New Law and Numbers to Know
The implementation dates for the various provisions of the Employment Rights Act 2025 are coming thick and fast. We have set out below the most pressing changes of which employers need to be aware.
There are also a number of forthcoming changes to rates and limits. For some of these changes, we are eagerly awaiting more information and will continue to update you when we can!
Thank you again to all who attending our Employment Law and Tax Seminar, please keep an eye out for future events.
With April 2026 fast approaching, there are a number of changes coming into effect on 6 April 2026 under the Employment Rights Act 2025, including the following:
- Bereaved Partners’ Paternity Leave – bereaved fathers and partners can take up to 52 weeks of paternity leave if the mother or primary adopter dies within the first year of the child’s life
- ‘Day 1’ rights to Paternity Leave and Unpaid Parental Leave
- Protective award for failure to collectively consult in cases of 20 or more redundancies will double to 180 days’ gross pay
- Whistleblowing – sexual harassment will be specifically included in the list of ‘protected disclosures’
- Statutory Sick Pay (SSP) removal of:
- Lower Earnings Limit (LEL)
- Waiting days
- The Fair Work Agency will come into being, with specific enforcement powers for SSP, NMW and holiday pay, including the ability to bring and support claims, and to issue notices of underpayment.
Rates and Limits
In addition to the above, a number of rates are changing as of 6 April 2026, so here are the numbers all employers need to know:
If the employment team can be of any assistance, please do not hesitate to get in touch with Gemma at info@tyrlaw.co.uk or by calling +44 (0)113 512 1050.
