Sick Pay Reforms are now Day One Right
Ensure your payroll provider has updated their systems too, the lower cap for SSP has been removed and the amount payable is £123.25 or 80% of average weekly earnings (AWE) whichever is the lower amount. If you use breathe HR ensue you are logging onto the system and update your policy.
Statutory Paternity Pay and Leave
Day one right removing service eligibility requirements, which brings paternity in line with a growing number of family-friendly rights and reflects a clear policy direction towards early support for working parents. New rate is £194.32 or 90% of their average weekly earnings whichever is the lower.
Whistleblowing Protections Extended
The reporting sexual harassment has become a qualifying disclosure. For employers this elevate the importance of:
Treating harassment complaints as potential protected disclosures.
Aligning grievance, harassment and whistleblowing procedures and.
Training managers on how to handle complaints safely and lawfully from the outset.
Bereaved Partners Paternity Leave
From 6 April 2026, the Bereaved Partners Paternity Regulations introduce an entirely new right.
Who is entitled to BPPL?
An employee (workers are excluded) will qualify where:
The child’s primary carer has died.
The employee is the child’s father, or is married to or the civil partner of the child’s mother or adopter, and
The employee has main responsibility for the child’s upbringing.
How much Leave?
A single period of up to 52 weeks ‘unpaid leave’
Leave must usually be taken within 52 weeks of the birth or adoption placement
If the bereavement occurs within 13 days of the end of that window, up to 14 days leave may still be taken
Notice Requirements
The notice regime is intentionally flexible reflecting the circumstances.
Leave starting within eight weeks of bereavement
Notice may be oral or written
It must be given before the employee is due to start work on the first day of leave
Leave starting more than eight weeks after bereavement
Notice must be in writing
At least one weeks’ notice is required
All notices must include key factual information, including the bereavement date and proposed leave dates. In some cases, additional declarations will also be required.
Changing or Cancelling Leave
Employees may vary or cancel leave, subject to further notice requirements, which depend on timing. Return dates may also be changed, with notice ranging from one to eight weeks.
Where the Child also Dies
If the child also dies (or is returned following adoption) the employee may still take up to eight weeks ‘unpaid BPPL, provided they had not already taken any leave.
During BPPL
The contract continues, except pay.
Up to 10 keeping in touch days are permitted
Provided at least six weeks of BPPL are taken the employee is entitled to first refusal of suitable alternative employment in a redundancy situation which arising during the leave or in the 18-month period following the child’s birth/date of match for adoption; and
Protection from detriment and unfair dismissal for taking or seeking to take BPPL applies
Fair Work Agency
Are stepping into enforce contracts, pay, holiday pay and records of leave as well as working time records, it is now a requirement to keep all records of holiday, pay and absence for 6 years. If you use breathe HR software then you are covered if not then get in touch we can help set this up for you.
Trade Union Recognition
The balance of power in statutory recognition processes is shifting decisively.
Removal of the requirement for unions to secure support from at least 40% of all workers in the bargaining unit – a simple majority votes cast will now suffice.
A new power for the Government to reduce the union membership threshold for applications to the CAC from 10% to as low as 2%
Removal of the requirement for unions to demonstrate likely majority support at the application stage
Additional procedural changes will also apply:
Employees hired more than 10 days after a recognition application is received wil not be eligible to vote or counted in the bargaining unit
Restrictions to unfair practices will apply soon as the CAC accept the application rather than only once a ballot is ordered
Together these reforms make stator recognition easier to achieve and harder to resist. Employers without established employee engagement strategies may wish to revisit them now.
Collective Redundancy Consultations
Businesses are struggling we see it and feel your pain, but we have to ensure that the process and consultation has been carried out effectively whatever size of organisation you are. The current reforms focus more on the large-scale restructures; however, we would advise you to review your current redundancy planning process with a renewed focus on:
Identifying trigger points earlier
Ensuring consultation starts in good time, and
Documenting decision-making carefully
Get in Touch
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