News

2026

15th January 2026
Government U-turn on Digital ID
The UK government has scrapped plans for a single, Government-issued national digital ID, but digital right-to-work checks remain mandatory. Employers now have more flexibility with approved digital credentials like e-visas and e-passports.
  • Digital checks remain mandatory, but the government is shifting to a flexible framework.
  • Employers can now accept alternative digital credentials — for example, e‑visas, e‑passports, or other authorised digital documents — instead of a single national digital ID.
  • Ministers will launch a wider public consultation to clarify how the revised system will function in practice.
For HR teams, the essential takeaway is that digital right-to-work verification remains compulsory, yet the burden on employees and employers for a specific scheme has been relaxed. The focus now shifts to integrating different digital credentials alongside any future ID platform, with further guidance expected post-consultation.

The UK Government has confirmed a new round of minimum wage increases taking effect on 1 April 2026, following the full adoption of recommendations made by the independent Low Pay Commission (LPC):

  • National Living Wage (NLW) 21 years and over will rise from £12.21 to £12.71 (4.1% rise)
  • National Minimum Wage (NMW) for 18 – 20 years will rise from £10.00 to £10.85 (8.5% rise)
  • NMW for younger workers 16-17 years will rise from £7.55 to £8.00 (6% rise)
  • The apprentice rate for under 19 years or over 19 years in their 1st year of apprenticeship rises from £7.55 to £8.00 (6% rise)

 

Major reforms to trade union and industrial action laws will take effect on 18 February 2026 under the Employment Rights Act 2025, reshaping how employers manage workplace relations, workforce risk, and dispute resolution. These changes simplify the route to lawful industrial action and strengthen protections for participating workers.

For a complete overview of the 18 February trade union reforms and all Employment Bill 2025 updates rolling out across 2026, download our comprehensive factsheet.

National Apprenticeship Week

This National Apprenticeship Week comes at a crucial time, with significant reforms designed to make apprenticeships more accessible, flexible, and valuable for employers. 

Apprenticeships continue to offer clear business advantages: 

  • Tailored training aligned to your organisation’s needs.  
  • Reduced training costs, with government funding covering up to 100% depending on business size.  
  • Access to a broader and more diverse talent pipeline, helping address skills gaps and support long‑term workforce development. 

Key Reforms Employers Should Be Aware Of 

  • Faster programme approvals: New and updated apprenticeship standards can now be approved in as little as 3 months, helping employers respond rapidly to changing skills demands.  
  • Significant new investment: A £725m funding package will create 50,000 new apprenticeships, with the government fully funding training for under‑25s in SMEs—removing the previous 5% co‑investment cost.  
  • Flexible short‑course options: From April 2026, employers can use new modular short courses in priority areas such as AI, engineering and digital skills, making upskilling more agile.  
  • Streamlined assessment model: The end‑point assessment approach is being replaced with more flexible, simplified assessment principles, reducing duplication and easing delivery.  
  • Reduced duration where appropriate: Some apprenticeships can now be completed in 8 months instead of 12, supporting faster development of talent. 

With these changes, apprenticeships are becoming a more practical, cost‑effective and responsive route for employers to attract, develop and retain the skilled workforce they need. 

As these reforms take shape, now is the ideal time for employers to revisit their early‑career and workforce development strategies and explore how apprenticeships can support future growth. 

Resources:

https://www.amazingapprenticeships.com/resources/employer-guide-getting-started-with-apprenticeships/

https://www.apprenticeships.gov.uk/employers

 

 

Major reforms to trade union and industrial action laws will take effect on 18 February 2026 under the Employment Rights Act 2025, reshaping how employers manage workplace relations, workforce risk, and dispute resolution. These changes simplify the route to lawful industrial action and strengthen protections for participating workers.

For a complete overview of the 18 February trade union reforms and all Employment Bill 2025 updates rolling out across 2026, download our comprehensive factsheet.

Hybrid working is evolving fast.
Our latest Kestrel HR blog breaks down the key trends for 2026, including rising demand for time‑based flexibility, unequal access to hybrid options, and what employers should focus on to keep teams productive and supported.
If you’re reviewing your approach to hybrid working this year, this quick read will help. Read more

Employment Rights Bill: Key Changes Coming into Force This April

Major reforms under the Employment Rights Act 2025 take effect from 6 April 2026, bringing significant new protections for employees and new compliance demands for employers.
Key updates include day‑one rights to paternity and unpaid parental leave, removing the long‑standing service requirements for both entitlements. Statutory Sick Pay will also change substantially, becoming payable from the first day of sickness while removing the lower earnings limit, widening eligibility for lower‑paid and part‑time staff. 

