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- Date:
- 6 December 2024
- Type:
- Commentary and insights
The Employment Rights Bill packs 28 imposing employment law reforms into its 158 pages. While HR professionals await the substantive details needed to flesh out the Bill, we outline the key policies that you will need to update and an overview of what those updates might involve.
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- Type:
- Employment law guide
Updated to reflect the increase in the rate of statutory sick pay, effective from April 2025.
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- Date:
- 22 November 2024
- Type:
- News
The 2025-26 rates for statutory maternity, paternity, adoption, shared parental and sick pay have been published by the Government.
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- Date:
- 24 October 2024
- Type:
- Podcasts and webinars
In this webinar, Brightmine legal editors Stephen Simpson and Zeba Sayed explain what the changes are going to be, what employers can do now to begin preparing and the potential timelines for implementation.
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- Type:
- Legal timetable
Updated to reflect the launch of a Government consultation on strengthening statutory sick pay, which was published on 21 October 2024.
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- Date:
- 18 October 2024
- Type:
- Survey analysis
The first draft of the Employment Rights Bill was published on 10 October - just ahead of 100 days into the new Labour Government. We take an early look at how HR is reacting to the changes included in the Bill.
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- Date:
- 11 October 2024
- Type:
- Commentary and insights
After months of waiting, the Government has finally published the first draft of its wide-ranging Employment Rights Bill, which will make radical changes to employment law in the next few years. Now that the Employment Rights Bill has begun its progress through Parliament, we highlight the key points from the first draft for HR professionals.
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- Type:
- Quick reference
Following the publication of the Employment Rights Bill on 10 October 2024, we summarise its key provisions.
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- Date:
- 22 August 2024
- Type:
- News
More than a fifth of people who had to take leave due to an injury last year were not paid while they recovered, according to MetLife UK.
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- Type:
- FAQs
Yes. An employee who has "no recourse to public funds" because of their immigration status will be entitled to statutory family-related pay and statutory sick pay, provided that ...