Number 1 HR Newsletter - May 2026
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Dear , I hope you are having a great start to the summer./p> Eight significant employment law changes arrived in April 2026. These are not optional updates - they affect your pay systems, policies, contracts, and how your managers operate. Below we've set out what changed and what it means for you. The full timeline through 2027 is available on our website. |
| April 2026 - The Eight Key ChangesWhat arrived and what you need to do |
Statutory Sick Pay - Day One SSP now payable from day one of sickness. The three waiting days are gone. Lower Earnings Limit removed - more employees eligible. |
| | Day One Leave Rights Paternity and ordinary parental leave are now day-one rights. No qualifying service required. Your policies need updating. |
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Holiday Records - 6 Year Retention You must keep detailed records of annual leave and holiday pay for six years. Criminal offence if not complied with. |
| | Sexual Harassment - Whistleblowing Protection Sexual harassment complaints now have automatic whistleblowing protection. Stronger legal safeguards against retaliation. |
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Collective Redundancy Award Doubles The maximum protective award now 180 days' pay per employee (up from 90) if consultation is missed. The cost of errors has doubled. |
| | Fair Work Agency New enforcement body consolidates minimum wage, holiday pay, and SSP enforcement. Wide-ranging inspection powers now active. |
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Trade Union Recognition Simplified The statutory recognition process is now simpler. A simple majority of votes cast is sufficient for recognition. |
| | Menopause & Gender Pay Plans Voluntary action plans on gender equality and menopause support now in effect. Mandatory for 250+ organisations in 2027. |
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Flexible Working - Getting It Right The Employment Relations (Flexible Working) Act 2023 gives every employee the right to make a formal statutory request for flexible working from day one. But the process is strict. You cannot simply refuse because it is inconvenient. You must consult, discuss alternatives, and provide a written decision citing one of only eight statutory reasons - or face a tribunal claim. From 2027, the law will also require you to show that any refusal is reasonable, not just within a statutory ground. Getting this procedure right matters. Read our guide to flexible working requests → |
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Holiday Records - A Hidden Complexity From 6 April 2026, you must keep detailed records of annual leave and holiday pay for six years. If you employ only full-time staff, this is straightforward. But if you have part-time colleagues or flexible working arrangements, it becomes complicated. Spreadsheets quickly become unwieldy. We have reviewed the systems available and become BreatheHR partners because it helps us manage this complexity. If you are moving on from spreadsheets it is worth exploring this tool. Read more about holiday record-keeping → |
If any of these changes need attention and you would like our help - whether it is policy updates, manager training, payroll checks, or a full audit - we are here. Please do not hesitate to get in touch. Kind regards, Charlotte, Wendy, Manoj and Karen The Number 1 HR Consultancy |
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