Further updates include strengthened whistleblowing protections for those reporting sexual harassment, along with a rise in the maximum protective award for collective redundancy breaches from 90 to 180 days’ pay—a major shift in organisational risk for employers. 

To help organisations prepare, we’ve produced a clear, practical Kestrel HR factsheet summarising all April 2026 changes and the actions employers should take now.

Read the full Kestrel HR factsheet here 

A major shift in how workplace rights are supported and enforced is coming soon. On 7 April 2026, the UK Government will launch the new Fair Work Agency (FWA)—a single, central body designed to make understanding and accessing employment rights simpler for everyone. 

The FWA will bring together several existing enforcement functions, including oversight of the National Minimum Wage, agency worker protections, gangmaster licensing, and broader investigations into labour exploitation. The goal is to reduce confusion by giving employers and workers one clear place to go for guidance, support, and enforcement. For most employers who already follow good practice, the change should make things easier—not harder.

Over time, the agency will also take on additional responsibilities, such as enforcing statutory sick pay, running the employment tribunal penalty scheme, and—importantly—introducing state enforcement of holiday pay for the first time. This expanded remit is intended to strengthen compliance and ensure a more consistent approach across the full spectrum of workplace rights.

With the launch just around the corner, businesses are encouraged to familiarise themselves with upcoming enforcement policies and review their current employment practices. The government says the new, streamlined approach should provide clearer guidance for employers and stronger protections for workers—ultimately creating a fairer, more transparent system for all.

Resources:

https://www.business.gov.uk/campaign/employment-changes/employers/fair-work-agency/

 

Menopause Action Plans: What Employers Need to Know

From April 2026, large UK employers (250+ employees) can voluntarily publish a Menopause Action Plan, ahead of this becoming mandatory in 2027 under the Employment Rights Act 2025. This transition period gives organisations time to prepare, review policies, and strengthen menopause support in the workplace. Download our factsheet to understand the requirements and next steps.

Statutory Rates 2026/27 Factsheet Now Live
Stay compliant and plan with confidence using our newly released Statutory Rates 2026/27 factsheet. Covering everything from National Minimum Wage and National Insurance to Statutory Sick Pay, family‑related payments, redundancy, and tribunal awards, this essential guide brings together all the key updates effective from April 2026 in one easy‑to‑read summary.
 

2025

6th January 2025

Our New Year edition of our Newsletter is out now.

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Employers who do not adhere to the statutory code of practice on dismissal and re-engagement, often referred to as “fire and rehire,” may face increased compensation penalties from 20th January 2025.

Under the new code, tribunals can raise compensation awards by up to 25% if it is determined that an employer has unreasonably failed to follow it.

Parents to receive neonatal care leave and pay as a day one right.

The Neonatal Care (Leave and Pay) Act 2023 will come into force from 6th April 2025 (subject to Parliament approval).

The right will allow up to 12 weeks leave, in addition to other statutory leave entitlements, where a baby is placed in neonatal care for 7 days or more, within the first 28 days of birth.

Neonatal Care (Leave and Pay) Act 2023 Kestrel HR Factsheet

https://www.gov.uk/government/news/parents-to-receive-day-one-right-to-neonatal-care-leave-and-pay

Our February Newsletter is out now, with lots of HR and recruitment information and updates. This month we look at the rise in flexible working, the benefits and the latest legislation. As it’s National Apprenticeship Week, we share the latest Government reforms for 2025, and why it’s a good time to invest in the scheme.
Don’t miss out, subscribe today:

https://kestrelhr.co.uk/newsletter/

Kestrel HR March Newsletter is out now!
This month, we’re diving into two crucial topics:
1️⃣ Employee Retention: Discover effective strategies to keep your top talent engaged and committed. Our latest blog explores innovative approaches to foster a thriving workplace culture.
2️⃣ International Women’s Day: Why it’s important to celebrate in the workplace.
Don’t miss out, subscribe today:

https://kestrelhr.co.uk/newsletter/

This week, the Government released a set of amendments to the Employment Rights Bill, building on consultations conducted last year. These amendments primarily address provisions concerning zero-hours contracts, trade union legislation, and protections for agency workers.

