{"id":50125,"date":"2026-04-22T23:58:47","date_gmt":"2026-04-22T23:58:47","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?p=50125"},"modified":"2026-05-19T14:32:06","modified_gmt":"2026-05-19T14:32:06","slug":"fair-work-agency-april-2026-employment-law-changes","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-april-2026-employment-law-changes\/","title":{"rendered":"The Fair Work Agency Is Coming: What Employers Need to Understand About the New Enforcement Body"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb 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8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 class=\"blog-template-title wp-block-post-title\">The Fair Work Agency Is Coming: What Employers Need to Understand About the New Enforcement Body<\/h1><\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group is-layout-flex wp-container-core-group-is-layout-7 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\">\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2026-05-19T14:32:06+00:00\">May 19, 2026<\/time>\n<\/p>\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\"><\/p><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-large is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Fair-Work-Agency-1024x576.webp\" alt=\"A team of chefs working together to prepare food in a busy restaurant kitchen\" class=\"wp-image-50131\" style=\"object-fit:cover;width:864px;height:561px\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Fair-Work-Agency-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Fair-Work-Agency-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Fair-Work-Agency-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Fair-Work-Agency-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Fair-Work-Agency-440x248.webp 440w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Fair-Work-Agency.webp 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:30%\">\n<div class=\"wp-block-group sticky-side-panel is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-11 wp-block-group-is-layout-flex wp-container-2 is-position-sticky\">\n<p class=\"has-lg-font-size\" style=\"border-bottom-color:var(--wp--preset--color--neutral-200);border-bottom-width:0.1rem;padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><strong>Contents<\/strong><\/p>\n\n\n\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-13 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">On the 19th of March 2026 \u2014 just two weeks before the most significant employment law changes in a generation came into force \u2014 the government published its final list, naming and shaming employers who had breached National Minimum Wage rules under the old enforcement regime.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.gov.uk\/government\/news\/hundreds-of-employers-handed-penalties-for-illegally-underpaying-workers\" target=\"_blank\" rel=\"noreferrer noopener\">389 employers named. \u00a37.3 million in arrears. \u00a312.6 million in fines.<\/a><\/p>\n\n\n\n<p>Most weren&#8217;t rogue operators. They were businesses caught on technical errors: deductions from wages that tipped workers below the minimum, unpaid time spent on security checks and wrong apprenticeship rates. The kind of payroll mistakes that slip through when systems haven&#8217;t kept pace with the rules.<\/p>\n\n\n\n<p>From the 7th of April 2026, those same kinds of errors and a whole new category of them, are being enforced by a body with significantly more reach. <a href=\"https:\/\/www.gov.uk\/government\/organisations\/fair-work-agency\" target=\"_blank\" rel=\"noreferrer noopener\">The Fair Work Agency (FWA)<\/a> is here, and we\u2019re looking into what that means for your business and what the April 2026 statutory pay changes actually require you to change right now.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is the Fair Work Agency?<\/h2>\n\n\n\n<p>The Fair Work Agency is a new single state enforcement body for employment rights in England, Scotland and Wales. It was established under the Employment Rights Act 2025 (Royal Assent: 18 December 2025) and formally launched on the 7th of April 2026.<\/p>\n\n\n\n<p>It sits under the Department for Business and Trade, with Matthew Taylor \u2014 author of the 2017 Taylor Review of Modern Working Practices and current CEO of the NHS Confederation \u2014 as its first Chair.<\/p>\n\n\n\n<p>The FWA is not a rebrand. It consolidates four existing bodies into one, and takes on two enforcement functions that have never existed at state level before.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Who it replaces<\/h3>\n\n\n\n<figure class=\"wp-block-table custom-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Body absorbed<\/strong><\/td><td><strong>Former role<\/strong><\/td><\/tr><tr><td>HMRC National Minimum Wage enforcement team<\/td><td>Investigated and enforced NMW underpayments<\/td><\/tr><tr><td>Gangmasters and Labour Abuse Authority (GLAA)<\/td><td>Licensed gangmasters; tackled labour exploitation and modern slavery<\/td><\/tr><tr><td>Employment Agency Standards Inspectorate (EASI)<\/td><td>Regulated employment agencies and agency worker protections<\/td><\/tr><tr><td>Director of Labour Market Enforcement<\/td><td>Strategic coordination of labour market enforcement<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">What it does that nothing did before<\/h3>\n\n\n\n<p>This is the part that changes the risk calculation for employers. The FWA has taken on state enforcement of:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Holiday pay<\/strong> \u2014 previously, workers had to bring their own tribunal claims if an employer underpaid. Now the FWA can investigate and pursue employers directly.