The launch of the UK’s Fair Work Agency is a significant development for employers. It brings together key employment rights enforcement functions into one body and signals a more coordinated approach to workplace compliance. For organisations that already take their employment responsibilities seriously, this is an opportunity to check that good practice is not just intended, but evidenced.

Why the Fair Work Agency matters

The Fair Work Agency was launched in April 2026 to bring together enforcement of key employment rights, including areas such as the National Minimum Wage, employment agency standards and gangmaster licensing. Over time, its role is expected to expand further, including enforcement activity around statutory holiday pay.

This matters because inspections and enforcement activity may involve requests for documents, records and explanations. Employers may need to show, clearly and promptly, how they comply with their legal obligations. That means policies, contracts, payroll practices, working time records, holiday pay processes and agency worker arrangements all need to stand up to scrutiny.

Compliance is about more than paperwork

Many organisations have policies in place, but the real question is whether those policies reflect current legal requirements and day-to-day practice. A handbook that has not been reviewed for some time, a contract that no longer matches working arrangements, or a holiday pay process that is not properly documented can all create avoidable risk.

Good HR governance helps employers demonstrate that they are treating people fairly, applying rules consistently and keeping appropriate records. It also supports managers by giving them clear processes to follow when dealing with issues such as absence, working time, pay, leave, grievances, disciplinary matters and family-friendly rights.

Key areas employers should review

• Pay and working time: Check National Minimum Wage compliance, unpaid working time, training time, travel time and deductions.
• Holiday and leave records: Ensure annual leave, holiday pay and pay in lieu records are accurate, retained and easy to access.
• Contracts: Confirm that contractual documentation reflects how people actually work in practice.
• Agency worker arrangements: Review terms, key information documents and records shared with agency providers.
• Policies and procedures: Make sure handbooks, absence procedures, disciplinary processes and grievance arrangements are up to date and consistently applied.

Help is available

Seton HR Solutions can support you by carrying out a practical audit of HR procedures, documentation and employment practices. The purpose is not to create unnecessary bureaucracy, it is to help employers identify gaps, reduce risk and build confidence that their arrangements are legally compliant, workable and fair.

An audit can include a review of contracts, policies, staff handbooks, pay and leave practices, absence management procedures, record keeping arrangements and manager guidance. Where improvements are needed, I can provide clear recommendations and help update documentation so that it reflects both legal requirements and the way the organisation operates.

For small and medium-sized employers, this type of review can be particularly valuable. It provides an independent check before problems arise, supports fair and consistent people management. 

A proactive step, not a panic measure

The Fair Work Agency is part of a wider shift towards stronger employment rights enforcement. Employers do not need to wait for an inspection, a complaint or a payroll issue before reviewing their HR arrangements. A proactive HR audit can help spot issues early, strengthen record-keeping and give managers the tools they need to apply procedures consistently.

If you would like to review your HR procedures and assess whether your organisation is ready for the changing enforcement landscape, Seton HR Solutions can help. Please get in touch to discuss a practical HR compliance audit tailored to your organisation.