Hollie Firth sets out the key reforms coming into force this spring
As HR professionals know, 2026 is going to be a very busy year, with various changes coming following the passing of the Employment Rights Act 2025. February has already seen some trade union changes; here, we're focusing on the changes due in April, to help you get prepared.
From 6 April, the maximum protective award for a breach of collective redundancy consultation requirements will double from 90 to 180 days’ gross pay. This will significantly increase the employers' risk of non-compliance. The government has said further guidance for employers will follow but, so far, this has not been issued.
Paternity and parental leave will become day-one rights for employees from 6 April – start updating your policies now in preparation. Paternity pay will not change, and there is no proposal to add paid parental leave. In a small tweak, employees will be able to take paternity leave either before or after shared parental leave. There are likely to be further changes once the government has concluded its consultation on reforming family-friendly rights.
From 6 April, disclosing sexual harassment will count as a qualifying disclosure for whistleblowing purposes. For most employers, this will not be a substantial change as it is arguably already included in the definition of a qualifying disclosure. Businesses should ensure their policies are up to...
An online controversy erupted after Facebook user Chiratchai Pawiwaranon posted images appearing to show students leaving cash, watches, jewellery, stationery and cosmetics on the ground because s...