<\/li>\n\n\n\n<li><strong>Statutory Sick Pay (SSP)<\/strong> \u2014 same situation. Workers no longer need to take you to a tribunal for SSP arrears. The FWA can come to you.<\/li>\n<\/ul>\n\n\n\n<p>That shift from worker-initiated claims to state-led enforcement is the structural change that makes April 2026 different from every previous round of employment law reform.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What powers does the Fair Work Agency actually have?<\/h2>\n\n\n\n<p>The FWA launches with over 550 inspectors and a set of powers that go well beyond what employers have dealt with before.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Proactive, unannounced inspections<\/h3>\n\n\n\n<p>The FWA does not need a worker complaint to open an investigation. It can inspect your workplace and payroll records proactively, without warning. That&#8217;s a significant change from the HMRC NMW model, which was largely complaint-driven.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Financial penalties with real bite<\/h3>\n\n\n\n<p>If the FWA finds an underpayment, the penalty structure works like this:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You&#8217;ll receive an underpayment notice, payable within 28 days.<\/li>\n\n\n\n<li>The standard penalty is 200% of the underpayment, capped at \u00a320,000 per worker.<\/li>\n\n\n\n<li>Pay within 14 days and the penalty drops to 100%.<\/li>\n\n\n\n<li>The FWA also recovers its enforcement costs from you.<\/li>\n\n\n\n<li>Non-compliant employers are publicly named on a government list.<\/li>\n<\/ul>\n\n\n\n<p>To put that in context: an employer who underpays 10 workers by \u00a31,000 each is looking at a potential \u00a320,000 penalty on top of the \u00a310,000 in arrears \u2014 before enforcement costs.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">A six-year lookback<\/h3>\n\n\n\n<p>The FWA can review your payroll and compliance records going back up to six years. This is not about future compliance only. Errors made under the old rules \u2014 historical SSP miscalculations, holiday pay underpayments for irregular workers, NMW edge cases \u2014 are all in scope.<\/p>\n\n\n\n<p>This is also why a new record-keeping obligation that came in on the 6th of April 2026 matters more than it might seem: employers are now legally required to retain annual leave records (leave taken, pay received, and any payment in lieu on termination) for all workers, including those on irregular or part-time hours. Six years of clean records is your best defence in an FWA investigation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Power to bring tribunal claims on behalf of workers<\/h3>\n\n\n\n<p>Workers who couldn&#8217;t afford to, or chose not to, bring a tribunal claim are no longer the limit of your exposure. The FWA can bring those claims for them. It can also provide workers with legal advice and assistance.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Criminal enforcement<\/h3>\n\n\n\n<p>For the most serious labour market offences, including non-compliance with enforcement orders, the FWA has criminal enforcement powers with PACE investigatory authority (in England and Wales) and the ability to pursue fines and, in some cases, imprisonment.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The April 2026 statutory pay changes: what&#8217;s actually changing<\/h2>\n\n\n\n<p>The FWA&#8217;s new SSP and holiday pay enforcement powers land at exactly the same moment as the most significant overhaul of SSP in years \u2014 and meaningful changes to every family-related statutory pay rate. These aren&#8217;t coincidental. They&#8217;re part of the same policy package, and understanding one without the other misses the point.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Statutory Sick Pay: the biggest reform in a generation<\/h3>\n\n\n\n<p>Four changes hit simultaneously on the 6th of April 2026. Each one, on its own, would be notable. Together, they fundamentally change how SSP works.<\/p>\n\n\n\n<figure class=\"wp-block-table custom-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><\/td><td><strong>Before the 6th of April 2026<\/strong><\/td><td><strong>From the 6th of April 2026<\/strong><\/td><\/tr><tr><td><strong>Weekly rate<\/strong><\/td><td>\u00a3118.75<\/td><td><strong>\u00a3123.25<\/strong><\/td><\/tr><tr><td><strong>When it starts<\/strong><\/td><td>Day 4 of sickness \u2014 first 3 days are unpaid &#8216;waiting days&#8217;<\/td><td><strong>Day 1<\/strong> \u2014 even a single day off sick triggers liability<\/td><\/tr><tr><td><strong>Earnings threshold (LEL)<\/strong><\/td><td>Employees must earn \u00a3125+\/week to qualify<\/td><td><strong>Abolished<\/strong> \u2014 all employees qualify regardless of earnings<\/td><\/tr><tr><td><strong>How it&#8217;s calculated<\/strong><\/td><td>Flat rate for all qualifying employees<\/td><td>Lower of \u00a3123.25\/week <strong>or 80% of average weekly earnings<\/strong> (calculated over the 8 weeks before absence)<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>The removal of the Lower Earnings Limit is where the scale of this change becomes clear. The government estimates that up to <strong>1.3 million additional workers<\/strong> now qualify for SSP \u2014 predominantly part-time staff, zero-hours workers, and casual employees who previously earned below the threshold. If you employ people in these categories, you need to audit your workforce now to understand who&#8217;s newly in scope and what the cost looks like.