Employment Law

Statutory Sick Pay, maternity pay and payroll thresholds increase from April 2026. See the new SSP rates, family leave payments, Lower Earnings Limit and what UK employers must update now.

UK National Minimum Wage and National Living Wage rise in April 2026. Check the new hourly rates, payroll cost impact, common compliance risks and what employers must do now to stay compliant.

Small Business UK Employment Law Checklist 2026. Review contracts, SSP, flexible working, harassment duties, ACAS compliance and minimum wage updates to reduce legal risk.

How to prevent workplace sexual harassment under UK law. Understand the strengthened preventative duty, “all reasonable steps” requirement, third-party risk and employer compliance in 2026.

Flexible working rules explained for UK employers. Learn day-one request rights, the two-request rule, consultation requirements, statutory refusal grounds and 2026 compliance risks.

Avoid common UK employment law mistakes that lead to costly disputes. A practical guide for SMEs covering contracts, holiday pay, SSP changes, flexible working, probation, redundancy rules and 2026 updates.

Small and medium employers are used to juggling checklists. Payroll, recruitment, line-manager training, etc. But 2026 is different: the rules aren’t just changing, and the way decisions are judged is shifting. That makes everyday choices (flexible-working replies, sickness pay, probation calls) more likely to land a business in trouble, even when managers act in good faith. Below are the practical changes UK SMEs should prioritise now, what they mean in everyday terms, and a short checklist you can action this week. Quick summary From 6 April 2026 , some family and sick-pay rights become day-one entitlements. That affects paternity, unpaid parental leave and statutory sick pay. Statutory Sick Pay (SSP) waiting days are being removed and entitlement rules change — payroll must be ready. Collective redundancy penalties increase: protective awards can double, so consult properly or risk larger fines. These changes are rolling in across 2026; employers should focus on process, documentation and manager training , not just policy wording. What’s changing (and why it matters) 1. Day-one family rights — paternity & unpaid parental leave From April 2026, employees can give notice for statutory paternity leave and unpaid parental leave from their first day of employment. That removes the old 26-week / 12-month service tests and brings more people into scope immediately, which is good for families, but means employers must be ready to process, record and respond to requests from day one. Practical impact: update your parental-leave procedure, train whoever handles returns and leave, and make sure your contractual templates and employee handbook reflect the new eligibility rules. 2. Statutory Sick Pay: waiting days gone, wider entitlement The current three waiting-day rule for SSP is being removed from 6 April 2026, and entitlement rules are being widened (for example, the lower earnings threshold is being removed). SSP rates are also updated for 2026–27. Payroll teams need to be able to pay SSP from day one and to calculate linked periods correctly. Practical impact: talk to payroll/your software provider now. Test scenarios: short absences, linked periods, low-paid staff. Confirm how your payroll will apply the new SSP rules from 6 April. 3. Redundancy and collective consultation: higher protective awards The maximum protective award for failing to consult properly in a collective redundancy situation will increase (reports indicate a doubling to 180 days’ pay). That makes getting consultation, records and redundancy planning right far more important. Practical impact: audit your redundancy playbook, update consultation steps, and ensure you have a clear paper trail showing how decisions were reached and who was consulted. 4. The broader shift: process matters more than ever Across the Employment Rights Act and related reforms, a repeated theme is that tribunals and regulators are looking for defensible processes: consistent handling, documented reasoning and fair communication. That means the smallest missing note in a file, an informal chat that wasn’t recorded, or inconsistent treatment of similar cases can be costly. Practical impact: build manager scripts, standard templates for decisions, and a simple central filing system for HR notes. Train managers to log reasoning, not just outcomes. What SMEs should do this week (practical checklist) Immediate (this week) Talk to payroll: confirm SSP changes will be applied from 6 April 2026 and test a Day-1 absence scenario. Update your parental-leave and paternity-leave procedure to reflect day-one entitlement. Put a ‘how to’ note in the employee handbook and your manager guidance. Identify who handles redundancy consultation and map the steps — confirm who will lead and document each stage. Short term (2–4 weeks) Run a 30-minute manager briefing: how to record decision reasoning, where to save notes, how to respond to flexible-working and SSP queries. (Make it practical, use examples.) Review and update contract templates and staff handbook sections that reference qualifying periods, waiting days or eligibility tests. If you have uncertainties Keep a short list of questions and seek a 15-minute HR/ employment-law clinic rather than overhauling everything at once. Many small fixes (clear wording, a consistent file note template, payroll checks) remove most risk. FAQs Q: Do I have to update every contract before 6 April? A: Not always. Prioritise payroll and policies for SSP and parental rights, and ensure your core contract wording doesn’t contradict the new rules. Plan a phased update for full contract refresh. Q: What happens if I get it wrong? A: For individual disputes, you might face claims (and back-pay for SSP). For collective redundancy failures, protective awards can be materially higher from April 2026, so weak process can be costly. Q: Should I panic and rewrite every policy now? A: No. Start with the high-risk items: payroll SSP, parental-leave eligibility, and redundancy consultation steps. Fix the data and the decision flow; wording and full rewrites can follow on a schedule. Want a hand? If you’d rather not puzzle through the detail alone, we’re running a short, practical webinar that covers these exact points and gives you an immediate checklist to act on. Learn more about it here.