Key Amendments to the Employment Rights Bill:

Clampdown on Zero-Hours Contracts:

The legislation introduces a prohibition on zero-hours contracts, ensuring that both direct employees and agency workers receive contracts that guarantee a minimum number of hours each week. This measure seeks to provide greater job security and predictability for workers who have historically faced uncertain working patterns.

Guaranteed Hours for Agency Workers:

Agency workers will now have the right to contracts that reflect the hours they regularly work, based on a reference period, typically 12 weeks. This change aims to close potential loopholes that previously allowed for the exploitation of zero-hours contracts within the agency sector.

Shared Responsibility for Shift Notices and Cancellations:

Both end hirers and employment agencies are mandated to provide reasonable notice of shifts, cancellations, or changes. Additionally, agencies are responsible for compensating workers when shifts are cancelled on short notice, with provisions to recoup these costs from end hirers when appropriate.

Enhanced Statutory Sick Pay:

All workers, including those on low incomes, will be eligible for statutory sick pay from the first day of absence. This move addresses previous gaps in support for low-paid workers during periods of illness.

Regulation of Umbrella Companies:

The government has introduced new measures to regulate umbrella companies, ensuring that agency workers employed through these intermediaries receive the same protections as directly hired workers. These regulations aim to prevent tax avoidance schemes, safeguard workers’ rights, and ensure that payment practices are transparent and fair.

Establishing a Modern Industrial Relations Framework: 

The government is reforming the legislative framework for trade unions to better reflect contemporary work practices. Our goal is to create industrial relations built on collaboration, fairness, and accountability while ensuring a balanced approach that considers the interests of workers, businesses, and the wider public.

Reactions from Stakeholders

Trade Unions:

Union leaders have lauded the amendments as a significant advancement for workers’ rights, emphasising the positive impact on job security and working conditions.

Business Leaders:

Conversely, some business groups have expressed concerns that the increased regulatory measures could hinder job creation and economic growth by imposing stringent regulations.

Looking Ahead

The government plans to consult extensively on the detailed implementation of these proposals, with the new rights expected to come into force in 2026.

These amendments signify a comprehensive effort to enhance workers’ rights across the UK, aiming to create a more equitable and secure working environment for all.

Kestrel Comment…

 “It’s clear what the direction of traffic is for the government, and while there may be some minor amendments in the coming months, it looks like a process for minimising the presence of zero-hour (ZH) contracts is coming.

 For responsible employers, this is no bad thing, and the eradication of exploitative working practices is something we can all support. That said, for those who operate in the ‘zero-hour’ contract world, it’s common for employees to prefer the flexibility they offer.

 To prepare for the legislation, and to reduce the impact on your business when the regulations come in, why not start planning now?

 Each business has its own particular challenges, but as a start, why not collate the people you employ on ZH contracts. Take a rolling 12-week average of the hours they work. If it is consistent, say an average of 16-hours a week for example, consider offering them a guaranteed hours contract. If they want it, you’ll just be contracted for the hours they are already working, and if they decline, you’ll have a record and a clear process to demonstrate your responsible practice.

 If you’d like to discuss your specific challenges and concerns, drop us a note for an initial chat. We’re happy to help, and as with most things… it’s best to think about it while it’s important… and not yet legislatively urgent.”

Contact us.

Amendment to Employment Rights Bill: Right to Bereavement Leave

 This amendment to the Employment Rights Bill, will grant women and their partners, in England, Wales and Scotland, the right to bereavement leave following a miscarriage before 24 weeks of pregnancy. This new legislation ensures that both mothers and their partners can take up to two weeks of statutory bereavement leave, acknowledging the profound physical and emotional impacts of pregnancy loss

This change is a crucial step towards supporting employee wellbeing and providing the necessary time to grieve without financial or professional pressure. Employers are encouraged to integrate this new provision into their existing bereavement and family leave policies, ensuring compassionate and legally compliant handling of miscarriage-related leave requests.

It is expected that the Employer Rights Bill will come into force in 2026.

Employment Law Changes happening In April

1st April 

  • National Minimum Wage rises.

6th April

  • Neonatal Care (Leave and Pay) Act comes into forces.
  • New limits on statutory redundancy pay are introduced.
  • Increases in statutory sick pay and family-related pay.
  • Employment tribunal awards limits increase.

Find out further details by downloading Kestrel HR factsheets.

