The opportunity you've been waiting for
The Employment Rights Act is changing how businesses manage people. Most organisations know what's coming. Fewer know how to make sure their managers are genuinely ready for it.
This is a fractional L&D assignment for an experienced learning professional who can take complex employment law and turn it into practical, engaging manager capability. Six weeks. Real impact. A learning legacy the HR team can own and build on.
If you've built manager learning programmes around legislative change before, and you know how to make compliance feel human, this is worth a conversation.
How you'll make your mark
You'll scope, shape and deliver a focused learning programme that gives managers the confidence to lead through ERA change. Working closely with the HR team, you'll own the design from brief to build.
Key deliverables
- Design engaging manager learning around the Employment Rights Act, grounded in practical application.
- Build content for both face-to-face delivery and eLearning formats.
- Translate legislation into clear, accessible guidance that managers can actually use.
- Support change adoption, helping managers feel equipped and confident through the process.
- Produce learning that is commercially relevant and easy to embed in day-to-day management.
What you bring
- A track record in employment law learning, HR/ER capability building, or management development.
- Experience designing learning for organisational change programmes.
- Strong digital learning design capability, including eLearning authoring.
- The ability to work at pace and deliver a finished product within a defined project window.
What's in it for you
- Day rate engagement, with rate discussed on application.
- 2 to 3 days per week, approximately 6 weeks in total.
- Immediate start.
- A focused, well-scoped project with a clear brief and a team that wants to get it right.
A bit more about the business
This is a forward-thinking organisation taking the Employment Rights Act seriously, and investing in making sure their managers are supported through it. The HR team is engaged and committed. They want a learning framework they can own and build on once the project wraps.
The brief is clear. The timeline is tight. The opportunity to leave something genuinely useful behind is real.
Denholm's take
This is one of those projects where the brief and the timing align well. The ERA changes are creating genuine demand for this kind of work, and there aren't many people who can do it well. If you can make employment law land for managers in a way that sticks, you'll be in high demand over the next 12 months.
Get in touch for a confidential conversation. We'd love to hear from you, or from anyone you think would be a strong fit.
