25Jan

Confirmed Employment Law Changes – April 2026

Further to our last update in October 2025, on 18 December 2025, the Government confirmed the employment law changes coming into effect as of April 2026.

For the avoidance of doubt – we will communicate further changes coming into effect in 2026 and 2027 in due course.

Paternity Leave and Unpaid Parental Leave

  • Paternity Leave – will become a “day-one right”. This means employees will be able to provide notice to take leave from the first day of their new employment, without the need to meet minimum service requirement.
  • The restriction preventing employees from taking paternity leave following shared parental leave will be removed.
  • Unpaid Parental Leave – currently, employees must have at least one year’s service to qualify for parental leave. From April 2026, this qualifying barrier will be removed, thus allowing eligible employees to take unpaid parental leave from day one of their employment.

Statutory Sick Pay (SSP)

From April 2026:

  • The lower earnings threshold will be removed, meaning more employees will be eligible for SSP.
  • The three “waiting days” rule will be removed, meaning SSP will be payable from the first day of sickness absence.

Sexual Harassment

From April 2026:

  • Sexual harassment will become a “qualifying disclosure”.
  • This means that employees making a qualifying disclosure will be protected from suffering a detriment or dismissal, and any dismissal under these circumstances will be considered automatically unfair.

Collective Consultation

  • The maximum award will double, increasing from 90 days’ pay to 180 days’ gross pay.

Other changes coming into effect from October 2026:

  • Fire and Re-hire – in most cases will become an automatically unfair dismissal.

  • Harassment – Employers will be liable for harassment from third parties, unless they have taken all reasonable steps to prevent it happening. Employers will need to ensure that they take ‘all reasonable steps’ to prevent sexual harassment at the workplace – current the law mentions ‘reasonable steps’.

  • Time limit for making an ET case will double, currently it is 3 months. From October 2026, this will increase to 6 months.

Let us assist you:

If you need a policy for your business, or looking to outsource your HR compliance duties so you can focus on your business, or if you are simply looking to run something past us, get in touch with us via 👇🏽:

↠ T: 0141 471 5510
↠ E: info@reshapehr.com
↠ W: reshapehr.com

20Oct

Employment Law Changes – April 2026

2026 is shaping to be a year of significant employment law changes with some coming into effect in April and the remainder expected to come into effect in October. The proposed changes below are expected to come into effect in April 2026:

Paternity Leave and Unpaid Parental Leave

  • Paternity Leave – it is proposed that paternity leave will become a “day-one right”. This means employees will be able to provide notice to take leave from the first day of their new employment, without the need to meet minimum service requirement.
  • Unpaid Parental Leave – currently, employees must have at least one year’s service to qualify for parental leave. It is expected that the government will remove this qualifying barrier, thus allowing eligible employees to take unpaid parental leave from day one of their employment.

Statutory Sick Pay (SSP)

The bill proposes the following:

  • Removing the lower earnings threshold, meaning more employees will be eligible for SSP.
  • Removing the “waiting days” rule – currently SSP is payable from the fourth day of absence (unless absences are linked). From April 2026, it is proposed that SSP will be payable from the first day of sickness absence.

Sexual Harassment

Under the proposed legislation:

  • Disclosure that are made in relation to sexual harassment – including any that have occurred, or is occurring or likely to occur, will qualify as a “protected disclosure”.
  • As with any qualifying disclosures, the disclosure does not need to be proven, but the individual must hold a reasonable belief that is true.
  • This means that employees making a qualifying disclosure will be protected from suffering a detriment or dismissal, and any dismissal under these circumstances will be considered automatically unfair.

Collective Consultation

  • The bill is expected to propose an increase to the current maximum award that a tribunal can award where a business failed to follow its obligations in regard to collective  consultation.
  • The maximum award is expected to double, increasing from 90 days’ pay to 180 days’ pay.

Final Note

The above proposals form part of the wider “Employments Right Bill” that are designed to modernise the UK employment protections and practices. Further changes are being proposed for 2027, including the introduction of day-one right to protection from unfair dismissal.

As with any reforms, although the government has provided provisional dates, the legislation have not yet been enacted. Employer should continue to monitor updates and seek professional advice prior to making any contractual or policy changes.

If you need a policy for your business, or looking to outsource your HR compliance duties so you can focus on your business, or if you are simply looking to run something past us, get in touch with us via 👇🏽:

↠ T: 0141 471 5510
↠ E: info@reshapehr.com
↠ W: reshapehr.com

15Mar

Our HR Offerings

Can you believe that we are already half-way through March? Us neither 🤔💭!

This year we have already assisted our clients in complying with their HR duties; from issuing up-to-date contracts to assisting with maternity procedures to fully launching our Remote HR function (comes standard with our retainer offerings), and we still have 9 months to go…⏱️.

If you need a policy for your business, or looking to outsource your HR compliance duties so you can focus on your business, or if you are simply looking to run something past us, get in touch with us via 👇🏽:

↠ T: 0141 471 5510
↠ E: info@reshapehr.com
↠ W: reshapehr.com

#Business
#BusinessSupport
#Glasgow
#Ayrshire
#UK
#Edinburgh
#Lanarkshire
#HR
#ReshapeHR
#HRSupport
#HRAdvice
#HRStarterPackages
#HRCompliance
#HROutsourcing
#HRConsultancy
#PayrollSupport
#PayrollOutsourcing

11Jan

HR Services

It has been a tremendously busy start of the year for Reshape HR, from assisting clients with managing sickness absence cases to fully launching our Remote HR function (comes with HR software as standard), it could not have gone better 📈🌟.

