Updated following the publication of Government guidance on gender equality action plan reporting. Organisations can use the new information to voluntarily report and publish their action plans alongside gender pay gap reporting.
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.
Increased national minimum wage rates apply from 1 April 2026. The example calculations in this guide, which help employers check their compliance in different scenarios, have been updated with the new rates.
Updated to refer to the Government's statement confirming its commitment to legislating for mandatory ethnicity pay gap reporting. Although implementation dates are still to be confirmed, the Government's statement should embolden employers to begin preparing. To help you get started, this detailed guide includes sections on gathering ethnicity data for the workforce and defining the groups to report on, while taking into account the need for employee anonymity and statistical robustness.
Updated to reflect the new statutory pay rates in force from April 2026. Employers can use this information as a way to demonstrate the value of their reward offering.