What’s new in employment law?

Employment law is known for being fast paced. Developments in case law and legislation require employers to regularly review and adapt their workplace setups, processes and management. And this month (April) has seen a number of changes come into force in England and Wales, including as a result of the Employment Rights Act 2025 beginning to really take effect.

So, what are some things employers need to know?

The National Minimum Wage (NMW) has increased

This happens every April, and employers must take careful note and ensure their payroll is updated to reflect the higher hourly rates that apply:

NMW - £12.71 for those aged 21 and over. It’s £10.85 for workers aged between 18 and 20, and £8 for under-18s and apprentices.

Statutory Sick Pay (SSP) has changed

From 6 April 2026, an eligible employee is entitled to SSP from the first full day of their sickness absence. (This replaces the three-day wait that previously applied.) SSP is to be paid at 80% of the employee’s average weekly earnings, or the weekly rate of £123.25 if that’s lower. Eligible employees don’t need to earn a minimum amount to qualify for SSP.

Family leave from day-one

There is now a day-one right to paternity leave and unpaid parental leave. It is also now possible to take paternity leave after having taken shared parental leave.

Paternity leave for bereaved partners

The Bereaved Partner’s Paternity Leave Regulations 2026 have introduced the right to take time off work following a partner’s death during the first year of their child’s life, or the first year of adoption. Eligible partners (there is qualifying criteria) can take a block of up to 52 weeks’ unpaid leave.

Better protection for people reporting sexual harassment

Sexual harassment disclosures now count as qualifying disclosures in the whistleblowing context. So, a person who tells their employer about unwanted behaviour of a sexual nature may be protected from detriment and, if eligible, unfair dismissal. 

Stronger penalties in collective redundancies

Employers that failed to consult in collective redundancies used to face penalties of 90 days’ gross pay per employee. This has now increased to 180 days.  

Keeping holiday records

Employers must now make and retain records of their workforce’s annual leave. Days taken, leave carried over, holiday pay received, and payments in lieu are key aspects of this notetaking. The information has to be retained for at least six years. And failure to meet the requirements could lead to criminal sanctions.

For advice about any of the changes mentioned here, or for help in ensuring employment law compliance more generally, contact our team on employment@bsandi.co.uk or call us today on 01264 353411.