Welcome to our Spring Newsletter!
We know that a few businesses had a tough start to the year, with sales pipelines not coming through as hoped, concerns about what employment changes will impact their business and how and also reviewing headcount. We have experienced a lot of grievances from the return to work after Christmas with the main issues relating to bullying, disability and age discrimination. We have been working hard to try and resolve those as commercially as possible.
It does however look like Spring is here and that makes everything seem more positive and exciting. It is lovely to see the first signs of Spring starting to appear.
We’re thrilled to say that F&B celebrated its second birthday in February and what an amazing 2 years it has been! We couldn’t have done it without your support, so a big thank you!
Welcome to our Spring Newsletter!
We know that a few businesses had a tough start to the year, with sales pipelines not coming through as hoped, concerns about what employment changes will impact their business and how and also reviewing headcount. We have experienced a lot of grievances from the return to work after Christmas with the main issues relating to bullying, disability and age discrimination. We have been working hard to try and resolve those as commercially as possible.
It does however look like Spring is here and that makes everything seem more positive and exciting. It is lovely to see the first signs of Spring starting to appear.
We’re thrilled to say that F&B celebrated its second birthday in February and what an amazing 2 years it has been! We couldn’t have done it without your support, so a big thank you!
Employment Law changes
With the new Employments Right Bill set out by the Government in October last year, we are keeping you informed of the more immediate upcoming legislative changes, due to take effect next month.
National Minimum Wage (Amendment) Regulations 2025 – effective 1st April 2025
These regulations, applicable in England, Wales, Scotland and Northern Ireland, set out the rates of National Minimum Wage and National Living Wage, which will apply to pay reference periods starting on, or after, 1 April 2025.
The new rates are as follows:
- The National Living Wage for those aged 21 and over will rise from £11.44 per hour to £12.21 per hour.
- The National Minimum Wage for 18–20-year-olds rises from £8.60 to £10 per hour.
- The apprenticeship rate, and for 16–17-year-olds rises from £6.40 per hour to £7.55 per hour.
Increases to maternity pay and other statutory pay rates effective from April 2025
The Government has announced increases to the weekly rates for Statutory Maternity Pay and other types of statutory pay for 2025/26. The following types of statutory pay will increase from £184.03 to £187.18 per week:
- maternity pay
- adoption pay
- paternity pay
- shared parental pay
- parental bereavement pay.
Statutory Sick Pay will increase from £116.75 to £118.75 per week
*NEW EMPLOYMENT LAW* Statutory Neonatal Care Pay (General) Regulations 2025 Effective 6 April 2025
The background
In the lead up to her final days in Downing Street, former Prime Minister, Theresa May, announced a host of public consultations, with one in particular focusing on improving the rights available to working parents.
Arguably, the key takeaway from this consultation was the proposed introduction of neonatal leave. The Conservative government acknowledged that parents of children who are born prematurely, or who experience difficulties during birth, can suffer significant challenges, particularly in cases where the child requires neonatal care for several weeks or months.
Parents can often find themselves spending a significant amount of maternity or paternity leave at the hospital while the child undergoes neonatal care, placing them at a disadvantage compared to other individuals who are able to dedicate a greater amount of this leave at home caring for their child.
In response, the Conservative government suggested providing neonatal leave and pay to employees for every week their child is in neonatal care, up to an unspecified maximum number of weeks.
The intention was that this leave be added on to the end of a period of maternity or paternity leave, allowing employees to recoup any time they spent with their child in hospital following the birth.
This move to consult on neonatal leave was representative of the efforts the government placed into improving protections for parents at work, including the ability to claim parental bereavement leave and pay that has been available since April 2020.
In June 2022, MP Stuart McDonald, put before Parliament a Bill designed to provide leave and pay for parents with neonatal babies. This began the long process through which a proposed Bill becomes law. In July 2022, the Neonatal Care (Leave and Pay) Bill was debated in Parliament and backed by the Government and moved forward on its passage to become law. On 24 May 2023, the Neonatal Care (Leave and Pay) Act 2023 became law.
Previously, there were no statutory rights that match this new entitlement. This is a significant change to parents’ rights and employers’ obligations.
What is neonatal care?
For the purposes of neonatal care leave, neonatal care is care of a medical or palliative (including end of life) kind, lasting for at least seven consecutive days which starts within 28 days, beginning with the day after the child’s birth. This means that the parents of a child who is admitted for neonatal care at, e.g. 35 days old will not qualify for neonatal care leave.
Medical care may be received in or out of hospital, providing the child was originally an inpatient and any care is under the direction of a consultant.
