Managing employees/workers
Updated to reflect an increase in the rate of statutory neonatal care pay from 5 April 2026, and an increase to the rate of Small Employers' Relief.
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.
The statutory maternity pay rate increased on 5 April 2026. The example in this FAQ has been updated with the new rate.
The duty to keep records relating to statutory holiday and holiday pay under the Employment Rights Act 2025 came into force from 6 April 2026. HR should review and update record‑keeping processes to ensure records demonstrating compliance are created and retained for at least six years.
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.
The sections in this policy on Notice to take maternity leave and Maternity pay have been updated to reflect that employers should accept a copy of the MAT B1 from 1 April 2026 and do not have to be shown the original. Providing medical evidence of the expected week of childbirth via this form is an important step for a pregnant employee who wishes to be paid SMP during their maternity leave.
This template letter, which refers to the MAT B1 form (certificate from a registered medical practitioner or midwife stating the expected week of childbirth), has been updated to make clear that a copy of the MAT B1 is acceptable from 1 April 2026 and the original does do not have to be provided to the employer.
This template form, which links to the Government's specimen MAT B1 and explains the MAT B1's purpose, highlights that employers should accept a copy of the MAT B1 from 1 April 2026 and do not have to be shown the original. Providing medical evidence of the expected week of childbirth via this form is an important step for a pregnant employee who wishes to be paid SMP during their maternity leave.
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.
Updated to reflect that Regulations have been passed extending the right to parental bereavement leave and pay to include miscarriages "experienced or detected" on or after 6 April 2026. HR teams should review their parental bereavement policies, and train managers on the forthcoming change to provide compassionate and compliant support.
HR and legal information and guidance relating to managing employees/workers.