Employment Law News & Insights | Sills Legal Solicitors

Planning for the April Employment Law Changes

April 2026 will bring the usual wave of employment law updates in the form of adjusted statutory payment rates, but this year’s changes are more substantial than many of you are used to. Following the passing of the Employment Rights Act 2025, this April will represent the first notable milestone in one of the most substantial legislative updates to the UK employment law framework in years. With increased statutory payments and expanded protections for workers, organisations should take a moment to pause, review and prepare.

A New Era for Working Britain | The Employment Rights Bill Passes!

The long-debated Employment Rights Bill has finally cleared Parliament and is set to become the Employment Rights Act 2025 before Christmas. After months of political ping-pong, late-night negotiations and several dramatic U-turns, the future of work in the UK is officially changing.

Employment Rights U-Turn Sets a New Approach to Early Dismissals

The government has issued a major update on the Employment Rights Bill, marking a clear U-turn from its earlier commitment to introduce day one unfair dismissal rights.

Pregnant Employees & Redundancy | What Every Employer Needs to Know

Navigating redundancy is never easy for any employer, and when you have pregnant employees in the mix, it can feel even more daunting. With the right approach, you can handle these situations fairly, legally, and with empathy.

Employment Rights Bill - “House of Lords vs House of Commons | The Tug-of-War Over Workers’ Rights

The eagerly awaited Employment Rights Bill has hit another set back during its final stages. What now for Day 1 unfair dismissal, guaranteed hours for casual workers, automatic ability to join a union and plans for the threshold required for industrial action?

Menopause at Work | Balancing Legal Duties and Employee Wellbeing

With World Menopause Day 2025 approaching, now is the perfect time to consider how your organisation can support colleagues experiencing menopause or perimenopause, not only to comply with employment law but to support your culture of care and inclusion.