The regulations define neonatal care as:
- Medical care received in a hospital
- Medical care received in any other place which meets the following criteria:
- The child was an inpatient in hospital and the care is received upon that child leaving hospital
- The care is under the direction of a consultant
- The care includes ongoing monitoring by, and visits to the child from, healthcare professionals arranged by the hospital in which the baby received neonatal care
- Palliative or end of life care.
A baby will therefore be considered as receiving neonatal care of the type required by the regulations if it receives that care at home, provided neonatal care had been provided to the baby in hospital as an inpatient.
Who is eligible?
Employees who have parental or other prescribed responsibility for a child who is receiving, or who has received, neonatal care may take neonatal care leave. The employees must be:
- the mother and father of the baby, provided they have, or expect to have, responsibility for the baby’s upbringing
- the mother’s partner, provided they have, or expect to have, the main responsibility (apart from any responsibility of the mother) for the baby’s upbringing
- the intended parents in surrogacy arrangement, provided they have, or expect to have, responsibility for the baby’s upbringing
- the adopter, or prospective adopter, provided they have, or expect to have, responsibility for the baby’s upbringing
- the adopter, or prospective adopter’s partner, provided they have, or expect to have, the main responsibility (apart from any responsibility of their partner) for the baby’s upbringing
- the overseas adopter, provided they have, or expect to have, responsibility for the baby’s upbringing
- the overseas adopter’s partner, provided they have, or expect to have, the main responsibility (apart from any responsibility of their partner) for the baby’s upbringing.
Neonatal care leave will be available from day one of employment, provided the other eligibility requirements are met. However, there is a service requirement in respect of the pay element which would be explained in a policy.
What this means for you
Employers should update policies, review employment contracts, and communicate these changes effectively with your teams. If you need assistance with compliance, we’re here to help! Please get in touch with us
Employment Law changes
With the new Employments Right Bill set out by the Government in October last year, we are keeping you informed of the more immediate upcoming legislative changes, due to take effect next month.
National Minimum Wage (Amendment) Regulations 2025 – effective 1st April 2025
These regulations, applicable in England, Wales, Scotland and Northern Ireland, set out the rates of National Minimum Wage and National Living Wage, which will apply to pay reference periods starting on, or after, 1 April 2025.
The new rates are as follows:
- The National Living Wage for those aged 21 and over will rise from £11.44 per hour to £12.21 per hour.
- The National Minimum Wage for 18–20-year-olds rises from £8.60 to £10 per hour.
- The apprenticeship rate, and for 16–17-year-olds rises from £6.40 per hour to £7.55 per hour.
Increases to maternity pay and other statutory pay rates effective from April 2025
The Government has announced increases to the weekly rates for Statutory Maternity Pay and other types of statutory pay for 2025/26. The following types of statutory pay will increase from £184.03 to £187.18 per week:
- maternity pay
- adoption pay
- paternity pay
- shared parental pay
- parental bereavement pay.
Statutory Sick Pay will increase from £116.75 to £118.75 per week
*NEW EMPLOYMENT LAW* Statutory Neonatal Care Pay (General) Regulations 2025 Effective 6 April 2025
The background
In the lead up to her final days in Downing Street, former Prime Minister, Theresa May, announced a host of public consultations, with one in particular focusing on improving the rights available to working parents.
Arguably, the key takeaway from this consultation was the proposed introduction of neonatal leave. The Conservative government acknowledged that parents of children who are born prematurely, or who experience difficulties during birth, can suffer significant challenges, particularly in cases where the child requires neonatal care for several weeks or months.
Parents can often find themselves spending a significant amount of maternity or paternity leave at the hospital while the child undergoes neonatal care, placing them at a disadvantage compared to other individuals who are able to dedicate a greater amount of this leave at home caring for their child.
In response, the Conservative government suggested providing neonatal leave and pay to employees for every week their child is in neonatal care, up to an unspecified maximum number of weeks.
The intention was that this leave be added on to the end of a period of maternity or paternity leave, allowing employees to recoup any time they spent with their child in hospital following the birth.
This move to consult on neonatal leave was representative of the efforts the government placed into improving protections for parents at work, including the ability to claim parental bereavement leave and pay that has been available since April 2020.
In June 2022, MP Stuart McDonald, put before Parliament a Bill designed to provide leave and pay for parents with neonatal babies. This began the long process through which a proposed Bill becomes law. In July 2022, the Neonatal Care (Leave and Pay) Bill was debated in Parliament and backed by the Government and moved forward on its passage to become law. On 24 May 2023, the Neonatal Care (Leave and Pay) Act 2023 became law.
Previously, there were no statutory rights that match this new entitlement. This is a significant change to parents’ rights and employers’ obligations.
