From April 6, UK employers entered a new era of workplace regulation as the first major provisions of the Employment Rights Act 2025 came into force.
These reforms significantly expand employee protections and increase the risks for organisations that fail to comply. For employers, this is about far more than updating a handbook; it is a clear prompt to review policies, systems and management practices before compliance gaps become costly liabilities.
Anna Lovett, head of employment at Burnetts Solicitors LLP, said: “One of the most immediate changes concerns statutory sick pay (SSP). The long-standing three-day waiting period has been removed, meaning SSP is now payable from the first day of absence. At the same time, the lower earnings threshold has been abolished, extending eligibility to part-time and lower-paid workers who were previously excluded.
“For sectors that rely heavily on casual or low-wage labour, this is likely to increase short-term absence costs and place additional pressure on payroll systems. Employers should ensure that sickness policies, payroll processes and line manager guidance all reflect the new day-one entitlement.
“Family leave rights have also been strengthened. Eligible employees can now access paternity leave and unpaid parental leave from the first day of employment, removing the previous qualifying service requirement. In addition, the Bereaved Partner’s Paternity Leave Regulations 2026 introduce up to 52 weeks of leave for surviving...
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