The much anticipated updates to employment legislation was passed into law on 18 December 2025 as the Employment Rights Act 2025. The changes are gradual and will be introduced over a few years. Charities who employ staff should be aware of the following changes, in particular, which come into effect from 6 April 2026:
- Statutory Sick Pay will become payable from the first day of sickness (previously this was paid from the fourth day of sickness)
- Paternity leave and ordinary parental leave will become day one rights (previously these required a qualifying period of one year of employment with that employer)
- Sexual harassment will become a ‘qualifying disclosure’ under Whistleblowing law, meaning that employees will be afforded protection from detriment and unfair dismissal if they have made such disclosures.
Other changes are coming into effect later in the year and in 2027. You can read more here from ACAS, which includes a timeline, and resources such as a pre-recorded webinar.
Actions for charities who are employers:
- Consider documentation and HR processes to ensure you comply with the above. If you would like support with this, contact advice@rva.org.uk
- Notify key personnel such as line managers and trustees of the forthcoming changes
- Consider training needs and action plans, in particular around protection from sexual harassment in the workplace. See our previous article on this subject and what is required of employers here.
Further resources and support:
- If you would like one to one confidential and free advice as an employing charity, contact advice@rva.org.uk
- If you would like to review your governance as a charity, take a look at the Safe and Sound Good Governance Award and First Steps towards Safe and Sound, both of which we deliver for free to local charities and community groups.