Compliance is pedantic. We built a tool that handles that for you.
Employment tribunals do not care about your intentions. They care about whether you followed the correct process, used the right wording, and can prove your employees saw the latest version. That level of pedantry is the entire point.
Why "Pedantic"?
Employment law compliance is pedantic work. A flexible working policy that still references a 26-week qualifying period is non-compliant -- even though the policy exists and the employer clearly supports flexible working. A harassment prevention policy that says "reasonable steps" instead of "all reasonable steps" will be the wrong standard from October 2026. A written statement missing one of the fourteen required particulars is technically non-compliant from day one.
Most employers do not have the time, the expertise, or the inclination to be this pedantic about their policies. They have businesses to run. Pedantic handles the pedantry so that they do not have to.
How we are different from AI policy generators
Large language models can write plausible-sounding employment policies. The problem is that "plausible-sounding" and "legally compliant" are not the same thing.
Pedantic does not generate policies from AI training data. Every audit finding and every generated policy is checked against our compliance corpus: a structured database of 28 specific UK employment law requirements, each tied to source legislation, with defined consequences for non-compliance.
The AI applies the corpus to your organisation's specific context. It does not invent legal requirements. When the law changes, the corpus is updated by specialists, and the AI generates recommendations against the updated requirements. This is the difference between "AI that writes legal text" and "a compliance system that uses AI."
The regulatory moment
The volume of UK employment law change in 2025-2027 is unprecedented. The Employment Rights Act 2025, the Worker Protection Act 2023 regulations, Fair Work Agency enforcement powers, the removal of the compensation cap, day-one unfair dismissal rights -- these changes arrive across 18 months and affect almost every employment policy.
For advisory firms like Peninsula and Citation, this volume of change strains a model built on human consultants manually updating templates. For employers using static templates, it makes existing documentation progressively non-compliant.
We built Pedantic because the old approaches -- expensive advisory retainers and static templates -- cannot keep pace with this rate of change. Software can. See our ERA 2025 timeline for the full picture.
What we believe
Plain English, not legalese.
Employment policies are for employees. If a policy cannot be understood by the people it applies to, it is not doing its job. Every policy Pedantic generates is written in clear, readable English.
No lock-in.
No multi-year contracts. No auto-renewing terms you have to fight to cancel. Monthly or annual billing, cancel any time. If the product is not worth paying for, you should be able to leave.
Honest about what we are not.
We are not a replacement for legal advice in complex situations. We do not offer a telephone helpline. For a TUPE transfer, a senior dismissal, or a tribunal defence, you need an employment solicitor. We handle the documentation so you can save your legal budget for when you genuinely need it.
Your documents are processed on Cloudflare's network, encrypted in transit and at rest. We do not share your data with third parties. See our privacy policy for full details.
See for yourself
The compliance audit is free, takes minutes, and checks your policies against 28 current legal requirements. No account required.