Managing employees/workers
Paternity leave becomes a day-one right for employees under the Employment Rights Act 2025, effective from 6 April 2026. Use this training to help ensure line managers are aware of this change.
Ordinary parental leave becomes a day-one right for employees under the Employment Rights Act 2025, effective from 6 April 2026. Use this training to help ensure line managers are aware of this change.
Statutory paternity leave is a day-one right from 6 April 2026, but the service requirement remains in place for statutory paternity pay. Employers should make sure their practices reflect this and managers are aware of the change.
Eligibility for SSP is extended to more employees from 6 April 2026, as the Employment Rights Act 2025 removes the three-day waiting period and the minimum earnings requirement.
The Employment Rights Act 2025 adds information about sexual harassment to the list of protected disclosures from 6 April 2026. The change removes any doubt about whether this kind of information is covered by whistleblowing protection.
From 6 April 2026, the Employment Rights Act 2025 removes the three-day waiting period and minimum earnings requirement for eligibility for SSP. This simplifies the administration of SSP during a phased return to work.
From 6 April 2026, the Employment Rights Act 2025 removes the three-day waiting period and minimum earnings requirement for eligibility for SSP. This simplifies the administration of SSP during a phased return to work.
From 6 April 2026, the Employment Rights Act 2025 removes the three-day waiting period for eligibility for SSP. Employers no longer need to consider whether waiting days apply where the employee has intermittent pregnancy-related absence.
From 6 April 2026, the Employment Rights Act 2025 removes the three-day waiting period and minimum earnings requirement for eligibility for statutory sick pay. This guide has been updated to reflect the new rules.
We highlight that the GOV.UK page with the SSP1 form was updated on 6 April 2026 with a second version of the form that reflects changes to the rules on statutory sick pay eligibility in effect from that date. This prescribed form explains to a sick employee ineligible for statutory sick pay why they are not eligible and it is important that employers use the right version.
HR and legal information and guidance relating to managing employees/workers.