The usual annual updates to statutory rates of pay took place in April 2025, and a new right to neonatal care leave and pay has been introduced. We also note some significant recent amendments to the draft Employment Rights Bill.
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An employee is protected from being treated less favourably if they exercise statutory rights to time off following a bereavement. An employer may also be liable to a discrimination claim arising from their response to an employee’s leave request if it relates to religion or pregnancy.
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Unfortunately, following a robust and thorough recruitment process is no guarantee that an employee will be up to the job. The effective use of a probationary period is one way to manage the risks arising in this situation; this is expected to become increasingly important when the Employment Rights Bill 2024 passes into law.
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Long-term sickness absence is challenging for employers on a number of fronts, and care needs to be be taken to avoid legal liabilities. Managers need to deal with absent employees supportively and appropriately, but what does this mean in practice?
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