<\/p>\n\n\n\n<p>The new 80% calculation also introduces complexity for variable-hours workers. Higher earners will receive the flat \u00a3123.25\/week. Lower earners \u2014 including many of those newly eligible workers \u2014 will receive 80% of what they actually earned over the previous eight weeks. You can&#8217;t apply a one-size-fits-all figure anymore.<\/p>\n\n\n\n<p>The removal of waiting days and the Lower Earnings Limit applies to anyone currently absent on the 6th of April. If an employee was already off sick before the 6th of April and was still serving their three waiting days, or if they were previously ineligible because they earned below the LEL, they become entitled to SSP from the 6th of April onward . This change isn&#8217;t just for new illnesses\u2014it applies to all active sickness periods.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Statutory family pay rates: increases across the board<\/h3>\n\n\n\n<p>All family-related statutory pay rates increased in early April. SMP from <strong>5 April<\/strong>; all other payments from <strong>the 6th of April 2026<\/strong>.<\/p>\n\n\n\n<figure class=\"wp-block-table custom-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Payment<\/strong><\/td><td><strong>2025\/26 rate<\/strong><\/td><td><strong>From April 2026<\/strong><\/td><\/tr><tr><td>Statutory Maternity Pay (SMP) \u2014 weeks 7\u201339<\/td><td>\u00a3187.18\/week<\/td><td><strong>\u00a3194.32\/week<\/strong><\/td><\/tr><tr><td>Statutory Paternity Pay (SPP)<\/td><td>\u00a3187.18\/week<\/td><td><strong>\u00a3194.32\/week<\/strong><\/td><\/tr><tr><td>Statutory Shared Parental Pay (ShPP)<\/td><td>\u00a3187.18\/week<\/td><td><strong>\u00a3194.32\/week<\/strong><\/td><\/tr><tr><td>Statutory Adoption Pay (SAP) \u2014 weeks 7\u201339<\/td><td>\u00a3187.18\/week<\/td><td><strong>\u00a3194.32\/week<\/strong><\/td><\/tr><tr><td>Statutory Parental Bereavement Pay (SPBP)<\/td><td>\u00a3187.18\/week<\/td><td><strong>\u00a3194.32\/week<\/strong><\/td><\/tr><tr><td>Statutory Neonatal Care Pay (SNCP)<\/td><td>\u00a3187.18\/week<\/td><td><strong>\u00a3194.32\/week<\/strong><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p><strong>One important distinction:<\/strong> The Lower Earnings Limit for family pay has not been abolished. Unlike SSP, where the LEL is gone entirely, the LEL for SMP, SPP, and other family payments has simply been uprated from \u00a3125\/week to \u00a3129\/week. Employees still need to meet this threshold to qualify. This is a common point of confusion \u2014 get it right before it trips up a payroll run.<\/p>\n\n\n\n<p>HMRC recovery rates remain unchanged: 92% of statutory family pay is recoverable if your total Class 1 NI liability exceeds \u00a345,000; 109% if it doesn&#8217;t.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Day-one leave rights: what changed and what didn&#8217;t<\/h3>\n\n\n\n<p>Paternity leave is now a day-one right. The previous 26-week service requirement has been removed for babies with an Expected Week of Childbirth on or after 5 April 2026, born on or after the 6th of April, or placed for adoption on or after the 6th of April.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.gov.uk\/government\/news\/stronger-parental-leave-rights-to-give-millions-of-working-families-the-security-they-deserve\" target=\"_blank\" rel=\"noreferrer noopener\">Around 32,000 additional fathers and partners per year<\/a> gain immediate access to paternity leave as a result.<\/p>\n\n\n\n<p>But there&#8217;s a nuance worth getting right, because it&#8217;s misreported constantly: paternity leave is a day-one right. Paternity pay is not. The 26-week service requirement for Statutory Paternity Pay is still in place. A new starter can take up to two weeks of paternity leave from day one \u2014 but if they haven&#8217;t been with you for 26 weeks, they won&#8217;t receive SPP. They can only receive pay if you offer it contractually.<\/p>\n\n\n\n<p>Also fixed from the 6th of April: the previous rule that meant an employee who took Shared Parental Leave forfeited their right to paternity leave. That anomaly is gone. Paternity leave can now be taken after a period of Shared Parental Leave.<\/p>\n\n\n\n<p>Unpaid parental leave is also now a day-one right. The previous one-year service requirement has been removed. The entitlement itself is unchanged \u2014 18 weeks per child (for children under 18), with a maximum of four weeks per child per year,but around 1.5 million additional parents now have access from the day they start work. As the name makes clear, this leave is unpaid. No statutory payment is attached.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Brand new right: Bereaved Partner&#8217;s Paternity Leave<\/h3>\n\n\n\n<p>This is the change that most employers haven&#8217;t planned for, because it&#8217;s new \u2014 not a reform of something that existed before.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.legislation.gov.uk\/uksi\/2026\/237\/made\" target=\"_blank\" rel=\"noreferrer noopener\">The Bereaved Partner&#8217;s Paternity Leave Regulations 2026 (SI 2026\/237)<\/a>, which came into force on the 6th of April 2026, create an entirely new statutory entitlement. Where a child&#8217;s mother or primary adopter dies during or after childbirth \u2014 within the child&#8217;s first year of life \u2014 the father or partner is entitled to take up to 52 weeks of leave to care for that child.<\/p>\n\n\n\n<p>Key things to know:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Day-one right<\/strong> \u2014 no qualifying service period applies.