Managing employees/workers
Use our template letter to inform employees of changes to eligibility for statutory sick pay, now that the Employment Rights Act 2025 (Commencement No. 3 and Transitional Provisions) Regulations 2026 have been published. The new eligibility rules and transitional arrangements will come into force on 6 April 2026.
In this 60-minute webinar HR leader Rochelle Murinas talks through the changes which are designed to make SSP fairer and more accessible - but also mean businesses need to prepare for the financial and administrative impact.
This guide explains the statutory right of employees to take up to 52 weeks' bereaved partner's paternity leave if a child's primary carer dies.
In a last-minute twist in the rollout of new measures in the Employment Rights Act, employers have a new duty from 6 April 2026 to keep records relating to annual leave and holiday pay.
Use our updated template to reflect that sexual harassment can be raised as a whistleblowing concern. This legal change, introduced through the Employment Rights Act 2025 and in force from 6 April 2026, makes it clear that workers who blow the whistle on sexual harassment can benefit from whistleblowing protection.
Use our updated template wording to review and amend your organisation’s whistleblowing policy to explain when workers can speak up about sexual harassment through the whistleblowing route. This change, introduced by the Employment Rights Act 2025 and in force from 6 April 2026, makes it clear that workers who blow the whistle on sexual harassment can benefit from whistleblowing protection.
Updated to reflect that sexual harassment is added to whistleblowing legislation with effect from 6 April 2026.
Updated to reflect that the duty to keep records relating to statutory annual leave comes into force on 6 April 2026.
Sexual harassment is being added to the types of disclosure protected by whistleblowing law from 6 April 2026, under the Employment Rights Act 2025. Use this training to help line managers understand their responsibilities when workers speak up about sexual harassment.
Use our updated template wording to review and amend your organisation’s sick pay clause to remove wording that will no longer be accurate and reflect changes to statutory sick pay eligibility introduced through the Employment Rights Act 2025. These changes come into force on 6 April 2026.
HR and legal information and guidance relating to managing employees/workers.