Statutory Sick Pay (SSP) is the amount payable by employers when an employee is absent from work due to sickness. It is currently set at a flat rate of £118.75 (from 6th April 2025). There are certain eligibility requirements, including the fact that SSP is not currently payable during the first three days of absence, known as ‘waiting days’ and that those earning below the Lower Earnings Limit (LEL) – £125 per week – were not eligible.
The Government has published its response to its consultation on the application of zero hours contracts measures to agency workers. The Employment Rights Bill already includes complex proposals for low and zero-hours workers covering three key areas:
April marks the month each year where changes to statutory rates come into force. Most rate changes take effect from 6th April (to align with the start of the new tax year). National minimum wage changes take effect from 1st April.
Several significant changes in employment law rates are set to take effect in 2025. These updates will impact various aspects of employment, including wages, family-friendly payments, and statutory leave. Below is a detailed overview of the key changes.
Where an employee is discriminated against by their employer in relation to a protected characteristic, they can bring a number of claims under the Equality Act 2010. The protected characteristics set out in this Act are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
Settlement agreements are a crucial tool for employers, providing a structured and legally binding method for resolving disputes or ending employment relationships amicably.
Discrimination in the workplace is a serious issue that can have lasting impacts on an individual’s career and well-being. If you believe you have been a victim of discrimination, it is important to understand your rights and the legal avenues available to you.
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