Managing employees/workers
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.
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.
HR and legal information and guidance relating to managing employees/workers.