Hi Colleague,
As part of your subscription with Humber HR People, we take the hassle out of keeping up to date with all employment law changes. Here's an overview of the key updates that may affect your business.
Key Changes to Employment Law
The good news is, aside from the changes to National Insurance contributions, National Minimum wage and Statutory Leave pays, there are minimal changes to other areas. However, there are two important updates to be aware of:
1. New Legislation: Neonatal Care Leave & Pay
The core addition to employment law is the new legislation for Neonatal care leave and pay, which is in place as of 6th April 2025 as follows:
✅ Neonatal Care Leave (SNCL)
Eligible employees can take up to 12 weeks of Statutory Neonatal Care Leave (SNCL) from the first day of employment, if they have responsibility for a baby receiving neonatal care within 28 days of birth.
✅ Neonatal Care Pay (SNCP)
Employees eligible for SNCL will also be entitled to up to 12 weeks of Statutory Neonatal Care Pay (SNCP). This will be paid at the same rate as other family leave payments (e.g., maternity or paternity pay), which from 6 April 2025 will be £187.18 per week.
Important Note: This is in addition to other statutory parental leave entitlements. We will ensure you are provided with an updated policy for this with full details.
2. Rolled-up Holiday Pay for Part-Year Workers
You may recall there were some changes to rolled-up holiday pay for part-year workers. As of April 2024, organisations who run a Jan-Dec holiday year are applicable to use rolled-up holiday pay for these workers.
✅ How it Works:
You include holiday pay as part of a worker’s hourly wage, instead of paying it separately. This means workers will receive an enhanced hourly rate to compensate for the fact that they're not getting separate pay for days off.
✅ Calculation:
Typically, rolled-up holiday pay is calculated at a rate of 12.07% (the statutory minimum for annual leave entitlement), on top of a worker’s usual hourly wage rate.
This change may apply to term-time, annualised, or irregular workers. If you would like to discuss or assess whether you are able to apply this, please let us know.
Need Further Assistance?
If you have any questions, or would like to discuss these changes in more detail, please do not hesitate to get in touch with our team. We are here to help ensure you remain compliant with the latest legal requirements.
Kate and Kellie
Founders
Humber HR People
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