Is your business ready?

From April 6th 2025 there will be significant shift in employer National Insurance (NI) contributions, with the rate increasing by 1.2 percentage points to 15%, and a lowered earnings threshold now starting at £5,000 (down from £9,100). These adjustments could lead to higher payroll expenses for mid-sized and larger businesses, affecting hiring strategies and budgeting in 2025 and beyond. Key Details of the Change Rate Increase: The NI contribution rate for employers rises to 15%. Lower Earnings Threshold: Employers will now pay NI on earnings starting at £5,000, significantly reducing the exemption range. This change is intended to boost government revenue but will likely increase costs for businesses with lower-wage roles. Employment Allowance Adjustments: The Employment Allowance, which offers some relief on NI costs, increases to £10,500. This provides a cushion for many small businesses, particularly those employing fewer staff. How These Changes Impact Staffing and Recruitment Businesses may see these shifts reflected in higher staffing costs, particularly for mid-sized and larger firms with significant payrolls. These added expenses might influence decisions on wage increases, hiring plans, and even the type of roles businesses choose to fill. Employers should prepare for potential shifts in their budget allocations to maintain competitiveness while managing increased contributions. Preparing Your Business Planning ahead is essential. Key steps might include: Calculating projected costs to budget for the changes Evaluating workforce needs and considering the potential impact on hiring strategies Maximising allowances by confirming eligibility for the updated Employment Allowance We will be updating our blog in the coming days with a detailed breakdown and calculations, so visit us again soon!

The national minimum wage & national living wage is a legal right which covers almost all UK workers

As a business, navigating regulatory changes can feel daunting, especially when it directly affects how you manage your workforce. With the Worker Protection (Amendment of Equality Act 2010) Act 2024 coming into force on 26 October 2024, the key focus for employers is preventing workplace harassment, particularly sexual harassment, through proactive and preventative measures. Let's outline the most important changes and what you, as an employer, need to consider to ensure compliance and foster a safe workplace culture. Key Changes in the Worker Protection Act This new legislation introduces a preventative duty, requiring employers to take "reasonable steps" to prevent sexual harassment of workers, including harassment from third parties. Previously, employers were largely held accountable after an incident had occurred, but this new law shifts the focus to preventing incidents from happening in the first place. This anticipatory approach means that you must actively ensure a harassment-free environment or face legal and financial consequences. One notable update under this law is the increased liability for employers. If an organisation is found not to have taken sufficient steps to prevent harassment, compensation awarded to victims may be increased by up to 25%. This change adds significant weight to the importance of adopting a more proactive stance toward workplace harassment prevention. Steps to Ensure Compliance So, what exactly should you be doing to ensure your business is in line with the new Act? Here are some of the steps you can take: Update and Communicate Policies - Having a robust anti-harassment policy in place is the first step, but it’s not enough to simply have one tucked away in your employee handbook. The new law expects businesses to ensure these policies are widely communicated and understood across all levels of the organisation. This includes third-party harassment policies (e.g., contractors, clients) to ensure everyone interacting with your staff is aware of acceptable conduct. Conduct Risk Assessments - One of the most crucial elements of the new law is risk assessment. This means regularly evaluating your workplace to identify areas or situations where harassment might occur. These assessments are now seen as a basic expectation for compliance. For example, does your business involve staff working in isolated locations or one-on-one with clients? Each of these scenarios could present heightened risks. Make sure your assessment is thorough and that mitigation steps are clear and actionable. Training and Awareness - Training is another cornerstone of compliance. Both employees and managers should receive training on what constitutes sexual harassment and the correct process for reporting it. The training must be ongoing and part of your broader effort to maintain a respectful workplace culture. Additionally, training your leadership team on how to handle complaints is crucial, as they will often be the first point of contact when issues arise. Monitoring and Feedback - Even with policies and training in place, monitoring the effectiveness of these measures is essential. Implement anonymous reporting channels for employees to feel safe in raising concerns. You can also conduct regular reviews and gather feedback through exit interviews or employee surveys to gauge whether your preventative steps are working. This continuous loop of feedback will help ensure you're staying proactive rather than reactive. Leadership Involvement - Creating a culture of zero tolerance for harassment requires strong leadership. Your management team should lead by example and ensure that the company’s stance on harassment is clear. Cultural direction from leadership will help embed the necessary behaviours and attitudes into everyday operations. What Happens if You Don’t Comply? Failing to meet the new preventative duty will have significant consequences. If your company is found liable for a harassment claim, and it’s proven that "reasonable steps" were not taken to prevent the incident, the compensation awarded to the employee could be raised by up to 25%. Additionally, regulators such as the Equality and Human Rights Commission (EHRC) will have the authority to take enforcement action, particularly where organisations are shown to repeatedly fail in their duty. What Is Considered "Reasonable"? The law doesn’t provide a definitive checklist of "reasonable steps," as these can vary depending on the size and type of your business. For example, a small business might implement different steps than a large corporation, but regardless of company size, what matters is the intent and effort made to prevent harassment. Regularly reviewing your policies and ensuring they are actively followed will go a long way toward demonstrating compliance. Moving Forward Ensuring compliance with the new Worker Protection Act isn’t just about avoiding penalties—it’s about fostering a safe, inclusive, and positive work environment for all your employees. By updating policies, conducting risk assessments, providing regular training, and ensuring leadership commitment, you’ll not only meet your legal obligations but also enhance employee morale and retention. If you’re unsure where to start or need tailored advice on implementing these changes, we’re here to help. At Appointments, we work closely with businesses to ensure their HR policies are up-to-date and in compliance with the latest regulations. Whether you need support with policy development, risk assessments, or staff training, we’ve got the expertise to guide you through the process. Contact us today to discuss how we can help you navigate these new requirements and create a safer, more compliant workplace. Let's ensure you're fully prepared for October 2024 and beyond! 