The following statutory legislation is now in force:

  • National Minimum Wage rise
  • Neonatal Care (Leave and Pay) Act 
  • New limits on statutory redundancy pay 
  • Increase in statutory sick pay and family-related pay
  • Increase in employment tribunal awards limits

Find out further details by downloading Kestrel HR factsheets.

On April 16, 2025, the UK Supreme Court delivered a landmark ruling in For Women Scotland Ltd v The Scottish Ministers, clarifying that under the Equality Act 2010, the terms “man”, “woman” and “sex” refer strictly to biological sex. This decision was made in response to challenges regarding the inclusion of transgender women in the definition of “woman” for legal protections and rights.

Download our factsheet now

The latest Kestrel HR newsletter is out now. This edition covers insights into the future of workplace learning, awareness days to celebrate in May, and much more. If you’re interested in staying updated with the latest HR and Recruitment news, subscribe today!

 

The new immigration white paper, titled “Restoring Control over the Immigration System,” was released by the government today. It outlines significant reforms aimed at reducing net migration and strengthening border controls. 
 
Implications for Employers and HR:
 
Higher Skills Standards:
The threshold for skilled workers has been raised to RQF 6 (Graduate level) and above. This means employers will need to focus on recruiting highly skilled workers and may face challenges in filling positions that previously required lower skill levels.
 
Salary Thresholds:
Salary thresholds for immigration will increase, and the immigration salary list, which provided discounts from salary thresholds, will be abolished. Employers will need to offer competitive salaries to attract international talent.
 
Domestic Training Requirements:
Employers will be required to boost domestic training efforts to reduce reliance on international recruitment. This could involve investing more in training programs and apprenticeships for local workers.
 
Limited Access to Points-Based System:
Access to the points-based immigration system will be restricted to occupations with long-term shortages, as advised by the Migration Advisory Committee (MAC). Employers in sectors with temporary or fluctuating needs may find it harder to recruit internationally.
 
Industries Particularly Affected:
 
Adult Social Care:
Overseas recruitment for social care visas will end. Employers in this sector will need to develop robust domestic workforce strategies to fill gaps.
 
Higher Education:
Institutions sponsoring international students will face stricter requirements and interventions if they fail to comply with sponsor duties. This could impact universities and colleges that rely heavily on international students.
 
Technology and Engineering:
With higher skill thresholds and salary requirements, tech and engineering firms may need to adjust their recruitment strategies to attract top-tier international talent.
 
Hospitality and Agriculture:
These sectors, which often rely on lower-skilled international workers, may face significant challenges due to the raised skill thresholds and reduced access to the points-based system.
 
Overall, the white paper aims to shift the focus towards domestic workforce development and higher-skilled immigration, which will require employers and HR departments to adapt their recruitment and training strategies accordingly.
 
We are dedicated to supporting the care sector and would love to discuss how Kestrel HR can benefit your organisation.
 
We offer expert guidance in talent acquisition and workforce planning, helping organisations adapt to the new immigration landscape and ensure they have the skilled staff needed to provide high-quality care.
 

For support in navigating these recruitment changes, contact us today for an initial chat.

https://www.gov.uk/government/publications/restoring-control-over-the-immigration-system-white-paper
 
 

Celebrating International HR Day 2025!
Today, we celebrate the heart of every organisation — Human Resources.
At Kestrel HR, we believe HR is more than just a department — it’s the strategic engine that drives organisational culture, employee performance, and sustainable business growth.
This year’s theme, “Leading in a New Way”, reflects the evolving role of HR leaders as they guide organisations through new ways of working — with empathy, agility, and inclusivity at the core.

Why HR Matters More Than Ever:
HR professionals have been at the forefront of change — managing hybrid workforces, supporting employee wellbeing, and ensuring business continuity. Their impact may be behind the scenes, but it’s felt across every level of the organisation.

How You Can Celebrate HR Today?
– Say a simple thank you to your HR team
– Nominate them for internal recognition
– Feature their work in your company newsletter or intranet
– Invest in their continued development and wellbeing
Let’s not just celebrate — let’s commit to supporting HR teams in their mission to lead with purpose, people, and progress.
Need expert support with HR or Recruitment?
Contact us today for a free initial consultation.

