Major changes to employment rights are just days away, warns Helen Imbusi of the HR Dept
Time is running out for employers to get ready for employment law legislation which comes into force at the start of the financial year, including major changes to sick pay.
From 6 April, many of the sweeping changes introduced by the Employment Rights Act will have to be complied with.
This means employers must urgently review and update their staff contracts, handbooks, payroll systems, and internal policies to ensure full compliance and avoid potential legal disputes.
One of the most significant alternations is to Statutory Sick Pay (SSP), with the removal of the three-day waiting period. In addition, all employees will become eligible for SSP, regardless of their level of earnings.
Changes will come in for paternity leave, with the 26-week qualifying period being removed (although eligibility for paternity pay remains at 26 weeks). The 26-week qualifying period for unpaid parental leave is also being removed (for children born on or after 6 April 2026).
An introduction which has received little media attention is bereaved partners’ paternity leave. This applies if a primary carer dies within the first year of a child’s birth. Up to 52 weeks leave will be available (to mirror maternity entitlements) and pay is at the employer’s discretion.
This is a major change for employers, particularly with the SSP rules which – while good news for employees – will be very challenging for...
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