April has introduced a number of important employment law changes, and for many businesses, these will have a direct impact on how staff are managed on a daily basis. Some of the updates are already in force, and overlooking them could expose employers to unnecessary risk.
At Hilltop Solicitors, we’ve been advising clients on what these changes look like in practice. Below is a clear, practical overview, starting with the areas that are likely to have the most immediate effect.
The most urgent changes for employers
Sick pay now applies from the first day of absence
Employees are now entitled to receive Statutory Sick Pay as soon as they are off work, rather than after a short delay. In addition, eligibility has been widened so that all workers can qualify, regardless of how much they earn.
For employers, this is likely to increase short-term costs and may lead to more frequent claims for brief absences. It’s a good time to review how sickness is recorded and managed within your business to ensure everything is handled consistently.
Greater protection when employees raise concerns
If an employee reports sexual harassment, the law now treats this more clearly as a protected disclosure. In practical terms, this means they are legally protected if they speak up.
For businesses, the focus should be on making sure concerns are dealt with properly. Having clear procedures, training managers, and responding appropriately to complaints will help reduce the risk of disputes.
Redundancy processes carry higher risk
The consequences of getting redundancy procedures wrong have become more serious. Compensation for failing to follow the correct consultation process has increased significantly.
If your business is considering restructuring or reducing staff, it is important to approach this carefully from the outset. Taking advice early can help avoid costly mistakes later on.
Changes affecting employee entitlements
Paternity leave is now a day one right
Employees are no longer required to complete a qualifying period before taking paternity leave. They can request it from the start of their employment.
There is also increased flexibility in how leave can be taken, along with new provisions supporting employees in difficult personal circumstances. Employers should ensure their policies reflect these changes and that staff are treated consistently.
A new enforcement body is now active
A new authority has been introduced to oversee employment rights and ensure businesses are meeting their obligations. It has the power to investigate, inspect, and take action where necessary.
This signals a move towards stricter enforcement, meaning it is more important than ever for employers to stay compliant.
Other updates not to overlook
Record-keeping for annual leave
Businesses are now expected to maintain detailed records of employees’ holiday entitlement and pay over a longer period.
Accurate record-keeping will be important if any issues arise in the future, particularly in relation to pay or unused leave.
Trade union rules have been relaxed
It is now easier for trade unions to gain recognition within a workplace. Fewer barriers mean that even a relatively small group of employees could initiate the process.
Employers may want to be prepared for this possibility, even if it hasn’t been an issue previously.
Looking ahead
Further changes are expected later this year, including extended time limits for employment claims and new responsibilities on employers to actively prevent workplace harassment. There will also be tighter controls around changing employee contracts through dismissal and re-engagement.
Final thoughts
These updates are likely to affect most businesses in one way or another. In many cases, the key is making sure your processes, policies, and documentation are up to date and applied correctly.
If you are unsure how these changes apply to your business, or you would like support reviewing your current arrangements, Hilltop Solicitors can provide clear and practical guidance.
Marriam Sohail
Hilltop Solicitors
London Solicitor (Croydon Based)
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