This time next week (from 6 April), a raft of new reforms under the Employment Rights Act 2025 come into effect.
These changes include updates to statutory sick pay (SSP) rules, the introduction of day-one rights for paternity and parental leave, enhanced whistleblowing protections, and reforms to trade union and industrial action processes. Together, they will have a direct impact on the workforce, requiring HR leaders to take a proactive role in updating policies, managing compliance and guiding effective workforce communication.
The new rules around SSP mean that payments will now start from the first day of sickness, rather than the fourth. The lower earnings limit has also been removed, meaning that there is no longer a requirement to earn a minimum amount to be eligible for SSP. Instead, SSP will now need to be calculated as the lower of the prescribed weekly rate (set by the government in April each year), or 80% of the employee’s actual weekly earnings. This means more low-income and irregular hours workers will qualify for SSP, offering them greater financial security during periods of illness.
The introduction of day-one rights for paternity leave is set to have a huge impact on workforce planning. Currently, employees must complete 26 weeks of service to qualify; under new rules this will be removed. The same change will also apply to parental leave, which currently requires one year of service to be eligible to take it. This reform aligns these entitlements...
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