The first wave of the Employment Rights Act lands this month. Charles Hipps, Founder and CEO of Oleeo, breaks down what the changes mean for HR practitioners.
This month marks the start of what the government has called the biggest overhaul of workplace rights in a generation. Several significant changes come into force from 6 April, concerning sick pay, family leave, redundancy obligations, tribunal windows, harassment duties and a brand-new enforcement body. Here’s what HR practitioners need to understand.
Employees are entitled to Statutory Sick Pay (SSP) from the very first day of absence. No more three-day waiting period. The Lower Earnings Limit, which previously disqualified lower-paid workers from SSP entirely, will be abolished.
Any payroll system still applying waiting-day logic needs updating before the first pay run after this week. Absence management policies built around the old rules are now out of date.
“This change will particularly affect lower-paid and part-time workers,” says Hipps. “For employers, it increases the importance of having fair and clearly communicated absence management processes. Where managers apply absence rules inconsistently, disputes often arise. Clear guidance and training will be essential.”
It increases the importance of having fair and clearly communicated absence management processes
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