The Government has updated its gender pay gap reporting guidance to say that calculations must be based on employees’ biological sex. The guidance attempts to provide examples of how employers might obtain reliable data, but employers may find it difficult in practice.
To be eligible for statutory sick pay (SSP), an employee must have performed some work for the employer under their employment contract ...
Eligibility for SSP is extended to more employees from 6 April 2026, as the Employment Rights Act 2025 removes the three-day waiting period and the minimum earnings requirement.
The Employment Rights Act 2025 adds information about sexual harassment to the list of protected disclosures from 6 April 2026. The change removes any doubt about whether this kind of information is covered by whistleblowing protection.
From 6 April 2026, the Employment Rights Act 2025 removes the three-day waiting period and minimum earnings requirement for eligibility for SSP. This simplifies the administration of SSP during a phased return to work.
The maximum amount of a week's pay for calculating the basic unfair dismissal award is increased for dismissals on or after 6 April 2026.
The maximum amount for a compensatory award is increased for claims about dismissals on or after 6 April 2026.
Increased guideline amounts for injury to feelings compensation apply for claims made on or after 6 April 2026.
The statutory maternity pay rate increased on 5 April 2026. The example in this FAQ has been updated with the new rate.
From 6 April 2026, employers have a duty to keep records relating to statutory annual leave for at least six years, under provisions in the Employment Rights Act 2025.