For Health & Social Care Employers...
Keep Your Business Compliant - Without The Usual Time,Hassle And Headaches.
Even If You Think You Have It Covered. Little Fuss, Time Or Effort Is Needed.
Download Your 100% Free Compliance Pack!
No fluff, no sales pitch, just the exact tools you need, ready to use today.
Your Data Is Protected - We Respect Your Privacy And Will Never Spam You...
Here's What's Included...
1. The Fair Work Agency (FWA) Risk Briefing
What's actually changed, in plain terms. No legal jargon, no guessing whether the Fair Work Agency is looking at businesses like yours.
2. The Six-Month Compliance Checklist
A straight yes/no run-through so you know exactly where you're exposed and not a vague list of "best practices" you're left to interpret.
3. The Probation Period Map
Exactly what to do, and when, in every new starter's first six months, so a decision to dismiss can be shown to follow a fair process, not a rushed one.
4. The Formal Review Form
The paperwork that proves the process was followed properly, ready to use — not something you have to build yourself under pressure.
5. Management Training Support
Access our expert training on both the Unfair Dismissal legal changes and Tribunal Awareness for you and your Management Team.
About The Author...
Health & Social Care isn't just a market to me... it's personal.
I've seen this sector from every side: working within the NHS for many years, watching my mother spend years working in an elderly care home, caring for my grandmother who lived with Alzheimer's and now supporting my father's care too. I understand the pressure care employers are under because I've watched people I love live it, both in providing care, and needing it.
Employment law protects your people, and rightly so. But for care employers stretched between CQC standards, staffing shortages and tight budgets, it can leave you feeling exposed and reactive when issues arise you didn't see coming.
That's the gap I built out business (Cavell) to close. I give care employers the clarity, structure and confidence larger organisations take for granted and without the jargon, complexity, or cost of getting it wrong.
— Mike Markham, Founder, Cavell
What Our Clients Say About Us...
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Why The January 2027 Deadline Is Not Optional...
- Every dismissal from July 2026 onward can trigger a claim after just six months' service - not two years. If your process was built for the old timeline, it's already out of date.
- From January 2027, there's no cap on what an unfair dismissal could cost you. One mismanaged case could wipe out a year's margin in a sector already running on thin ones.
- Care staff turnover is already high. More leavers means more probation decisions and exit conversations — each one now carrying uncapped risk if it's handled wrong.
- Most care providers don't have an in-house employment lawyer. These decisions land on registered managers under pressure, often without the time or knowledge to get the process right.
- Safeguarding-driven dismissals — the ones that can't wait — are exactly the situations most likely to skip a step. Under the new rules, that step is what decides whether you're protected or exposed.
