Mind the support gap in your benefits strategy

In this session, we will cover:

A clear view of where the ERA raises the bar across menopause, fertility, pregnancy, men's health, women's health and neurodiversity

The cost of inaction across absence, attrition and tribunal risk

Why generalist Employee Assistance Programmes (EAPs) no longer cut it, and what specialist support should provide all employees regardless of seniority

An ERA readiness framework to run against your current benefits stack

The business case to secure budget

A live Q&A to ask all your ERA related questions to our panel of experts

Your benefits stack is one of the strongest retention levers you have, and the Employment Rights Act is the moment to prove it.

From April 2026, employers with 250+ employees are expected to begin publishing Equality Action Plans, ahead of mandatory compliance in 2027.

Statutory Sick Pay is now a day-one right.
Tribunal claim windows are doubling from three to six months.
A new Fair Work Agency has the power to audit, investigate and act.

A policy is not a plan. There is a material difference between saying you support employees and being able to prove it. So what does a credible, ERA-ready benefits strategy actually look like, and how do you build the case internally?

The cost of unmanaged life stage health issues, in absence, attrition and tribunal claims, is now visible, avoidable and increasingly expensive to ignore.

For HR and Benefits leaders who have been building the internal case for better support across menopause, fertility, pregnancy, men's health, women's health and neurodiversity, the Act hands you the commercial argument. Underserved health areas are now under direct scrutiny.

Katie Mahoney
Employment Lawyer, Partner at Mishcon de Reya

With over 13 years' experience advising on all aspects of contentious and non-contentious employment law, she brings a commercial and practical approach to the complex employment issues facing modern workplaces. Katie's experience positions her at the forefront of understanding how the Employment Rights Act is reshaping employer obligations — particularly in relation to enhanced protections, compliance requirements and tribunal exposure, and the legal and commercial cost of inaction for employers.

Rachel Western
Head of Technical
Aon Health UK

Rachel Western is Head of Technical within Aon UK’s health and risk business leading on a healthcare subject matter expertise role within her team with a specific focus on supporting on the diverse issues faced within the workplace. Having worked in the industry for over 35 years with 9 years at a leading health insurer and 27 years with Aon she has a wealth of experience, knowledge and expertise of the UK healthcare market both currently and historically.
Her 34 years have seen her evolve through admin, underwriting, consultancy and now a more technical role giving her an all-round view of the market.

Sara Redwood (host)
Director of Sales and Partnerships
Peppy

Sara Redwood was the company’s first employee six years ago. She now leads relationships with key prospective clients and corporate partners, including top brokers, consultancies, and insurance providers. Driven by Peppy’s mission to expand access to expert-led support, Sara is deeply passionate about gender equity and healthcare accessibility. Having undergone IVF to have her son, she understands firsthand the importance of the services Peppy provides and is committed to advancing healthcare access.

The Employment Rights Act 2025

Mind the support gap in your benefits strategy

How HR and Benefits leaders can build proactive, specialist support for the new era of employee rights

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Meet the speakers

Peppy is an employee healthcare benefit that gives people easy access to specialist clinicians across key life stages, helping employers provide consistent, expert led health support in practice.

Join 250+ organisations improving wellbeing, retention and performance with Peppy.