<\/li>\n\n\n\n<li><strong>Unpaid<\/strong> at statutory level \u2014 employers are free to offer contractual pay, but there&#8217;s no statutory rate.<\/li>\n\n\n\n<li>Employment protections apply throughout the leave, similar to other forms of family leave.<\/li>\n\n\n\n<li>A &#8220;Keeping in Touch&#8221; provision allows the employee to work up to 10 days during leave without ending it.<\/li>\n\n\n\n<li>Extended redundancy protection applies if leave is six weeks or longer.<\/li>\n<\/ul>\n\n\n\n<p>Most employers will have no existing policy that covers this. A standalone Bereaved Partner&#8217;s Paternity Leave policy is now a legal necessity, not optional.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What the FWA means for employers in practice<\/h2>\n\n\n\n<p>Here&#8217;s the honest picture: the FWA&#8217;s immediate enforcement focus from April 2026 is National Minimum Wage, agency worker rights, and labour exploitation. Full SSP and holiday pay enforcement is expected to build out from 2027 as the agency scales up.<\/p>\n\n\n\n<p>But that phased timeline doesn&#8217;t mean you have time to wait. The records obligation starts now \u2014 six years of clean annual leave records is a legal requirement from the 6th of April. The SSP calculation changes are live immediately. And the FWA&#8217;s six-year lookback means any audit that opens in 2027 will be looking at your 2021 payroll too.<\/p>\n\n\n\n<p>The name-and-shame mechanism is also worth taking seriously as an employer brand risk, not just a financial one. The March 2026 naming list contained recognisable household names \u2014 not because they were deliberately underpaying workers, but because technical payroll errors had gone uncaught. That&#8217;s the category most businesses fall into.<\/p>\n\n\n\n<p>One more thing that&#8217;s easy to overlook in April: the maximum protective award for failure to collectively consult on redundancies doubles from 90 to 180 days&#8217; pay per affected employee from the 6th of April 2026. A further 25% uplift can apply where the fire-and-rehire Code of Practice has been breached. If you have any restructuring planned, review the consultation requirements now.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Your April 2026 compliance checklist<\/h2>\n\n\n\n<p>Most cloud-based payroll solutions, including 91±¬ΑΟ, apply April rate changes automatically or via a year-end update, so you may not need to touch individual settings manually. If you&#8217;re on an older or self-managed system, you&#8217;ll need to apply these yourself. Either way, confirm your payroll is correctly handling all of the following before your next pay run:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Payroll and systems<\/h3>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li>SSP paid from day one with no waiting days applied.<\/li>\n\n\n\n<li>SSP calculated as the lower of \u00a3123.25\/week or 80% of average weekly earnings (eight-week average) \u2014 not a flat rate for all.<\/li>\n\n\n\n<li>&nbsp;All employees eligible for SSP regardless of earnings \u2014 the LEL no longer applies.<\/li>\n\n\n\n<li>Family leave pay rates updated to \u00a3194.32\/week (SMP from 5 April; all other family payments from 6 April).<\/li>\n\n\n\n<li>NMW\/NLW rates updated from 1 April: 21+ = \u00a312.71\/hr; 18\u201320 = \u00a310.85\/hr; 16\u201317 and apprentices = \u00a38.00\/hr.<\/li>\n\n\n\n<li>Zero-hours, part-time, and casual workers reviewed for new SSP eligibility \u2014 model the cost impact where needed.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">HR policies and documentation<\/h3>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li>Remove all references to SSP waiting days from your absence and sickness policies.<\/li>\n\n\n\n<li>Update your paternity leave policy \u2014 remove the 26-week service requirement for leave eligibility (pay eligibility is unchanged).<\/li>\n\n\n\n<li>Update your unpaid parental leave policy \u2014 remove the one-year service requirement.<\/li>\n\n\n\n<li>Create a Bereaved Partner&#8217;s Paternity Leave policy (this is a brand-new statutory right from the 6th of April).<\/li>\n\n\n\n<li>Review any enhanced contractual pay provisions to make sure they still work as intended now the statutory floor has moved.<\/li>\n\n\n\n<li>Update employee handbooks, contracts, and offer letters to reflect day-one rights for new starters.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Record-keeping<\/h3>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li>Put in place six-year retention of annual leave records for all workers \u2014 covering leave taken, pay received, and any payment in lieu on termination. This applies to irregular and part-time staff, not just permanent employees.<\/li>\n\n\n\n<li>Make sure payroll and HR records are organised and audit-ready \u2014 an FWA inspection won&#8217;t come with weeks of preparation time.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">FWA compliance audit<\/h3>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li>Audit NMW\/NLW compliance across all roles \u2014 pay particular attention to salary sacrifice deductions, uniform or equipment deductions, unpaid time in training or security checks, and apprenticeship rates.<\/li>\n\n\n\n<li>Review holiday pay calculations for part-year workers, irregular hours workers, and casual staff \u2014 this is the area most likely to trigger FWA enforcement once SSP and holiday pay powers are fully active.<\/li>\n\n\n\n<li>Train line managers on day-one rights so new starters receive correct treatment from their first day, not after their probation ends.