What is neonatal care?
For the purposes of neonatal care leave, neonatal care is care of a medical or palliative (including end of life) kind, lasting for at least seven consecutive days which starts within 28 days, beginning with the day after the child’s birth. This means that the parents of a child who is admitted for neonatal care at, e.g. 35 days old will not qualify for neonatal care leave.
Medical care may be received in or out of hospital, providing the child was originally an inpatient and any care is under the direction of a consultant.
The regulations define neonatal care as:
- Medical care received in a hospital
- Medical care received in any other place which meets the following criteria:
- The child was an inpatient in hospital and the care is received upon that child leaving hospital
- The care is under the direction of a consultant
- The care includes ongoing monitoring by, and visits to the child from, healthcare professionals arranged by the hospital in which the baby received neonatal care
- Palliative or end of life care.
A baby will therefore be considered as receiving neonatal care of the type required by the regulations if it receives that care at home, provided neonatal care had been provided to the baby in hospital as an inpatient.
Who is eligible?
Employees who have parental or other prescribed responsibility for a child who is receiving, or who has received, neonatal care may take neonatal care leave. The employees must be:
- the mother and father of the baby, provided they have, or expect to have, responsibility for the baby’s upbringing
- the mother’s partner, provided they have, or expect to have, the main responsibility (apart from any responsibility of the mother) for the baby’s upbringing
- the intended parents in surrogacy arrangement, provided they have, or expect to have, responsibility for the baby’s upbringing
- the adopter, or prospective adopter, provided they have, or expect to have, responsibility for the baby’s upbringing
- the adopter, or prospective adopter’s partner, provided they have, or expect to have, the main responsibility (apart from any responsibility of their partner) for the baby’s upbringing
- the overseas adopter, provided they have, or expect to have, responsibility for the baby’s upbringing
- the overseas adopter’s partner, provided they have, or expect to have, the main responsibility (apart from any responsibility of their partner) for the baby’s upbringing.
Neonatal care leave will be available from day one of employment, provided the other eligibility requirements are met. However, there is a service requirement in respect of the pay element which would be explained in a policy.
What this means for you
Employers should update policies, review employment contracts, and communicate these changes effectively with your teams. If you need assistance with compliance, we’re here to help! Please get in touch with us
Also, we must not forget the forthcoming tax legislation changes affecting employment effective from April 2025
In the autumn Budget, the Government announced that it will be introducing legislation to increase the main rate of secondary Class 1 National Insurance contributions (NICs) from 13.8% to 15%. The Class 1A and Class 1B employer rates will also increase in line with this.
Legislation will also be introduced to reduce the Class 1 NICs secondary threshold, from £9,100 to £5,000 per annum. This will take effect from 6th April 2025 and run through to 5th April 2028. Thereafter, the secondary Class 1 NICs threshold will be increased in line with the Consumer Price Index.
To support small businesses with these changes, the Government is increasing the employment allowance from £5,000 to £10,500 and removing the £100,000 threshold, so the allowance is not restricted to employers whose NI bill in the previous tax year was £100,000 or less. This will take effect from April 2025 and will mean eligible employers will be able to reduce their NICs liabilities by up to £10,500 per year.
These changes will be introduced by primary legislation before 6 April 2025.
UPDATE: Government tables amendments to Employment Rights Bill
The Government has tabled a significant number of amendments to the Employment Rights Bill following its responses to consultations carried out last year. The amendments have been put forward in preparation for the Bill reaching the next stage of the parliamentary process in the House of Commons next week.
The proposed amendments cover reforms to Statutory Sick Pay, agency workers’ rights, “fire and rehire” and collective redundancies and more. Several changes are proposed to increase trade union rights on the areas of recognition, industrial action, and access to the workplace.
The Government says that up to 1.3 million more workers will be entitled to Statutory Sick Pay (SSP), with those on low wages receiving either 80% of their average weekly earnings or the current rate of SSP, whichever is lower. All workers will be entitled to Statutory Sick Pay for the very first time. Workers will also have the right to SSP from the first day of sickness absence. The aim of these changes is to encourage staff to take the time off they need to recover, helping to prevent long-term absences.
The Government proposes to extend the zero hours contracts measures in the Bill to agency workers, including the right to a guaranteed hours contract which reflects the hours they regularly work, the right to reasonable notice for the cancelling, changing or curtailment of shifts and the right to payment for shifts cancelled, moved or curtailed at short notice.
Other changes include increasing the maximum period of the protective award in collective redundancy and “fire and rehire” situations from 90 days to 180 days.
These amendments are proposals at this stage. The Bill will need to go through the remaining parliamentary process before becoming law. We will of course keep you fully informed of any changes.
