Employment updates you should have implemented or be implementing now.
- Bev Deans
- Mar 16
- 2 min read
Employment law changes are getting a lot of attention right now. While many reforms are still coming, there are several things employers should already have implemented. If you run a small business or manage people, these are the key updates to review now.
1. Inform Employees of Their Right to Join a Trade Union
As of February, employers must inform employees of their right to join a trade union, even if the organisation is not unionised and does not recognise a union.
Suggested contract wording:
You have the right to join or associate with any union of your choice, as well as participate in trade union activities. We respect and will facilitate these rights as required by law. However, we do not recognise any trade union for collective bargaining purposes and there are no collective agreements in place which affect your terms of employment.
From April, the process for recognising a trade union in the workplace will also be simplified.
2. Day One Rights Arriving in April
· Statutory Sick Pay (SSP) will be paid from the first day of sickness.
· The Lower Earnings Limit for SSP will be removed.
· Paternity leave will become a Day One right.
· Ordinary parental leave and unpaid parental leave will become Day One rights.
· The restriction on taking paternity leave after shared parental leave will be removed.
Action: Update your sickness, parental leave and payroll processes to ensure they reflect these changes.
3. Bereaved Partner Leave
Eligible fathers or partners will be entitled to up to 52 weeks of unpaid bereaved partner’s leave if the mother or primary adopter dies. This must be taken within 52 weeks of the child’s birth or adoption placement.
Ensure this entitlement is reflected in your family leave policies.
4. Whistleblowing Changes
Sexual harassment will become a qualifying disclosure under whistleblowing legislation. This means employees who report it will be protected from dismissal or detriment.
Update your whistleblowing policy to reflect this change.
5. Gender Pay Gap and Menopause Action Plans
For organisations with 250 or more employees, gender pay gap reporting and menopause action plans will be required. These will initially be voluntary but are expected to become mandatory from 2027.
Getting these plans in place now will make the transition much easier when they become mandatory.
6. Redundancy Consultation Penalties Increasing
The requirement to consult in redundancy situations remains the same, but the penalty for failing to consult will double from 90 days’ pay to 180 days’ pay.
What Should You Do Now?
· Review and update employment contracts
· Update key HR policies
· Check payroll systems are ready for SSP changes
· Brief managers on the new rights
If you're unsure whether your policies or contracts reflect these changes, BDHR Consultancy can help you review and update them so your business stays compliant.
BDHR Consultancy – Practical HR support for small businesses.
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