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">How 91±¬ΑΟ helps<\/h2>\n\n\n\n<p>Managing compliance across payroll, HR policies, and leave entitlements manually \u2014 across a workforce that may include permanent, part-time, zero-hours, and casual staff \u2014 is where errors happen.<\/p>\n\n\n\n<p><strong>On payroll:<\/strong> <a href=\"https:\/\/employmenthero.com\/uk\/products\/payroll-software\/\">91±¬ΑΟ&#8217;s payroll software<\/a> is built for UK compliance, with automatic updates when statutory rates change. The new SSP calculation, updated family pay rates, and April NMW increases are already reflected. You&#8217;re not relying on a manual update to a spreadsheet.<\/p>\n\n\n\n<p><strong>On HR policies:<\/strong> Our template library and policy management tools make it straightforward to update your paternity, parental leave, and sickness absence policies and push them out to employees for acknowledgement \u2014 with a full audit trail.<\/p>\n\n\n\n<p><strong>On HR advisory:<\/strong> If you&#8217;re not certain your current setup is FWA-ready, <a href=\"https:\/\/employmenthero.com\/uk\/services\/hr-advisory\/\">our HR Advisory team<\/a> can review your payroll processes, leave records, and employment documentation and flag the gaps before an inspector does.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--5)\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/app.dojoai.com\/@employmenthero.com\/chat\/sensei\/94385060-8798-4c1e-8431-b0b4a1345fbd#\" target=\"_blank\" rel=\"noreferrer noopener\">Talk to us about getting your business FWA-ready<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--6)\">\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">Frequently asked questions<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776691964722\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776691964722\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the Fair Work Agency and when does it launch?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The Fair Work Agency (FWA) is a new single state enforcement body for employment rights in the UK, established under the Employment Rights Act 2025. It formally launched on 7 April 2026 and is chaired by Matthew Taylor, former author of the 2017 Taylor Review of Modern Working Practices.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776691964731\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776691964731\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Which organisations is the Fair Work Agency replacing?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The FWA consolidates four existing bodies: the HMRC National Minimum Wage enforcement team, the Gangmasters and Labour Abuse Authority (GLAA), the Employment Agency Standards Inspectorate (EASI), and the Director of Labour Market Enforcement. It also takes on two entirely new state enforcement functions: holiday pay and Statutory Sick Pay.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776691989271\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776691989271\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What powers does the Fair Work Agency have?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The FWA can conduct proactive, unannounced workplace inspections without waiting for a worker complaint. It can issue underpayment notices, apply penalties of up to 200% of the underpayment (capped at \u00a320,000 per worker), review records going back up to six years, bring tribunal claims on behalf of workers, recover its enforcement costs from employers, and publicly name non-compliant businesses.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776691990379\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776691990379\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can the Fair Work Agency investigate my business without a complaint?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes. Unlike the previous HMRC NMW model, the FWA can open an investigation proactively, without a worker raising a complaint first.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776691995068\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776691995068\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the penalty for non-compliance under the Fair Work Agency?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The standard penalty is 200% of the underpayment, capped at \u00a320,000 per worker. This reduces to 100% if paid within 14 days. Enforcement costs are also charged back to the employer, and non-compliant employers can be publicly named on a government list.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830320276\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830320276\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the new SSP rate from April 2026?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The new Statutory Sick Pay rate is \u00a3123.25 per week, up from \u00a3118.75 per week. For lower-paid employees, SSP is calculated as the lower of \u00a3123.25\/week or 80% of their average weekly earnings over the previous eight weeks.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830403935\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830403935\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Is SSP now payable from day one of sickness?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes. From the 6th of April 2026, the three-day waiting period has been abolished. SSP is payable from the first qualifying day of sickness absence \u2014 including a single-day absence.