*UPDATE*: Government tables amendments to Employment Rights Bill
The Government has tabled a significant number of amendments to the Employment Rights Bill following its responses to consultations carried out last year. The amendments have been put forward in preparation for the Bill reaching the next stage of the parliamentary process in the House of Commons next week.
The proposed amendments cover reforms to Statutory Sick Pay, agency workers’ rights, “fire and rehire” and collective redundancies and more. Several changes are proposed to increase trade union rights on the areas of recognition, industrial action, and access to the workplace.
The Government says that up to 1.3 million more workers will be entitled to Statutory Sick Pay (SSP), with those on low wages receiving either 80% of their average weekly earnings or the current rate of SSP, whichever is lower. All workers will be entitled to Statutory Sick Pay for the very first time. Workers will also have the right to SSP from the first day of sickness absence. The aim of these changes is to encourage staff to take the time off they need to recover, helping to prevent long-term absences.
The Government proposes to extend the zero hours contracts measures in the Bill to agency workers, including the right to a guaranteed hours contract which reflects the hours they regularly work, the right to reasonable notice for the cancelling, changing or curtailment of shifts and the right to payment for shifts cancelled, moved or curtailed at short notice.
Other changes include increasing the maximum period of the protective award in collective redundancy and “fire and rehire” situations from 90 days to 180 days.
These amendments are proposals at this stage. The Bill will need to go through the remaining parliamentary process before becoming law. We will of course keep you fully informed of any changes.
The 4-Day Workweek: Productivity booster or trend?
The 4-day working week is gaining momentum as companies worldwide experiment with shorter work schedules while maintaining productivity. But is it a passing trend or the future of work?
Studies show that a 4-day working week boosts efficiency and reduces burnout. Employees report higher job satisfaction and improved mental health, therefore increasing productivity and employee wellbeing.
There are some challenges & considerations for us to think about as some industries struggle with condensed work schedules. How can businesses balance flexibility while maintaining operational needs?
Transitioning to a shorter workweek requires careful planning and if this is something you are thinking of starting, please do let us know we are here to help manage this with you and your teams. Let’s chat and explore the potential benefits and challenges!
International Women’s Day 8 March
This year 2025, the International Women’s Day theme is “Accelerate Action”. This theme highlights the urgent need to drive gender equality through bold, decisive actions rather than slow progress. What is your business doing to celebrate International Women’s Day this year? We would love to hear from you.
Did you know…?
Mentoring for in-house HR teams
We understand that being an HR professional can feel isolating at times, especially when you’re navigating complex situations solo. That’s why we offer mentoring and support for in-house HR teams, providing you with a sounding board, guidance, and the tools you need to tackle challenges confidently. You don’t have to go it alone – let us be the support network that helps you thrive.
The 4-Day Workweek: Productivity booster or trend?
The 4-day working week is gaining momentum as companies worldwide experiment with shorter work schedules while maintaining productivity. But is it a passing trend or the future of work?
Studies show that a 4-day working week boosts efficiency and reduces burnout. Employees report higher job satisfaction and improved mental health, therefore increasing productivity and employee wellbeing.
There are some challenges & considerations for us to think about as some industries struggle with condensed work schedules. How can businesses balance flexibility while maintaining operational needs?
Transitioning to a shorter workweek requires careful planning and if this is something you are thinking of starting, please do let us know we are here to help manage this with you and your teams. Let’s chat and explore the potential benefits and challenges!
International Women’s Day 8 March
This year 2025, the International Women’s Day theme is “Accelerate Action”. This theme highlights the urgent need to drive gender equality through bold, decisive actions rather than slow progress. What is your business doing to celebrate International Women’s Day this year? We would love to hear from you.
Did you know…?
Mentoring for in-house HR teams
We understand that being an HR professional can feel isolating at times, especially when you’re navigating complex situations solo. That’s why we offer mentoring and support for in-house HR teams, providing you with a sounding board, guidance, and the tools you need to tackle challenges confidently. You don’t have to go it alone – let us be the support network that helps you thrive.
Blogs
We are writing blogs on a variety of topics which you can find here: Our Latest Blogs
If you would like us to cover a specific topic then do let us know.
Connect with Us
Follow us on social media for the latest updates, tips, and industry news. We’re here to help you navigate the dynamic world of HR with confidence and success.
Get in Touch
If you need any people advice please do get in touch with us!
Thank you for trusting us to support you on your HR journey. Whether it’s navigating new legislation, mentoring your team, or raising awareness for important causes, we’re here with you every step of the way.
If there’s anything you’d like to chat about, we’d love to hear from you!
