New employment law changes incoming
Elements of the Employment Rights Bill are now coming into effect.
Mint HR has been keeping a close eye on developments to ensure our clients are prepared. We will be getting in touch with you all this month to update your handbooks and possibly contracts to ensure you and your business remain compliant.
Here are the first changes relevant to you all happening now or imminently (please note there are more changes than this, but we are only focusing on the ones which are relevant to our client base):
From April 2026:
• Statutory sick pay (SSP) will be paid from day one of sickness (instead of day four) and for ALL workers as the minimum earnings threshold for SSP entitlement has now been removed. The rate will be the lower of either 80% of weekly earnings or the new flat rate of £123.25 per week (replacing £118.75).
• Parental leave will become a day one right as opposed to currently where an employee must have one year’s service before being eligible.
• Paternity leave will be a day one right, as opposed to currently where an employee must have 26 weeks’ service at the 15th week before the expected birth/adoption.
• Sexual harassment is going to be covered under whistleblowing as a qualified disclosure.
April wage increases
National Minimum Wages (NMW) are increasing in April, so don’t forget all salary increases need to be communicated to each individual in a change of terms letter. The only exception being is if their contract states ‘salary is based on national minimum wage’. Mint HR can help you with these letters, if required.
The biggest increase (8.5%) is the NMW for 18-20 year olds. This is part of the government’s long-term plan to phase out lower youth rates and create a single adult rate for all those aged 18+.
As of 1st April 2026:
- Age 21 and over: £12.71 per hour (up from £12.21) *National Living Wage
- Age 18 to 20: £10.85 per hour (up from £10)
- Age 16 to 17: £8.00 per hour (up from £7.55)
- Apprentice: £8.00 per hour (up from £7.55)*under 19/aged 19+ if in first year
We know these big hikes in pay can cause challenges for businesses, so if you’re concerned about the impact and need to understand your options –please get in touch.
Right to work checks to be widened
The legal obligation of Right To Work checks are to be extended from ‘employees’ to also including freelancers, sub-contractors and gig workers in the UK.
This is part of the Border, Security, Asylum and Immigration Bill to clamp down on illegal working. The government are expected to publish the outcome of this consultation shortly and Mint HR will notify clients once it becomes law.
Mint HR use a government-approved provider to carry out online checks for our clients’ new starters. We also offer this as an ad hoc service for non-clients. Though these checks should be done before day 1 of employment, it’s better to get verifications retrospectively for your team than not at all to avoid potential penalties.
For more information, please email kate@mint-hr.com.
Employment Rights Bill update #5
The government has U-turned on plans to give all workers the right to claim unfair dismissal from day one.
Instead, the qualifying period is likely to be reduced from two years to six months.
Also, the cap on compensation for unfair dismissal is likely to be removed making the awards unlimited.
Though these changes are expected to take effect from 1st January 2027, Mint HR’s advice is to use 2026 to prepare.
Start by reviewing your processes for recruitment, probation and performance management. Businesses need to reduce their reliance on being able to easily dismiss someone if it’s not working out. As always, Mint HR can provide tailored advice and support with all of this.
We will be back in touch nearer the time to make sure you’re ready and all your documents are updated.
Immigration skills charge rise
Employers who sponsor overseas workers under the UK’s Skilled Worker visa route now face higher immigration costs.
The Immigration Skills Charge (ISC) is the fee employers pay when assigning a Certificate of Sponsorship. It has recently risen by around 32% to £480pa for small/charity sponsors. The charge is paid upfront when a Certificate of Sponsorship is assigned.
