Managing employees/workers
Updated to reflect an increase in the rate of statutory parental bereavement pay from 5 April 2026, and an increase to the rate of Small Employers' Relief.
Updated to set out the protected period for employees on bereaved partner’s paternity leave.
Updated to include new details on bereaved partner's paternity leave.
Updated to confirm that enhanced redundancy protections will apply for employees taking, or returning, from bereaved partner's paternity leave. HR teams should ensure that their redundancy policies and processes reflect this additional protection.
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.
HR and legal information and guidance relating to managing employees/workers.