CMP LEGAL TURNS 5!
Thank you to everyone who joined us to celebrate CMP Legal’s 5th birthday.
It was an amazing evening and a great opportunity to spend time with so many friends, clients and supporters who have been part of our journey over the past five years.
We’re really grateful to everyone who came along to celebrate with us and hope you enjoy the photos!
THE EMPLOYMENT RIGHTS ACT, HOW TO NAVIGATE THIS SPRING!
In this edition of The Legal Low Down, we unwrap key developments with the Employment Rights Act 2025 to keep ahead this spring, plus the latest updates from our team.
The Employment Rights Bill
April 2026 marks the start of a new chapter for employment law in England and Wales, with the introduction of several key reforms under the Employment Rights Act 2025.
Declared as “the biggest change to workers’ rights in 50 years,” these updates are set to significantly enhance employee protections and raise the bar for employer responsibilities.
These April changes are just the beginning of a wider programme of reform, but they require immediate attention.
Redundancies
Redundancy processes are changing. The maximum protective award for failure to inform and consult employees in collective redundancy situations will double from 90 to 180 days’ gross pay per employee.
This significantly increases the potential financial exposure for employers who do not follow proper consultation procedures, making it more important than ever to ensure compliance.
Whistleblowing Protection Expanded
Employees who raise concerns (“blow the whistle”) about sexual harassment at work will have enhanced legal protection from unfair dismissal and any form of detriment.
This means that if an employee is dismissed or treated unfavourably because they have reported sexual harassment, they can bring a claim for automatic unfair dismissal or detriment in the Employment Tribunal.
October 2026 brings further obligations that employers will be required to take all reasonable steps to prevent sexual harassment in the workplace, including harassment by third parties such as customers or clients.
Fair Worker Agency
On 7 April 2026, the Fair Work Agency will be established. This new body will have powers to enforce holiday pay, National Minimum Wage, and SSP, and may bring Employment Tribunal claims on behalf of workers. Employers should expect increased scrutiny and enforcement activity in these areas.
Family Leave Expanded
Family leave entitlements are also being expanded. Both paternity leave and unpaid parental leave will become “day one” rights for all employees.
Previously, a qualifying period (often 26 weeks’ continuous service) was required.
From 6 April 2026, employees will no longer need to complete a minimum period of service before becoming eligible for paternity leave or unpaid parental leave.
In addition, a new right allows bereaved fathers and partners to take up to 52 weeks of paternity leave if the mother or primary adopter dies within the first year of the child’s life.
Statutory Sick Pay
From 6 April 2026, several key changes will take effect. Statutory Sick Pay (SSP) will become available from the first day of absence, with the lower earnings limit removed. This means that all employees, regardless of their earnings or length of service, will be entitled to SSP from day one.
What Employers should do?
Now is the time for employers to prepare to ensure compliance and minimise disruption to business. Early preparation is key!
✓ Review current practices (e.g. sickness, procedures, return to work , family-friendly policies).
✓ Implement a Bereaved Partner’s Paternity Leave Policy.
✓ Make adjustments to your policies to ensure you’re ready.
✓ Train management on the changes.
CMP NEWS & EVENTS
Networking at Peak Edge
Joe Lowe attended the Executive Networking Lunch hosted by Derbyshire Business Events at the Peak Edge Hotel.
With an excellent lunch, it was a fantastic opportunity for meeting new faces and reconnecting with fellow professionals, made even better by the lovely sunshine, a perfect way to come together with the Derbyshire business community.
Afternoon Tea with Leonard Curtis
Stacey Pocock enjoyed a relaxing afternoon tea event hosted by Leonard Curtis!
Huge thank you to the Leonard Curtis team for such a welcoming event.
It was an ideal opportunity to catch up with familiar faces, make new connections, and enjoy a little time out to unwind and relax.
Celebrate Chesterfield Business Conference 2026
Sian Summers had a great time attending the Celebrate Chesterfield Business Conference 2026 today, an inspiring event showcasing the energy and ambition across our local business community.
CMP recognised as a legal 500 and multi award winning firm is proud to be part of a community that’s ambitious and looking ahead to a strong, vibrant future for everyone.
It is fantastic to hear about the wide range of projects transforming Chesterfield, especially the regeneration initiatives in Staveley. There’s a real sense of momentum and collaboration that’s making a tangible difference to Chesterfield.
Employment Law Webinar
We’ll be hosting a live Teams webinar on 15 April to share essential insights on the Employment Rights Act 2025 for April and the true cost of employment in collaboration with Corbar Accounting.
This session is perfect for HR professionals, business owners, and anyone managing people, giving you the tools to plan proactively and stay ahead of the changes coming.
To register, please email harriet.flowers@cmp.legal to reserve your place.
Free Employment Law Health Check
Why not take advantage of our free Employment Law Health Check? We’ll review your HR documentation, handbooks, contracts, policies, etc., to make sure everything’s up to date and legally sound. Let us take care of the legal details so you can focus on running your business.
Employment Law and HR Retainers
We offer a range of annual subscription employment law support packages, provided by experienced employment lawyers to give you complete peace of mind as you prepare for the Employment Rights Bill coming into force next year.
Our packages are offered on a competitive fixed fee basis and all include day to day employment law support delivered by experienced employment lawyers as you navigate the new legal landscape.
Our packages are bespoke, therefore we can also include customised training and documentation, such as new and up to
date staff handbooks, policies and contracts.
With significant changes expected next year, now is the ideal time to strengthen your employment law foundations. Please
get in touch with Lauren Pickard via email at lauren.pickard@cmp.legal to find out more.