As a local recruitment agency with over 25 years of experience in the Staffordshire and Cheshire regions, we’ve seen plenty of shifts in employment law, but the new Employment Rights Bill could bring some of the most significant changes we’ve witnessed in decades. With the Labour government’s focus on a “New Deal for Working People,” this bill will reshape how businesses handle everything from employee rights to industrial action. To ensure your business remains compliant and competitive, here’s a breakdown of what you need to know. Key Reforms in the Bill Day-One Protection from Unfair Dismissal - One of the most anticipated changes is the right for employees to be protected from unfair dismissal from the very first day of employment. This marks a departure from the current two-year qualifying period and could affect how you handle hiring and probation. While it adds protection for workers, it also means businesses will need to be more cautious about dismissals, ensuring that robust procedures and fair practices are in place from day one. Restrict ‘Fire and Rehire’ Practices - The bill is also expected to crack down on the controversial ‘fire and rehire’ method, which has often been used to reduce staff costs by rehiring employees on less favorable terms. While this practice might not be entirely outlawed, it will become far more restricted, and businesses will need to explore alternative ways of restructuring if this has been a common practice in your industry. Zero-Hours Contracts and Predictable Work Hours - Labour is planning to introduce tighter regulations on zero-hours contracts, a common feature in sectors like hospitality and retail. The bill proposes a shift toward more predictable work patterns, with employees entitled to an average-hours contract based on a 12-week reference period. Additionally, businesses will need to provide reasonable notice for shifts and compensate employees for any last-minute cancellations, which could impact how you schedule and manage your workforce. Improved Work-Life Balance Measures - The bill will likely also enhance work-life balance by expanding rights such as flexible working from day one. The “right to switch off,” aimed at preventing work encroaching on personal time, is another measure expected to be included. This means employers may need to review communication policies and ensure that employees are not expected to be “always on.” Fair Pay and Youth Employment - Labour’s emphasis on fair pay includes plans to abolish the lower minimum wage rate for 18-20-year-olds, meaning all adult workers will be entitled to the same National Living Wage. This will impact sectors like retail and hospitality, where younger workers often fill entry-level roles. Moreover, unpaid internships will be banned unless they are part of a formal training or educational programme, so if your business offers internships, you’ll need to re-evaluate these arrangements. Trade Union Reforms - The bill is also set to reverse some of the limitations on trade unions introduced by previous Conservative governments. This includes simplifying the process for union recognition and repealing laws that restricted the right to strike, such as the 2023 Strikes (Minimum Service Levels) Act. Employers will need to be prepared for potential increases in union activity and ensure they’re aware of the legal framework surrounding industrial action. What This Means for Employers For businesses in Staffordshire, Cheshire, and beyond, these changes will require careful adaptation. It’s essential to review your current HR policies, contracts, and employment practices to ensure they align with the new legislation. You may also need to consider updating training for managers and HR teams to handle these new responsibilities effectively. How We Can Help At our recruitment agency, we’re here to support you through these changes, we have the local expertise and industry knowledge to guide you every step of the way. The new Employment Rights Bill is just around the corner, and staying ahead of these changes will help protect your business and ensure your employees thrive in a fair, compliant environment. If you’d like to discuss how this impacts your recruitment needs or your current workforce management, don’t hesitate to get in touch with our team today. By preparing now, you’ll be in the best position to navigate these changes with confidence and keep your business compliant in this new era of employment law.