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830426973\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830426973\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Who qualifies for SSP from April 2026?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>All employees qualify, regardless of their earnings. The Lower Earnings Limit (previously \u00a3125\/week) has been completely removed. Part-time workers, zero-hours workers, and casual employees who previously earned below the threshold are now entitled to SSP.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830456288\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830456288\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How is SSP calculated from April 2026?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>SSP is calculated as the lower of the statutory weekly rate (\u00a3123.25) or 80% of the employee&#8217;s average weekly earnings over the eight weeks immediately before the sickness absence begins. Higher earners will receive the flat rate; lower earners will receive 80% of their actual average pay.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830474901\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830474901\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the new Statutory Maternity Pay rate from April 2026?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The new SMP rate for weeks 7\u201339 is \u00a3194.32 per week, up from \u00a3187.18 per week. This applies from 5 April 2026. Weeks 1\u20136 remain at 90% of average weekly earnings. The Lower Earnings Limit for SMP qualification has been uprated to \u00a3129\/week \u2014 it has not been abolished.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830489062\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830489062\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the new Statutory Paternity Pay rate from April 2026?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Statutory Paternity Pay increases to \u00a3194.32 per week from the 6th of April 2026, up from \u00a3187.18 per week. Employees still need 26 weeks&#8217; service to qualify for SPP \u2014 the service requirement for pay has not changed.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830507122\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830507122\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Is paternity leave now a day-one right?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes. From the 6th of April 2026, the 26-week service requirement for paternity leave has been removed. Employees are entitled to up to two weeks of paternity leave from their first day of employment, provided the baby has an Expected Week of Childbirth on or after 5 April 2026.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830527093\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830527093\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Is paternity pay also a day-one right?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>No. Statutory Paternity Pay still requires 26 weeks&#8217; continuous service. A new starter can take the leave unpaid from day one, but they won&#8217;t receive SPP unless they&#8217;ve been employed for 26 weeks. Employers can choose to offer contractual pay above the statutory minimum.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830546500\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830546500\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is Bereaved Partner&#8217;s Paternity Leave?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Bereaved Partner&#8217;s Paternity Leave is a brand-new statutory right, introduced under the Bereaved Partner&#8217;s Paternity Leave Regulations 2026 (SI 2026\/237) from the 6th of April 2026. It provides up to 52 weeks of leave for a father or partner whose child&#8217;s mother or primary adopter dies during or after childbirth, within the first year of the child&#8217;s life. It is a day-one right and is unpaid at statutory level.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1776830603405\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1776830603405\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What should employers do to prepare for the Fair Work Agency?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Immediate priorities are: updating payroll systems to reflect the new SSP calculation and family pay rates; auditing NMW compliance including salary deductions and unpaid working time; reviewing holiday pay calculations for irregular workers; updating HR policies to reflect day-one paternity and parental leave rights; creating a Bereaved Partner&#8217;s Paternity Leave policy; and implementing six-year retention of annual leave records for all workers.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the Fair Work Agency and when does it launch?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The Fair Work Agency (FWA) is a new single state enforcement body for employment rights in the UK, established under the Employment Rights Act 2025. It formally launched on 7 April 2026 and is chaired by Matthew Taylor, former author of the 2017 Taylor Review of Modern Working Practices.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Which organisations is the Fair Work Agency replacing?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The FWA consolidates four existing bodies: the HMRC National Minimum Wage enforcement team, the Gangmasters and Labour Abuse Authority (GLAA), the Employment Agency Standards Inspectorate (EASI), and the Director of Labour Market Enforcement. It also takes on two entirely new state enforcement functions: holiday pay and Statutory Sick Pay.