Employers have been reminded to review their HR processes and compliance, with the arrival this week of significant reforms under the Employment Rights Act 2025.

The changes that came in from 6 April, including the expansion of day-one family-related rights, changes to statutory sick pay, reforms to the statutory recognition process for trade unions, and penalties for non-compliance, are all “far reaching”, the Chartered Institute of Personnel and Development said.

“April 6 marks a significant moment for some of the most substantial elements of the Employment Rights Act 2025,” said chief executive Peter Cheese.

“The conversations we’ve been having with employers suggest many have been preparing for this moment, but all organisations must be aware of the reforms that now become law.

“The focus for employers now needs to shift from preparation to compliance. To do this, employers need to share updated workplace polices and clearly communicate these to all staff, particularly line managers who will need to understand the potential implications for their teams and the queries they may raise,” he added.

Day-one statutory sick pay

From 6 April, statutory sick pay (SSP) has become payable from the first day of absence, removing the previous three-day waiting period. In addition, the lower earnings limit will be removed, extending SSP eligibility to lower-paid workers. These reforms may lead to an increase in absence, an employment lawyer has warned.

Sarah King, employment...

Read Full Story: https://news.google.com/rss/articles/CBMirAFBVV95cUxOSl9kVGpKQTQ2R1FycDZiS3VP...