Business Growth HR Essentials – Workshops 1 and 2 – Employment Rights Bill, Managing Sickness Absence and Managing a Probationary Period
TOPIC 1 : MANAGING SICKNESS ABSENCE
Preparing for Day-One Statutory Sick Pay Rights
The Employment Rights Bill introduces transformative changes to Statutory Sick Pay, with implementation expected from 2026. This session will provide comprehensive guidance on:
Key Legislative Changes:
- Elimination of Waiting Days: SSP will be paid from day one of sickness absence, removing the current three-day waiting period
- Extended Eligibility: SSP will be available to employees earning below the Lower Earnings Limit (currently £123 per week)
- Percentage-Based Payments: For lower earners, SSP will be calculated as a percentage of weekly earnings (likely 60-80% following consultation)
Practical Implementation Strategies:
- Reviewing and updating sickness absence policies
- Payroll system adjustments and administrative processes
- Cost implications – government estimates suggest costs will rise from 0.06% to 0.09% of total annual wage spending
- Managing potential increases in short-term absence patterns
- Return-to-work procedures and capability management
- Documentation and record-keeping requirements
Risk Management Framework:
- Identifying vulnerable employee groups
- Balancing compassionate management with operational needs
- Early intervention strategies
- Integration with occupational health services
TOPIC TWO: MANAGING PROBATIONARY PERIODS
Enhanced Employment Rights and the New Framework
The Employment Rights Bill removes the two-year qualifying period for unfair dismissal protection, introducing day-one rights with a proposed statutory probationary period of nine months. This session will address:
Legislative Framework Changes:
- Day-One Unfair Dismissal Rights: All employees will have protection from unfair dismissal from their first day of employment
- Statutory Probationary Period: A “lighter touch” dismissal process during the initial employment period, with government preference for nine months
- Timeline for Implementation: These changes will not come into effect before autumn 2026
Strategic Probationary Management:
- Designing robust probationary procedures within the new framework
- Performance management protocols including mandatory meetings with employees to explain concerns
- Documentation standards and evidence requirements
- Right to accompaniment by trade union representatives or colleagues
- Fair dismissal procedures during probationary periods
- Integration with existing HR policies and procedures
Recruitment and Retention Implications:
- Adapting recruitment practices to address potential hiring caution
- Ensuring inclusive practices whilst managing enhanced protections
- Strengthening probationary practices in anticipation of enhanced unfair dismissal protections
- Performance monitoring and feedback mechanisms
- Training requirements for line managers
In order to book on the above, please email business@hyndburnbc.gov.uk