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What powers does the Fair Work Agency have?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The FWA can conduct proactive, unannounced workplace inspections without waiting for a worker complaint. It can issue underpayment notices, apply penalties of up to 200% of the underpayment (capped at \\u00a320,000 per worker), review records going back up to six years, bring tribunal claims on behalf of workers, recover its enforcement costs from employers, and publicly name non-compliant businesses.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can the Fair Work Agency investigate my business without a complaint?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes. Unlike the previous HMRC NMW model, the FWA can open an investigation proactively, without a worker raising a complaint first.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the penalty for non-compliance under the Fair Work Agency?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The standard penalty is 200% of the underpayment, capped at \\u00a320,000 per worker. This reduces to 100% if paid within 14 days. Enforcement costs are also charged back to the employer, and non-compliant employers can be publicly named on a government list.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the new SSP rate from April 2026?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The new Statutory Sick Pay rate is \\u00a3123.25 per week, up from \\u00a3118.75 per week. For lower-paid employees, SSP is calculated as the lower of \\u00a3123.25\/week or 80% of their average weekly earnings over the previous eight weeks.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Is SSP now payable from day one of sickness?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes. From the 6th of April 2026, the three-day waiting period has been abolished. SSP is payable from the first qualifying day of sickness absence \\u2014 including a single-day absence.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Who qualifies for SSP from April 2026?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>All employees qualify, regardless of their earnings. The Lower Earnings Limit (previously \\u00a3125\/week) has been completely removed. Part-time workers, zero-hours workers, and casual employees who previously earned below the threshold are now entitled to SSP.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How is SSP calculated from April 2026?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>SSP is calculated as the lower of the statutory weekly rate (\\u00a3123.25) or 80% of the employee's average weekly earnings over the eight weeks immediately before the sickness absence begins. Higher earners will receive the flat rate; lower earners will receive 80% of their actual average pay.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the new Statutory Maternity Pay rate from April 2026?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The new SMP rate for weeks 7\\u201339 is \\u00a3194.32 per week, up from \\u00a3187.18 per week. This applies from 5 April 2026. Weeks 1\\u20136 remain at 90% of average weekly earnings. The Lower Earnings Limit for SMP qualification has been uprated to \\u00a3129\/week \\u2014 it has not been abolished.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the new Statutory Paternity Pay rate from April 2026?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Statutory Paternity Pay increases to \\u00a3194.32 per week from the 6th of April 2026, up from \\u00a3187.18 per week. Employees still need 26 weeks' service to qualify for SPP \\u2014 the service requirement for pay has not changed.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Is paternity leave now a day-one right?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes. From the 6th of April 2026, the 26-week service requirement for paternity leave has been removed. Employees are entitled to up to two weeks of paternity leave from their first day of employment, provided the baby has an Expected Week of Childbirth on or after 5 April 2026.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Is paternity pay also a day-one right?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>No. Statutory Paternity Pay still requires 26 weeks' continuous service. A new starter can take the leave unpaid from day one, but they won't receive SPP unless they've been employed for 26 weeks. Employers can choose to offer contractual pay above the statutory minimum.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is Bereaved Partner's Paternity Leave?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Bereaved Partner's Paternity Leave is a brand-new statutory right, introduced under the Bereaved Partner's Paternity Leave Regulations 2026 (SI 2026\/237) from the 6th of April 2026. It provides up to 52 weeks of leave for a father or partner whose child's mother or primary adopter dies during or after childbirth, within the first year of the child's life. It is a day-one right and is unpaid at statutory level.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What should employers do to prepare for the Fair Work Agency?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Immediate priorities are: updating payroll systems to reflect the new SSP calculation and family pay rates; auditing NMW compliance including salary deductions and unpaid working time; reviewing holiday pay calculations for irregular workers; updating HR policies to reflect day-one paternity and parental leave rights; creating a Bereaved Partner's Paternity Leave policy; and implementing six-year retention of annual leave records for all workers.