Managing employees/workers
With just weeks to go until implementation on 6 April 2026 and employers running out of time to prepare, the Regulations setting out the detail of bereaved partner's paternity leave have been finalised. Smooth your preparations by making use of our new model Bereaved partner's paternity leave policy, which was published well in advance and is proving to be among our most popular resources in March 2026.
This quick reference explains the statutory entitlement of eligible employees to statutory neonatal care pay if their child, or a child with whom they have a qualifying relationship, requires medical or palliative care and was born on or after 6 April 2025.
While the Employment Rights Act 2025 removes the qualifying period for statutory paternity leave from 6 April 2026, the qualifying requirements for statutory paternity pay remain the same.
The case of Milrine v DHL Services Ltd dealt with how an otherwise fair dismissal can be turned into an unfair one if the employer fails to offer an appeal, or conducts a poorly managed appeal process. The case is a reminder for HR of the importance of ensuring that employees are offered the right to appeal against disciplinary decisions, and that appeals processes are conducted robustly.
Updated to include additional information on leave requirements in Austria, Canada, Denmark, Finland, Hong Kong, Hungary, India, Indonesia, Japan, Philippines, Switzerland, UAE, UK and US.
The restriction preventing employees from taking paternity leave after a period of shared parental leave is removed from 6 April 2026. Employers will need to make sure their policies reflect this change.
The cancellation of thousands of flights and the closure of airspace in the Middle East are having an impact on the workplace, particularly when employees are left stranded or their holiday plans are affected. How should employers tackle workplace issues arising from the flight disruptions caused by the US and Israel's war with Iran?
Updated to include a new Bereaved partner's paternity leave policy.
Updated to confirm that these measures are due to come into effect in 2027, according to the Government's updated timeline.
In April 2026, HR professionals face the challenge of dealing with business-as-usual employment law changes, such as increases in statutory maternity, paternity and sick pay, while also dealing with a raft of major changes introduced by the Employment Rights Act 2025. We look at what HR needs to do to meet its employment law obligations this spring.
HR and legal information and guidance relating to managing employees/workers.