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.
From 6 April 2026, the Employment Rights Act 2025 removes the three-day waiting period for eligibility for SSP. Employers no longer need to consider whether waiting days apply where the employee has intermittent pregnancy-related absence.
From 6 April 2026, the Employment Rights Act 2025 removes the three-day waiting period and minimum earnings requirement for eligibility for statutory sick pay. This guide has been updated to reflect the new rules.
Various changes under the Employment Rights Act 2025 took effect on 6 April 2026. HR should begin planning for further reforms due to be introduced later in 2026.
Updated to reflect that irregular hours and part-year workers with holiday years starting on or after 1 April 2024 can carry over all of their holiday entitlement if they have not used it because of sickness absence.
Updated to include additional information on the risks of dismissing employees who are entitled to receive payments under a permanent health insurance scheme.
Practical guidance on managing an employee who goes on sickness absence while subject to a performance improvement plan (PIP), including dealing with short-term and long-term sickness absence; absence that is related to the performance management procedure; and when it may be appropriate to consider a settlement agreement.