<\/p>\"\n            }\n        }\n    ]\n}<\/script><\/div>\n\n\n\n<style>\r\n\r\n.custom-table {\r\n  display: block;\r\n  overflow-x: auto;\r\n}\r\n\r\n.custom-table table tr:first-child th,\r\n.custom-table table tr:first-child td {\r\n  border: 1px solid #000 !important;\r\n  background-color: #7623d7 !important; \r\n color: #ffffff !important;\r\n  text-align: left;\r\n  padding: 10px;\r\n}\r\n\r\n#content-wrapper a,\r\n#content-wrapper p:not(.disclaimer),\r\n#content-wrapper ol,\r\n#content-wrapper ul {\r\n  font-size: var(--wp--preset--font-size--paragraph-2-m) !important;\r\n}\r\n\r\n.content-wrapper li > ul li {padding-bottom:0.75rem!important;}\r\n.content-wrapper li:last-child > ul li {padding-bottom:0!important;}\r\n.eh-faq__container {flex-direction:column!important;}\r\n@media screen and (min-width: 1441px) {\r\n    .eh-faq__content {\r\n       max-width: 904px!important;\r\n        min-width: 715px!important;\r\n    }\r\n}\r\n.eh-faq {padding:0px 0px 24px 0px!important;}\r\n\r\n\r\n<\/style>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull is-style-default has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"https:\/\/employmenthero.com\/nz\/resources\/businesses\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-50792 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-in-depth-analysis resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide-.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide-.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\" >Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">The Employment Rights Act 2025 fundamentally restricts fire and rehire in the UK. Understand what&#8217;s changing, when it takes effect&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50755 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-employment-rights-act tag-in-depth-analysis resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The Fair Work Agency vs HMRC: What&#8217;s Different For Employers\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\" >The Fair Work Agency vs HMRC: What&#8217;s Different For Employers<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-4\"><p class=\"wp-block-post-excerpt__excerpt\">The Fair Work Agency has replaced HMRC for employment rights. Understand the split, what&#8217;s changed for holiday pay and SSP,&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The Fair Work Agency vs HMRC: What&#8217;s Different For Employers<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50767 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-employment-rights-act tag-in-depth-analysis resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Collective Redundancy and the Employment Rights Act: What Changes for UK Employers\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\" >Collective Redundancy and the Employment Rights Act: What Changes for UK Employers<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-6\"><p class=\"wp-block-post-excerpt__excerpt\">The Employment Rights Act 2025 has doubled the penalty for missed collective consultation. Find out what&#8217;s changed, what&#8217;s coming and&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Collective Redundancy and the Employment Rights Act: What Changes for UK Employers<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>From 6\u20137 April 2026, the Fair Work Agency launches with new enforcement powers, SSP becomes payable from day one at \u00a3123.25\/week, and statutory maternity pay rises to \u00a3194.32\/week. Here&#8217;s everything UK employers need to act on now.<\/p>\n","protected":false},"author":10,"featured_media":50131,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"12 min read","display_reading_time":false,"download_content_type":"","download_file":"","download_url":"","download_cta_label":"","footnotes":""},"categories":[1],"tags":[353],"resource-type":[157],"topic":[],"industry":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-50125","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-in-depth-analysis","resource-type-blog"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/50125","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/comments?post=50125"}],"version-history":[{"count":5,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/50125\/revisions"}],"predecessor-version":[{"id":50132,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/50125\/revisions\/50132"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/50131"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=50125"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/categories?post=50125"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/tags?post=50125"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=50125"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=50125"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=50125"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=50125"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=50125"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=50125"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=50125"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=50125"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=50125"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=50125"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=50125"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}