This week, we recognise the incredible contribution of unpaid carers — and the need for workplaces to support them fairly and fully.
1 𝘪𝘯 4 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘤𝘢𝘳𝘦𝘳𝘴 have had to take a lower-paid or more junior role due to their caring responsibilities. That’s not just a personal cost — it’s a workplace equality issue.
Employers can make a real difference.
Here are some ways to take action:
✔️𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝘄𝗶𝘁𝗵 𝗣𝗼𝗹𝗶𝗰𝘆 & 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲
– Promote the statutory Carer’s Leave and consider offering enhanced paid leave.
– Introduce a Carer’s Passport to document and support individual needs.
– Offer flexible working, job-sharing, and remote options.
✔️𝗕𝘂𝗶𝗹𝗱 𝗮 𝗖𝗮𝗿𝗲𝗿-𝗙𝗿𝗶𝗲𝗻𝗱𝗹𝘆 𝗖𝘂𝗹𝘁𝘂𝗿𝗲
– Train managers to identify and support carers with empathy and discretion.
– Launch carer networks or peer support groups.
– Recognise and celebrate carers during Carer’s Week and beyond.
✔️𝗥𝗲𝘃𝗶𝗲𝘄 𝗮𝗻𝗱 𝗥𝗲𝗳𝗹𝗲𝗰𝘁
– Audit policies to ensure they’re inclusive of carers.
– Include carers in your DEI strategy and employee wellbeing plans.
Let’s create workplaces where no one has to choose between their career and caring for a loved one. 
Download our free Carers Leave factsheet for UK employers to find out the key points and stay up-to-date.

Following today’s amendment to the Employment Rights Bill, parents who experience pregnancy loss before 24 weeks will now be entitled to bereavement leave. This landmark change recognises the profound grief of early pregnancy loss and ensures affected employees have the legal right to take time off to grieve. It marks a significant step forward in workplace compassion and support for families across the UK.

Key implications for employers:

  • The right to bereavement leave will be a day-one entitlement.
  • Employers must update HR policies and train managers to handle these situations sensitively.
  • While the leave is not currently required to be paid, employers may choose to offer enhanced support.
  • Implementation is not expected until 2027, giving organisations time to prepare for compliance .

UK Immigration Rules Are Changing – Are You Ready?
From today, major updates to the UK Immigration Rules take effect — including higher salary thresholds, the closure of the overseas care worker route, and a shift toward prioritising graduate-level roles.
We have created a clear, concise factsheet to help employers and HR professionals navigate these changes with confidence.
Download it today and stay compliant:

https://kestrelhr.co.uk/kestrel-hr-factsheets/

August is here — and so is our latest Kestrel HR newsletter!
This month, we’re diving into one of the most challenging (and important) aspects of leadership and HR:
𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝗗𝗶𝗳𝗳𝗶𝗰𝘂𝗹𝘁 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲
From giving feedback to resolving conflict, our guide offers practical strategies for handling tough talks with empathy, clarity, and confidence.

Read the full newsletter here: 

https://kestrelhr.co.uk/newsletter/

 

Real Living Wage Rises to £13.45 – A Boost for Nearly Half a Million Workers

The Living Wage Foundation has announced a significant increase to the UK’s voluntary real living wage, raising the national rate by 6.7% to £13.45 per hour, and the London rate by 6.9% to £14.80. This uplift is designed to reflect the rising cost of living and will benefit nearly 500,000 workers across the country.

Unlike the government’s statutory National Living Wage—currently set at £12.21 for workers aged 21 and over—the real living wage is independently calculated to cover essentials such as rent, food, energy, and childcare. The increase means a full-time worker outside London will earn £2,418 more annually, while those in London will see a £5,050 boost. 

Over 16,000 employers, including IKEA, Aviva, and Uniqlo, are now accredited to pay the real living wage. The Foundation also promotes related standards like Living Hours and Living Pension, aimed at improving job security and retirement savings. 

UNISON, the UK’s largest public service union, welcomed the increase but warned that many public sector workers, including NHS staff, still earn below the new benchmark. The union urged the government to reform pay structures to prevent further workforce losses to better-paying sectors. 

Employers newly accredited from 23 October 2025 must implement the new rates as soon as possible, while existing members have until May 2026 to comply. 

Our latest newsletter is packed with insights to help you build agility, boost skills, and support wellbeing in your organisation.
Topic of the Month: Agility Unleashed – what it really means and how to nurture it every day
Quick Skills Booster: Upskilling vs Reskilling – which strategy is right for your team?
Wellbeing Focus: Why financial support matters more than ever
Change isn’t slowing down—are you ready to lead the way?
Don’t miss out, subscribe today:
https://kestrelhr.co.uk/newsletter/

 

 

The UK Government has published the final report of the Keep Britain Working Review, urging a “fundamental shift” in how employers tackle workplace ill-health and economic inactivity. Led by Sir Charlie Mayfield, the independent review highlights the critical role of employers in preventing health-related job loss and supporting inclusive, healthy workplaces.

