Season’s Changes: Essential Employment Law Updates
In this edition of The Legal Low Down, we unwrap key developments with the Employment Rights Bill and Unfair Dismissal claims, important changes in Statutory Sick Pay and Family Leave Pay, plus the latest festive updates from our team.
The Employment Rights Bill
This landmark Bill introduces widespread reforms aimed at enhancing employee protections, setting higher standards for employer responsibilities.
The Bill that’s being called “the biggest change to workers’ rights in 50 years.”
On 17 December 2025, the Bill passed the House of Lords, clearing its final Parliamentary hurdle after a “ping pong” phase between the Houses.
The landmark Bill will now receive Royal Assent on 18 December 2025, and become law.
Unfair Dismissal – What is happening now?
On 27 November 2025 the Government announced a major change to the Bill’s provisions on unfair dismissal.
This included a six-month qualifying period for unfair dismissal rights (rather than the previous proposal to make the eligibility for an unfair dismissal a day-one right).
The Bill has also included the removal of the cap on compensatory awards for unfair dismissal.
Royal Assent doesn’t mean all the new laws kick in immediately. Think of it more like an advent calendar for employers with changes popping up gradually throughout 2026 and 2027, with unfair dismissal changes expected in early 2027.
Changes in Statutory Sick Pay and Family Leave Pay
The Government has announced proposed increases to statutory sick pay and family-related statutory payments, to take effect from 6 April 2026.
Under the proposals, statutory maternity, paternity, shared parental, adoption, parental bereavement and neonatal care leave pay will all rise from £187.18 to £194.32 per week, while statutory sick pay will increase from £118.75 to £123.25 per week.
In addition, the average gross weekly earnings threshold required to qualify for these statutory payments are set to increase from £125.00 to £129.00 per week.
Employers should also be aware that when the Employment Rights Bill received Royal Assent, this removed the current three day waiting period, making statutory sick pay payable from the first day of absence from April 2026 too.
What can Employers do?
- Review current practices (e.g. sickness procedures, return to work, family-friendly policies
- Make adjustments to your policies to ensure you’re ready.
- Train management on the changes
- Consider any changes that you need to make employment terms – make changes sooner rather than later
Now is the time for employers to prepare to ensure compliance and minimise disruption to business. Early preparation is key!
CMP NEWS & EVENTS
Wreaths, meets & Festive Treats
Anna Cattee and Stacey Pocock stepped away from their desks to take part in a wreath-making event hosted by Leonard Curtis with results that suggest a hidden creative streak!
Huge thanks to the Leonard Curtis team for such a welcoming and well-organised session. It was the perfect chance to reconnect with familiar faces, make new connections, and enjoy a little time out for some seasonal creativity.
Festive Networking at Peak Edge
Amelia Bacon had the pleasure of attending the Festive Executive Networking Lunch hosted by Derbyshire Business Events at Peak Edge. She enjoyed connecting with fellow professionals, meeting some lovely new contacts, and indulging in a fantastic Christmas lunch. It was a brilliant way to combine festive cheer with networking and celebrate the end of the year with the Derbyshire business community.
Tis’ the season for Christmas Jumpers
We celebrated Christmas jumper day at CMP, and this year we wore our festive knits to raise funds for Ashgate Hospice, a charity close to the hearts of many in our community
…even our four-legged members of the team joined in!
If you’d like to support Ashgate too, here’s the link to donate:
https://www.justgiving.com/page/cmp-legal-christmas-jumperday?utm_medium=FR&utm_source=CL
Shining bright with the Snowflake Appeal
Stacey Pocock was proud to attend the Snowflakes switch-on event after CMP sponsored a snowflake for Sheffield Children’s Hospital this year.
The Snowflake appeal helps fund vital projects, equipment and support for children and families receiving care at Sheffield Children’s. Hospital Being there to see the snowflakes light up was a brilliant reminder of the impact this campaign has across our region.
A huge thank you to the charity team for hosting such a warm and meaningful event. We’re proud to play a small part in helping them continue their important work.
You can find out more about the Snowflakes appeal in below link.
https://loom.ly/-cHoJ2U
A Star for Ashgate Hospice
CMP Legal is proud to have sponsored a star for Ashgate Hospice’s Light Up a Life campaign this year.
This annual event is a special way to support the incredible care Ashgate Hospice provides to patients and families across our community.
It is lovely to see the lights come together, symbolising hope, remembrance, and the impact of Ashgate’s important work. We’re honoured to play a small part in supporting such a meaningful cause.
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.
