A swathe of changes to employment law are due to be implemented this year as part of the Employment Rights Act 2026. Some are already upon us, in particular, the April changes to Statutory Sick Pay (SSP).

Is your business ready and do you know what else is on the horizon? Nalders LLP would be pleased to assist you with updating your terms and conditions of employment along with your employment policies. We can provide detailed guidance on what is changing and what your business should, or should not be doing, going forwards.

The SSP changes took effect on April 6. Previously, employees entitled to SSP would not be due any payment for the first three days of their absence. This waiting period has now been scrapped, meaning employees are due sick pay from the first day of absence.

The Lower Earnings Limit, which previously meant that employees earning less than 125 a week would not receive SSP, is no longer applicable. Employees will now receive 123 a week or 80% of their average earnings, whichever is lower.

In October of 2026, further sweeping changes to employment law will be enacted. These include the doubling of Employment Tribunal time limits and the introduction of a duty for employers to take all reasonable steps to prevent harassment by third parties where related to a protected characteristic.

In January of 2027, the Unfair Dismissal continuous service requirement is being reduced to six months and the government are banning dismissal and re-engagement except in...

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