I’m watching the emails that arrive in my inbox about the Employment Rights Bill with a sense of disappointment. They all shout out a message which I hear as “watch it – you could end up at an employment tribunal”. I don’t think that I’ve seen any that carry a positive message: How to shape your recruitment to make the end of probation a great employee experience; Create an inclusive culture in which everyone is valued and respected for who they are; Embracing flexibility to improve engagement and productivity; or The benefits of employee representation. Now I’m not setting out to be naïve, but it seems to me that we end up looking at this through the wrong end of the telescope when we see the impending legislation as a threat and the imperative as being compliance rather than seeing it as the opportunity to ask what we could do to build a more engaged and inclusive workforce so that legal compliance becomes a consequence not the reason for taking action. Of course, if your recruitment