If you need a policy for your business, or looking to outsource your HR compliance duties so you can focus on your business, or if you are simply looking to run something past us, get in touch with us via 👇🏽:

↠ T: 0141 471 5510
↠ E: info@reshapehr.com
↠ W: reshapehr.com

#Business
#BusinessSupport
#Glasgow
#Ayrshire
#UK
#Edinburgh
#Lanarkshire
#HR
#ReshapeHR
#HRSupport
#HRAdvice
#HRStarterPackages
#HRCompliance
#HROutsourcing
#HRConsultancy
#PayrollSupport
#PayrollOutsourcing

01Jan

Happy New Year

From all of us at Reshape HR, we would like to wish you a Happy New Year!

May it be a year of health and success for all!

#NewYear
#NewYear2023
#2023

25Dec

Merry Christmas!

From all of us at Reshape HR, we would like to wish you a Merry Christmas!

We hope that Santa treats you all well 🎉🎁!

#MerryChristmas
#Christmas

22Dec

Managing Sickness Absence

The number of queries we are getting regarding managing short-term and long-term sickness absence is on the increase 📈📈.

🌟 Top tip:

It is very important to have an up-to-date sickness absence policy in place, which allows employees – to understand and be aware of an acceptable level of absence and for businesses to have a clear and refined process in managing persistent and/or long-term absence 🌟.

If you need a policy for your business, or if you are looking for HR support or simply looking to run something past us, get in touch with us via 👇🏽:

↠ T: 0141 471 5510
↠ E: info@reshapehr.com
↠ W: reshapehr.com

#Business
#BusinessSupport
#Glasgow
#Ayrshire
#UK
#Edinburgh
#Lanarkshire
#HR
#ReshapeHR
#HRSupport
#HRAdvice
#HRStarterPackages
#HRCompliance
#HROutsourcing
#HRConsultancy
#PayrollSupport
#PayrollOutsourcing

18Dec

Happy Hanukkah!

From all of us at Reshape HR, we would like to wish you a Happy Hanukkah!

We hope that it is a day full of happiness and joy!

#Hanukkah
#Hanukkah22
#Hanukkah2022

15Nov

Movember

Background

Movember is celebrated globally on an annual basis.

Movember was founded in 2003 by Travis Garone and Luke Slattery with the main focus being men’s health and prostate cancer.

According to uk.movember.com: “In 2003, two mates from Melbourne, Australia (Travis Garone and Luke Slattery) were having a quiet beer at the Gypsy Bar in Fitzroy when their conversation turned to recurring fashion trends. The moustache, a fixture in past decades, was nowhere to be seen in recent trends. They joked about bringing it back.

The two friends decided to talk their mates into growing a Mo. Inspired by a friend’s mother who was fundraising for breast cancer, they decided to make the campaign about men’s health and prostate cancer. They designed the rules of Movember (which are still in place today) and agreed to charge ten dollars to grow a Mo.“

Why is Movember important?

According to Prostate Cancer UK: “Movember, the month formally known as November, is when brave and selfless men around the world grow a moustache, and women step up to support them, all to raise awareness and funds for men’s health – specifically prostate cancer, testicular cancer, mental health and suicide prevention.”

According to uk.movember.com: “Mental health and suicide prevention, prostate cancer and testicular cancer – we’re taking them all on

Since 2003, Movember has funded more than 1,250 men’s health projects around the world, challenging the status quo, shaking up men’s health research, and transforming the way health services reach and support men.”

We discussed previously during Men’s Health Week, which took place earlier in June about Men’s physical and mental health, cancer and how to improve your physical health. If you would like to find out more about men’s health or how one can improve their physical health, we recommend that you have a read of it here.

How do I join in Movember?

You can join in Movember by:

  • Growing a moustache – Grow your moustache for Movember, use your moustache as a way to raise awareness about men’s health. You can also join in with others to raise funds to “grow a mo”. If you would like to join in or to find out more about Movember’s grow a moustache, then please visit uk.movember.com/get-involved/moustaches.
  • Join the “Move for Movember” event – The Move for Movember event is focused on either walking or running 60km over the month of Movember, according to Movember’s website: “Run or walk 60km over the month. That’s 60km for the 60 men we lose to suicide each hour, every hour across the world.” If you would like to find out more or to join in “Move for Movember”, then please visit uk.movember.com/get-involved/move.
  • Join a local event – Events are held throughout the UK by individuals who are wanting to help others or wanting to make a change, if you would like to join an event or to find out which events are being held throughout Movember, then please visit uk.movember.com/events.
  • Sharing on social media – By sharing this article and other articles and information about Movember and why it is so important, you are helping to raise awareness about men’s health.
  • Hosting your own event – Host your own event for Movember and challenge family, friends, neighbours and co-workers to join your event.

Movember’s website contains multiple guides to how to host your own face-to-face or virtual event, trivia questions, posters and much more. If you are interested in hosting your own event or you would like to find out more about hosting your own event for Movember, then please visit uk.movember.com/get-involved/host.