With over one in five working-age adults currently out of the workforce—largely due to health issues—the report outlines a new “Healthy Working Standard” and proposes replacing fit notes with proactive “stay-in-work” and “return-to-work” plans. It also recommends launching a three-year “vanguard phase” to test and scale effective workplace health interventions.

Major employers including Google, British Airways, and Sainsbury’s have already signed up as early adopters. The CIPD welcomed the report, noting its potential to reduce absenteeism and improve productivity, but stressed the need for strong policy backing and accessible occupational health support, especially for SMEs.

The review estimates the annual cost of poor workplace health to UK employers at £85 billion, underscoring the urgency for coordinated action between government, businesses, and health providers.

2024

Jan - Dec 2024
  • New carryover leave laws apply, including the end of Covid 19 leave provisions
  • Students on the UK Student Visa Scheme can no longer bring family to the UK

National Insurance rates cuts:

  • A cut by 2% (from 12%) for those earning between £12,570 and £50.270. Self-employed workers will pay 9%
  • Class 2 National Insurance for the self-employed is abolished

Fines payable by employers who recruit illegal workers increases:

  • 1st breach rising to £45,000 per illegal worker
  • Repeated breaches rising to £60,000 per illegal worker

New flexible paternity rights come into force for babies born on or after 6th April 2024

Care workers can no longer bring dependents to UK. Care providers who are sponsoring (or intending to sponsor) migrants on or after this date will need to be registered with the Care Quality Commission to ensure compliance.   

  • National Minimum Wage and National Living Wage changes:

– From 1st April, National Living Wage applies to 21 years and over

– 16-17 years and apprentices (under 19 years or over 19 if in 1st year) £6.40

– 18-20 years £8.60

– 21 and over £11.44

  • Changes to irregular hours and part-year workers holiday entitlements; optional holiday entitlement and pay calculation
  • Tribunal fees reintroduced. Fee expected to be £55, and a fee remission scheme is planned for those who meet certain financial criteria
  • Statutory rates and tribunal compensation limits updated
  • Carers will be entitled to 1 weeks unpaid leave per year (Day 1 right)
  • Changes to flexible working requests; Day 1 right, 2 requests can be made in any 12 month period
  • Changes to redundancy protection for pregnancy and family leave

The Paternity Leave (Bereavement) Act has now received Royal Assent and has been passed into law. The Act allows for extended leave for fathers or partners where the birth mother has died. This also applies to adoption and surrogacy. The implementation date has yet to be announced.

The new Tipping Law, which was due to come into force in July, has been delayed until October. The new legislation will require employers to pass on all tips and service charges to staff, and follow a new statutory code of practice for fair and transparent distribution.

The September edition of our newsletter is out now. Included this month are tips on how to address interview no-shows, and awareness days for September.

Newsletter

The new Tipping Law comes into force today.

The new legislation will require employers to pass on all tips and service charges to staff, and follow a new statutory code of practice for fair and transparent distribution. You can find out more by downloading our factsheet

The Government has finally published its Employment Rights Bill, which will soon start its journey through Parliament. Given the complexity of the proposed changes and the ongoing consultations, most of the reforms are not expected to take effect until 2026. Read more

From 26th October, updated legislation will come into force which reinforces the responsibility of employers to prevent sexual harassment in the workplace. Read our blog to find out what employers need to know.

Autumn Budget 2024: Key changes

  • National Living Wage (legal minimum wage for over-21’s) will increase by 6.7% from £11.44 to £12.21
  • National Minimum Wage for 18-20 Year olds will increase by 16.3% from £8.60 to £10.00
  • National Insurance (NI) contributions paid by employers will increase by 1.2% to 15%, and the threshold at which they start paying NI on a worker’s pay is reducing from £9100 to £5000
  • National Insurance and Income Tax contributions for employees are unchanged
  • The threshold levels for employees for Income Tax and National Insurance will be unfrozen from 2028-29
  • Employment Allowance will be increased from £5000 to £10500
  • The main rate of corporation tax, paid on taxable profits over £250,000, will remain at 25%
The latest edition of our newsletter is out now. This month we look at managing holiday entitlement as the holiday year draws to a close for many businesses, plus Autumn Budget key points for HR.
Don’t miss out, subscribe today.