does not establish a professional relationship between your organisation and AI Lane Limited. It does not guarantee your organisation's compliance with current employment law, nor does it guarantee protection against employment tribunal claims. 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 regulatory position and identify areas for review. You should seek qualified legal advice before taking any action based on these findings.
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Every analysis includes forward-looking assessment against enacted-but-uncommenced ERA 2025 provisions — with phased commencement dates tracked.